Templeton B
Medical College of Pennsylvania, USA.
Eval Health Prof. 1996 Jun;19(2):131-47. doi: 10.1177/016327879601900201.
Since the passage of the Civil Rights Act of 1964, the courts have ruled that sponsors of job entry assessment procedures must demonstrate the absence of discrimination against minorities. If an assessment discriminates, the courts may prohibit the use of the assessment unless the assessment is linked to a job analysis and exhibits validity. In 1994, the Federation of State Medical Boards (FSMB) and the National Board of Medical Examiners (NBME) instituted a three-step USMLE examination program as a single pathway for medical licensure. The Step 1 examination is not linked to a physician job analysis, exhibits lower scores for minority groups, and lacks construct validity. To avoid the chaos and expense of a protracted legal challenge, the FSMB and the NBME may need to revise the Step 1 examination, or discontinue it as a requirement of medical licensure.
自1964年《民权法案》通过以来，法院裁定，入职评估程序的主办方必须证明不存在对少数群体的歧视。如果一项评估存在歧视，法院可能会禁止使用该评估，除非该评估与工作分析相关且具有有效性。1994年，美国各州医学委员会联合会（FSMB）和美国国家医学考试委员会（NBME）制定了一个三步美国医师执照考试（USMLE）项目，作为获得行医执照的单一途径。第一步考试与医师工作分析无关，少数群体的得分较低，且缺乏结构效度。为避免旷日持久的法律挑战带来的混乱和费用，FSMB和NBME可能需要修订第一步考试，或者不再将其作为行医执照的一项要求。
