I understand the arguments here, especially being a DPT (doing FCEs) and an instructor at University of WI-Stout in the Industrial Psychology department, having just finished (yesterday) teaching a summer course called "Human Resources Recruitment & Selection." Job analysis for the development of HR Selection instruments using the technical standards as outlined by the Federal UGESPs are overlooked by PTs. They are just not trained in this arena. I see 2 major contentions: 1) the use of comprehensive standardized FCEs in making employment related decisions is out of regulatory compliance and will likely result in adverse impact; 2) the use of standardized testing on heterogenous populations with great diversity (Disability Population) goes against performance assessment guidelines established by the American Psychological Association (APA) and others in the field of measurement. Standardized testing inferences should only be made when this testing is conducted on the population with which the test procedure was standardized on.

Regarding a correlation coefficient from FCE to the job: this would require a criterion-related validity strategy, whereas content validity is established through direct measurement and observation. Using a predictive or concurrent criterion-related validity strategy (Like I Teach at Stout for Selection Program Development) would be quite interesting, and possibly, very difficult.