When you find yourself having to make a decision in the absence of research, you have to take what you know about similar situations and use your own judgment. Organizations are not looking for the perfect test . A perfect test for a psychologist and a perfect test for a manager are often two different things. Marginal increases in validity or elegance are often not worth the development cost to organizations. If the organization needs the test in three months, a perfect test in six months is useless in meeting it's goals.
Performance appraisals are political documents .
The first thing to remember is that you have to work with the people you evaluate. Wanda is not advocating leniency in ratings, but stresses the fact that you need to go into the rating process with your eyes open about the potential consequences of your actions. Sometimes it is hard to sell integrity and personality . Many applied psychologists are hesitant to use integrity tests, because the test may be perceived as insulting to the test taker. Advanced Survival 1.