Title: Analysis of Promotion Potential and Performance Ratings at Yellow Blaze

Using the data above in the images and word document, answer the following:
1. Average PS scores for the whole sample,
males, females, non­ minorities, and minorities.
2. The correlation between PS scores and
performance ratings, and its statistical significance (r = .37 or higher is
needed for significance at p < .05). 3. Adverse impact (selection rate) statistics for males and females, and non-minorities and minorities. Use a PS score of 7 or higher as a hypothetical passing score (the score that might be used to determine who will or will not be promoted). 4. Average performance rating scores for the whole sample, males, females, non­ minorities, and minorities. For each group, evaluate whether the performance rating scores are different for subgroups of employees. Also evaluate whether the magnitude of these differences is sizable enough to warrant concern for Yellow Blaze. Using the data, results, and description of the study, answer the following questions: 1. Is the PS score a valid predictor of performance as a store manager? Do you see any potential reasons why either the customer ser vice orientation measure or knowledge of store operations measure might be problematic? In answering, consider issues related to reliability and validity. 2. With a cut score of 7 on the PS, would its use lead to adverse impact against women? Against minorities? If there is adverse impact, does the validity evidence justify use of the PS anyway? 3. What limitations do you see in the current study design? Do you think that the conclusions you would reach based on this sample of individuals who were promoted to store man ag er would generalize to the population of all salespeople who are being evaluated for promotion potential? Do you think that the method of rating performance is sufficient as a criterion, and if so, why? If not, what additional steps would you take to ensure that performance is measured adequately? 4. Would you recommend that Yellow Blaze use the PS score in making future promotion decisions? Why or why not? If you said yes, can you think of anything the company could do to make these measures even better than they are already? If you said no, can you think of any ways that this system might be improved? 5. One employee has raised questions regarding whether the performance ratings themselves are biased. This employee has not made a formal legal complaint against Yellow Blaze yet, but the organization wants to evaluate whether there is reason for concern. Based on the calculations you made regarding the differences for performance evaluation ratings for women relative to men, and for minorities relative to non­ minorities, do you believe that there is reason for the organization to be concerned regarding this issue? In other words, do the data suggest that there is, in fact, a substantial difference in performance evaluation ratings for different groups of employees? How should the organization respond to this individual employee’s concerns?