Upon the Case:"Job Analysis and Hiring Decisions at Ovania Chemical,"

1. Using the information provided on Figure 3 Pool of Candidates of the case (the table and the text below the table), calculate whether or not the selection process has disparate impact based on raceandsex.show calculationsand clearly state whether or not there is disparate impact based on race and sex.

4:28 1 5GE learn-us-east-1-prod-fleet01-xythos.content.blackboardcdn.com Job Analysis and Hiring Decisions at Ovania Chemical Case 3 Company Background Ovania Chemical Corporation is a specialty chemicals producer of polyethylene terephthalate (PET) thermoplastic resins primarily used to make containers for soft drinks and bottled water, as well as packaging for food and pharmaceutical products. Though smaller than other chemical producers that produce globally, Ovania has CASES 733 competed successfully in its niche of the U.S. specialty chemical business. Its main plant is located in Steubenville, Ohio, positioned along the Ohio River midway between Pittsburgh, Pennsylvania, and Wheeling, West Virginia. In recent years, advances in technology have altered the nature of chemical production, and like other firms in the industry, Ovania Chemical is taking steps to modernize its facilities. Not surprisingly, these technological changes have been accompanied by redesign in employee jobs. In fact, over the last three years, there have been drastic changes in both the number and the kinds of jobs being performed by employees. The latest change at the Steubenville plant involves the job transformations of the system ana- lyzer position. The System Analyzer Because chemical production involves highly integrated process technologies, some- one is needed who can monitor all of the individual components simultaneously. The system analyzer is primarily responsible for this monitoring function. It is one of the most prestigious nonmanagerial jobs in the entire plant, and its importance is likely to grow. Formerly the position was classified as that of a semiskilled maintenance techni- cian, but as the plant has become more automated, the requirements for the system ana- lyzer job have become much more extensive. Knowledge of pneumatics, hydraulics, information technology, programming, and electrical wiring are all increasingly critical aspects of this job. As these up-skilling trends continue, the three men who currently hold the position admit that they will be incapable of performing adequately in the future. It is estimated that within two years, the tasks, duties, and responsibilities of the system analyzer will have changed by over 70 percent. For these reasons, the decision was made to recruit and select three new people for the rapidly transforming position. Job Analysis and New Position Analysis Ovania's Steubenville plant manager, Jack Sarabe; the HR manager, Emily Claire; and two senior engineers, Dave Packley and Mark Young, formed a selection committee. With the help of two consultants, they first conducted a job analysis for the new posi- tion of system analyzer. Although they had to project into the future regarding the specific nature of the job, they collectively felt they had created an accurate depiction of the requirements for someone who would occupy the position. Figure I shows a list of the major performance dimensions of the job and a subsample of specific tasks characteristic of each dimension. From this list of tasks, the selection committee then delineated a set of personal qualities required for anyone who would hold the system analyzer position. These qualities included the twelve abilities shown in Figure 2. The numbers beside each ability indicate the tasks (see Figure 1) to which it is related. The abilities marked with an asterisk (*) were considered by the committee to be "critical." Any applicant not scoring well on each of the critical dimensions would be considered unqualified for the job. Anticipated Selection Process The committee hoped to gain "new blood" for the redesigned system analyzer job and therefore wanted to recruit externally for the best available talent they could find. However, as a matter of policy, management was also deeply committed to the idea of promoting from within. After deliberation, the committee decided to recruit both 734 CASES Figure 1 Performance Dimensions (Duties and Tasks) MAINTAINING SPARES AND SUPPLIES4:29 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