All selection procedures, including written, performance or oral tests, education and experience ratings, structured interviews, reference vouchers and application forms, shall be designed to prevent discrimination against minority groups and women. An essential step in achieving this is to see that selection devices of whatever kind are objectively tailored to measure relevant job qualification requirements and are adequately reliable and valid. Such selection devices shall be:
(a) Developed professionally;
(b) Based upon careful job analysis to determine the knowledge, skills, abilities and other qualifications or requirements actually needed for the job;
(c) Focused on abilities required upon entry to the job or potential for career advancement;
(d) Rounded or balanced, using a variety of appropriate methods;
(e) Weighed according to their relative importance on the total job;
(f) Reviewed for validity in the light of existing material from psychometric research on methods of appraising skills, knowledge and abilities involved in similar jobs or performance of similar tasks;
(g) Validated by technically appropriate methods;
(h) Reviewed and updated under a systematic plan, with new procedures as needed, to assure current relevance of the instruments;
(i) Prepared with informational material and sample questions to acquaint candidates with the selection process and to provide practice in taking examinations;
(j) Administered under standardized or uniform conditions with uncomplicated instructions; and
(k) Administered with the inclusion of minority groups and women serving on oral examining and appeals boards.
(1970 Code Sec. 21.1-46.4)