Better to leave than fight perceptions

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Dear Joan:
After working with my present employer, a large financial institution, for more than two years, I decided to take advantage of the firm's policy of allowing a review of the results of pre-employment tests with a personnel department representative. I learned that although I ranked in the upper 95th percentile in psychological and social attributes, I rated in the lowest 5th percentile in intelligence and, therefore, could never, according to company policy, be considered for a promotion or higher position.

While in school, I was placed in the Superior Ability Program of the Milwaukee Public Schools when I was in the fourth grade (a minimum IQ of 125 was required); I was admitted to the National Honor Society and graduated with honors from high school; graduated summa cum laude from a large university; received an MBA degree; and now teach senior-level courses in college in the evening.

Obviously, the pre-employment tests are erroneous, but the personnel department insists that an error is impossible and changing the records could not be considered.

The test score explains why I have not been promoted and why I am always given the department's more secretarial, routine assignments.

My supervisor is an extremely uncommunicative person. How do I proceed from here?

Answer:
If you decide to stay in this company, after uncovering this information, your intelligence would indeed be in question!

Unfortunately, pushing your personnel department will only tie another can to your tail. The more noise you make, the worse it's likely to get. Since they insist an error is impossible, they aren't likely to be tolerant of your protests to the contrary. (Incidentally, why did they hire you in the first place if they thought you scored so low in intelligence?)

Even if you write a letter detailing the facts, the damage has probably been done. As you know, changing people's perceptions can be difficult. Because you don't know who has seen it, you wouldn't know where to begin.

Start looking for another job. Two years is a respectable amount of time to spend at one company. You can tell potential employers that you are looking for a job with more growth and responsibility.

Consider it lucky that you discovered the error when you did. You could have spent many frustrating years questioning your ability.

If you feel you must pursue this issue, it's not unreasonable to ask to speak to someone from the personnel department who is more knowledgeable about interpreting test results. (They may be willing to let you talk with someone from the testing firm.)

Ask for the name of the test. Find out if it's valid. Any test used to enhance or determine promotional opportunities needs to meet Equal Employment Opportunity employee-selection guidelines.

Obviously, a mistake was made, but erasing it may create a bigger smudge. You were smart to check your file. Now, be shrewd and leave.

Just a footnote about testing:

Psychological tests are typically used to reinforce a decision, the employer has already made. Valid tests are heavily researched and can be used to show a correlation between certain test scores and people who tend to be successful in a particular area. Of course, these predictions are never foolproof.

If the test is reliable and valid, it can increase the likelihood of a good job match. Common sense must prevail, however. There is no substitute for careful interviewing, reference checking and a record of past accomplishments.