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Yes, it is acceptable to develop validated assessment alternatives to ACWA as long as the alternative complies with the following requirements:
5 CFR 300.103 states that selection procedures must have a rational relationship to job performance, including showing that the selection procedures were "professionally developed."
The phrase "professionally developed" comes from Title VII (Sect. 703h) (http://www.eeoc.gov/laws/statutes/titlevii.cfm). The Uniform Guidelines on Employee Selection Procedures (http://uniformguidelines.com/) interprets "professionally developed" to mean a selection procedure that is validated according to the technical standards in the Uniform Guidelines. The Uniform Guidelines also states that a validity study can be "performed by any person competent to apply the principles of validity research."
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