Los Angeles County's civil service rule specifies a 70% cutoff score regardless of the situation (type of job, type of assessment, or outcome of interest). This civil service rule would be difficult to defend if it were challenged in court, and the rule places the county at increased risk in the event of employment litigation, particularly with public safety jobs (police, fire, sheriff, etc.). Additionally, it is unlikely that this cutoff would optimally balance the county's interests in fair employment practices and expected job performance (SIOP, 2003). Given the propensity for public safety candidates and employees to file lawsuits related to hiring and promotions, and given the fact that public safety agencies in this county have been subjected to a number of employment-related lawsuits in the past, the current rule is problematic. Prior to this rule's development, as well as after its implementation in 1988, there has been substantial litigation related to cutoff scores, and courts have identified what they consider to be more and less appropriate methods for setting cutoff scores.

Many of the larger employers in this country and abroad have benefited from industrial-organizational (I/O) psychologists’ evidence-based practice. However, charitable and not-for-profit organizations have not always been aware of our services or able to afford them when cognizant of them. Volunteering professional services to charitable organizations provides an opportunity to extend these benefits. In addition, volunteers reap the intrinsic rewards of service, acquire opportunities to hone their skills, and learn from others, and pro bono work has the potential of informing our understanding of the science and practice of I/O psychology. This paper provides five case studies from five I/O psychologists who share their volunteer experiences in their own words. Each case study describes what the I/O psychologist did for the organization, how he or she became involved, and what he or she got out of the experience and learned. The paper offers ways SIOP and the SIOP Foundation might facilitate volunteer activities and concludes by inviting readers to share their own volunteer experiences and suggestions for encouraging volunteer work.

The focal article on subtle discrimination provided by Jones, Arena, Nittrouer, Alonso, and Lindsey (2017) examines questions about the difference between overt and subtle discrimination and the conditions under which discrimination might vary by subtlety, formality, and intentionality. The authors suggest that a dynamic perspective of subtle discrimination would provide a more comprehensive understanding of its correlates. This article addresses two concerns regarding the authors’ proposition to move toward a dynamic model of subtle discrimination. The first concerns definitional issues and overlapping continuums that need to be more clearly distinguished in the model. The second addresses the lack of a theoretically derived process model.

Modern technology and technological advances offer a variety of benefits and challenges for assessment, data collection, communication, and other research- and practice-related endeavors. The focal article written by Morelli, Potosky, Arthur, and Tippins (2017) offers a segue into discussions about some of these issues. Although the authors offer some unique insights, we believe their view is incomplete, as it is potentially limited by their focus on testing and assessment. Below, we outline a few key points we hope will advance the conversation. Our commentary is largely grounded in the field of human–computer interaction (HCI), which is an interdisciplinary field that integrates expertise from computer science, psychology (and other behavioral sciences), and many other fields. Whereas psychology tends to place the human user at the forefront of discussions concerning technology, HCI expands beyond just the user's psychology, focusing on the design of interfaces that allow users to interact with computing technology in new ways (Card, Moran, & Newell, 1983).