The intent of this article is to assess the psychometric effectiveness of the written multiple choice test used to hire Eligibility Technicians and to investigate the predictive relationship between the selection test and job performance criteria. Selection system data were gathered on all applicants for the position of Eligibility Technician between the years of 1986 and 1990. The written test was found to: (a) be a valid predictor of subsequent job performance in that the applicants who scored well on the written test received higher job performance ratings than those applicants who scored poorly on the test, (b) have an inverse relationship with tenure and was significantly correlated with turnover, and (c) be a fair and unbiased estimate of job performance; it did not discriminate unfairly against any of the protected classes identified by the County of San Diego.
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