If evaluation documents measure employee behaviors as they are meant to be measured in specific categories, these documents would be called ______.

If evaluation documents measure employee behaviors as they are meant to be measured in specific categories, these documents would be called ______.

• A. Reliable
• B. Objective
• C. Valid
• D. Consistent

Answer: (C)

Validity is the extent to which an evaluation actually measures what it’s meant to measure, specifically the intended behaviors in the defined categories. If the documents assess employee behaviors as designed and the scores truly reflect those behaviors within the given categories, the measurement is valid. Reliability or consistency focuses on producing the same results across time or raters, but a tool can be reliable and still not measure the intended constructs. Objectivity concerns bias in scoring, not whether the instrument captures the intended behaviors. So when the measurement targets the exact behaviors and categories it’s supposed to assess, it’s valid.

Validity is the extent to which an evaluation actually measures what it’s meant to measure, specifically the intended behaviors in the defined categories. If the documents assess employee behaviors as designed and the scores truly reflect those behaviors within the given categories, the measurement is valid. Reliability or consistency focuses on producing the same results across time or raters, but a tool can be reliable and still not measure the intended constructs. Objectivity concerns bias in scoring, not whether the instrument captures the intended behaviors. So when the measurement targets the exact behaviors and categories it’s supposed to assess, it’s valid.