4:29 a! 56E - H learnuseast1p1'odfleet0'lxythos.content.blackboardcdn.c0m Figure l _: Inform-amt. Dimensions {Duties and leeks} MAINTAINING SHARES AND SUPPLIES 1. Anticipates fulure need for parts and supplies and orders them. 2. Stocks parts and supplies In an orderly teshlon. 3. Maintains and callbrates test equipment TROUBLESHOOTING 4. Applies calibration standards to verify operation by subjecting the system to known standards. 5. Decides whether the problem Is in the sensor. in the processor. in the process stream. and/or In the sample system. 6. Uses troubleshooting guides in system manuals to determine the problem area. 7. Uses test equipment to diagnose the problem. 8. Makes a general visual inspection of the analyzer system as s rst troubleshooting step. 9. Replaces components such as printed circuit boards and sensors to see it the problem can be alleviated. HANDLING REVISIONS AND NEW INSTALLATIONS 1o. Makes minor piping changes such as size. routing. and additional lers. 11. Makes minor electrical changes such as installing switches and wires and making terminal changes. 12. Uses cor-runon pipei'itting tools. 13. Uses common electrical tools. 14. Reads installation drawings. RECORD KEEPING 15. Maintains system files showing historical record of work on each system. 16. Maintains loop les that show the application of the system. 17. Updates piping and instrument drawings it any changes are made. 18. Maintains Environmental Protection Agency records and logbocks. 19. Disassemwa analyzers to perform repairs on-siie or back in the shop. 20. Replaces damped parts such as tillers. electronic components. light source. lenses. sensors. and values. 21. Uses diagnostic equipment such as oscilloscopee. ohmmeiers. and decode boxes. 22. Tests and caiibrates repaired equipment to ensure that it works properly. 23. Heads and follows written procedures from manuals. ROUTING MAINTENANCE 24. Observes indicators on systems to ensure that there is proper operation. 25. Adele reagents to systems. 28. Decides whether the lab results or the system is correct regarding results (l.e.. resolves discrepancies between lab and analyzer results}. 2?. Perfume calibrations. 73! cases I. biliiics ili'lLi 'l'asks Nwrbemmmmmredrwhmtmmmummamowemm. SKILLS TASK masses 'Finoerdemmy 3.4. r. e. 10. 11. 12. 13. 19. 20. 21. 22. 25. 27 'Mechenieeioompreheneion 3.5.6.8.9.10.12.13.7.14.19.20.22.23.24.27.11.17 \"Numeric-rm 11.3.4.3.10.21.12.1a14.27 'Spe'iialebility 2.4.5.9.1o.11.14.1a.20 'Visuaimuit 3. 4. 5. a. 7.5.9. 10.11. 14. 18. 17.19.20.21.22.27 'Dotectien W 4:29 1 5GE learn-us-east-1-prod-fleet01-xythos.content.blackboardcdn.com 5 of 9 73 CASES Figure 2 Abilities and Tasks Numbers represent tasks cited in Figure 1. Asterisks indicate abilities considered critical by the committee. SKILLS TASK NUMBERS "Finger dexterity 3, 4, 7, 9, 10, 11, 12, 13, 19, 20, 21, 22, 25, 27 "Mechanical comprehension 3, 5, 6, 8, 9, 10, 12, 13, 7, 14, 19, 20, 22, 23, 24, 27, 11, 17 "Numerical ability 11, 3, 4, 24, 10, 21, 12, 13, 14, 27 "Spatial ability 2, 4, 5, 9, 10, 11, 14, 19, 20 "Visual pursuit 3, 4, 5, 6, 7, 8, 9, 10, 11, 14, 16, 17, 19, 20, 21, 22, 27 *Detection 2, 3, 5, 6, 8, 9, 10, 14, 19, 20, 23, 7 Oral comprehension 1, 2, 5, 6, 26, 7, 8, 9, 19, 21, 25 Written comprehension 1, 15, 16, 17, 18 Deductive reasoning 1, 5, 3, 6, 7, 8, 9, 10, 11, 19, 21, 20, 22, 2, 26, 27 Inductive reasoning 1, 3, 5, 6, 7, 8, 9, 10, 11, 19, 21, 20, 22, 2, 26, 27 Reading comprehension 3, 6, 14, 7, 22, 23, 21, 9, 27 Reading scales and tables 3, 4, 7, 8, 9, 21, 23, 24, 27, 2, 6, 14 internally and externally for the new position. It was also decided to especially encour- age current system analyzers to "reapply" for the job. Because there was a two-year lead time before the newly transformed position would be put in place, the committee was very careful not to include in the selection battery any skills or knowledge that could reasonably be trained within that two-year period. Only aptitude or ability factors were incorporated into the selection process, rather than achievement tests. In a private session, a few of the selection committee members admitted candidly that they had serious doubts whether any woman or minority member currently in the relevant labor market would have requisite credentials to be competitive for the position. The three present system analyzers were white males. However, since Ovania Chemical had a rather unenviable history of employment discrimination charges, the decision was made to do no unnecessary prescreening of applicant qualifications, pre- vious experience, and so on. This strategy was thought to encourage minorities and women to apply for the new position irrespective of their prior employment history. It should be noted, however, that there was some concern about prejudice if a woman or minority member were to get the job. Word through the grapevine was that many did not consider a woman or minority suitable for such a prestigious position. Moreover, several comments had been heard that a woman would not get down into the treatment tanks to check gauge readings. All of these factors, taken together, made for a very sensitive selection process. Ovania's management, however, was dedicated to making the procedures and decisions fair and objective. 36 CASES Figure 3 Primary Pool of Candidates EXTERNAL NAME RACE SEX INTERNAL TEST SCORES Deductive reasoning Oral comprehension Inductive reasoning Numerical ability Finger dexterity comprehension comprehension Reading scales comprehension Visual pursuit Spatial ability Mechanical and tables Detection Reading Written Baldwin, T. W M 83 76 78 76 69 71 90 70 74 72 88 92 = 941 Bittner, D. W M 93 89 97 87 = 1062any Pool of Candidates: igure 3 EXTERNAL TEST SCORES NAME RACE SEX INTERNAL Deductive reasoning Inductive reasoning Oral comprehension Reading scales comprehension comprehension |Numerical ability comprehension Visual pursuit and tables Finger dexterity Spatial ability Reading Detection Mechanical Written 90 72 88 92 - 941 Baldwin, T. W M 83 76 76 69 71 70 74 W M 89 96 85 90 94 97 87 - 1062 8 89 Bittner, D. 883 m m 80 69 76 78 82 = Bohlander, G. W M 74 70 76 62 96 85 80 - 1032 Buffett, J. M E 61 94 93 75 90 85 N 8 92 79 69 76 81 83 949 Denny, A. F 8 8 F E 93 76 98 76 88 93 92 93 78 81 9 884 Egan, M. W F 82 79 75 77 73 72 80 81 77 70 80 856 Granger, D. W 76 75 74 78 67 - 810 Haney, H. W M E 76 76 71 69 80 62 E 72 67 80 74 62 47 66 67 60 80 815 Kight, G. W F 998 W M E 85 85 83 88 81 80 80 83 80 Kovach, S. 1054 B 87 97 63 89 93 90 91 85 86 96 88 89 Laukitis, T. 80 82 86 88 85 84 90 89 1031 Lesko, B.J. F 84 89 91 8 8 M 66 67 62 74 80 67 72 75 66 835 Rom, D. B F 89 77 9 90 91 88 78 98 80 80 76 1021 Sara, E. W N 98 927 Sauder, C. W F E 76 78 81 80 72 73 77 75 79 82 82 I 82 78 93 92 94 89 77 95 77 81 92 = 1041 Sherman, A. W 80 85 84 81 81 80 89 88 84 86 81 82 - 1001 Snell, J. W M E 878 E Timothy, S. W 82 78 76 71 69 80 62 76 76 70 71 67 815 Whitney, J. W M 67 71 70 76 76 62 81 69 71 76 78 82 BO 60 57 56 57 62 74 80 69 72 75 65 887 Wright, P. W M Fifty-six employees applied for the new position of system analyzer. Twenty-one were female; fifteen were black. Only two of the three current system analyzers reap- plied for the new position. For now, the company decided that an overall total score of 800 on the twelve tests would be the cutoff score in order for an applicant to be seri- ously considered for the system analyzer position. This criterion resulted in the pri- mary pool of twenty candidates shown in Figure 3. It should be noted that although each of the aptitude tests has been published, standardized (100 points possible for each test). and validated on other iohs. there are no normative data or validity infor