At Prevue, we’re committed to ensuring fair and equitable assessment practices. This
guide outlines our evidence-based recommendations for implementing extra time
accommodations on our Cognitive Ability Assessment, which covers Words, Numbers, and
Shapes. These best practices are designed to maintain assessment integrity while
providing equitable opportunities for all candidates.
Why Extra Time Accommodations Matter
Research in the field of I/O psychology shows that properly applied time accommodations
do not present unfair advantages. Rather, they help remove barriers for candidates with
disabilities, allowing for a more accurate measurement of cognitive abilities across all
applicants.
Best Practices for Extra Time Accommodations:
1. Documentation Requirements
We recommend asking candidates who request extra time to provide
documentation from a licensed medical or psychological professional. This confirms
the need for extra time on timed assessments, tests, or tasks.
2. Proactive Communication
We strongly advise informing all candidates about the availability of
accommodations early in the application process. This information should be
included in job postings, initial outreach emails, and any pre-assessment
communication to allow sufficient time for accommodation requests.
3. Standardized Implementation
To ensure fairness, apply accommodations consistently for candidates with similar
documented needs. Each request should be evaluated individually using a
standardized process.
4. Confidentiality Protocols
Maintain strict confidentiality regarding all accommodation-related information,
including the nature of disabilities and medical documentation. Disclosure of a
candidate's use of extra time should be limited to essential personnel only.
5. Score Interpretation
Our research indicates that scores obtained with extra time accommodations are
equally valid as those obtained under standard time conditions. Time
accommodations level the playing field by removing barriers for candidates with
disabilities, and they do not provide an unfair advantage.
6. Comparing Candidates
When comparing candidates who received extra time with those who did not, focus
solely on the assessment scores. Time-to-completion should not be factored into
the decision-making processes, as research supports that time accommodations
allow candidates to show their true abilities without inflating scores.
7. Educating Stakeholders
It is important to educate hiring managers and other stakeholders about
accommodation policies. Emphasize that all candidates, regardless of
accommodations, are held to the same standards. Extra time ensures an equitable
opportunity to demonstrate true abilities.
Implementing these evidence-based practices will help ensure that your use of Prevue's
Cognitive Ability Assessment remains fair, valid, and compliant with best practices in I/O
psychology and equal opportunity guidelines. Our team is available to provide further
guidance on implementing these recommendations if needed.