This article delves into the intricacies of post-conviction DNA testing within the United States criminal justice process, adhering to the formal scientific language and APA style guidelines. Beginning with a meticulous definition and historical context, the introduction outlines the purpose and evolution of this testing method. The subsequent sections meticulously explore the significance of post-conviction
Integrity testing refers to the task of assessing an individual’s integrity, usually within a preemployment assessment situation, for the purposes of determining whether that person might be considered suitable for employment in a specific job role. Until recently, integrity was viewed as synonymous with the term honesty, and thus integrity testing originally referred to the
DNA (deoxyribonucleic acid) testing is a scientific method used to distinguish among living entities through the variations between strands of DNA. It is hard to believe that the use of DNA testing first entered the forensic world just 25 years ago. From the criminal cases shown by the media to the new popular television series
Drug testing has become a relatively popular means of addressing student drug use. Before it was introduced in the school environment, such testing was used in the military, in the workplace, and in college and Olympic competitions to see if athletes were using prohibited substances. At the college level, drug testing is generally reserved for
Organizations use drug and alcohol testing to determine whether an employee (or prospective employee) is under the influence of alcohol or specific drugs. The drugs included in the test are illegal drugs such as cocaine, marijuana, PCP, and methamphetamines and commonly abused legal drugs such amphetamines, barbiturates, and opiates. Drug and alcohol tests are also
Paper-and-pencil tests designed to measure integrity, honesty, dependability, and related constructs have been in existence since at least the 1950s and have long been used in the retail sales, banking, and food service industries. Following the 1988 Employee Polygraph Protection Act, a federal law that restricted the use of the polygraph (i.e., the so-called lie
Job knowledge is critical to successful job performance. Job performance can be viewed as being determined by one’s declarative knowledge (knowledge of facts, rules, and procedures—a job’s requirements), procedural knowledge and skill (knowing how and being able to do what the job requires), and motivation. In the job performance literature, job knowledge is the declarative
Since the early 20th century, the United States has been the foremost developer and consumer of testing technology in the world. Tests have been used widely by the U.S. military, government and civilian employers, and educational institutions to improve selection, placement, and promotion decisions. However, the pervasiveness of testing in American life, starting as early
Computer-assisted testing is the use of computers to support assessment and testing processes. This entry focuses on the history, varieties, and future directions of computer-assisted testing. History Computer-assisted testing began in the early 1950s when optical scanners were adapted to read special answer sheets and score tests. This resulted in the widespread use of multiple-choice
Culture-free testing is far more hypothetical than real. It assumes, if not requires, there are no cultural influences in any measurement and assessment of an individual or group on some trait. This further suggests that measurement and assessment can be designed to only tap into true individual or group traits and not draw on any