EMPLOYMENT PSYCHOLOGY 
critical sections may be set off in the same way that critical 
scores in a test are determined. 
The items in a test may be evaluated individually as if 
they were items in a questionnaire and the score for the test 
obtained in the way indicated. These total scores may then 
be examined in order to establish critical scores and sections. 
When the test is reprinted for use in the employment process, 
the items which have no validity may be omitted. To mini- 
mize effects of coaching, alternative test forms of equal valid- 
ity may be constructed from the significant items, 
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