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where Ui is the response variable for item i and Pr Ui 1 j is the probability of a correct response on the item by an examinee with ability level 2 1; 1 In addition, parameter bi 2 1; 1 can be interpreted as the dif culty item i, parameter ai 2 0; 1 as its discriminating power, and ci 2 0; 1 as a parameter that represents the probability of success for an examinee who guesses without any knowledge Even for this relatively simple dichotomous response model, not too long ago the scoring of examinees by estimating the value of the ability parameter from their responses was a timeintensive activity The same held for the use of its item parameters in assembling a test from a pool of items Nowadays, however, we are able to execute such procedures in real time As a consequence, we can produce interim estimates of an examinee s ability at any time during the test, use these estimates in re ned methods of item selection, diagnose the response behavior of an examinee while (s)he is on line, and immediately update item-parameter estimates after each item in continuous computer-based testing (van der Linden & Pashley, 2000) This is not only possible for the model in (21) but also for models for more involved response formats and models for response times The message in this chapter is that, though the new stimulus and response formats made possible by the computer have been breathtaking, the true revolution in CBT may very well be this marriage between the current computing power of PCs and recent developments in psychometric modeling In a fortunate twist of history, computing power became plentiful and cheap in the 1990s, just when fundamental models in psychometrics had matured and become statistically tractable for use on a routine basis Another fortunate coincidence is that the same type of modeling now helps us solve various practical problems that did not exist in the pre-computer era in testing, for example, the need to minimize the number of items that are stolen and to eliminate other forms of security breaches In this chapter, we will illustrate our claim by reviewing a few applications of psychometric modeling to problems in CBT We begin with an application for computer-based tests with an adaptive format For a description of computerized adaptive tests (CATs), see, for instance, Wainer (2000) The problem we address is how to build tests on line that are not only based on the principle of adaptation but also meet the numerous content and other statistical speci cations we may have in mind The next two applications deal with threats to test integrity and are for any type of individualized computer-based testing In one application, we show how to build individual tests without overexposing some of the items in the pool In the other, we use response times recorded during testing to diagnose examinee behavior on line for possible aberrances due to aws in the test design or cheating by the examinee The nal application deals with the problem of item shortage in adaptive testing One of the proposed solutions is item cloning, that is, generating a family of new items from an existing item or an item structure We will discuss a psychometric model for calibration and adaptive testing from a pool with such item families.



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An excellent alternative is to lengthen each payroll period, at least to twice a month The problem for companies currently providing weekly payrolls is how to ensure that employees do not run out of money during the first payroll period when the longer pay cycle is in use The best approach is to make payroll advances available to those needing them, but to gradually reduce the size of the advances over several payroll cycles until employees are accustomed to the new, longer pay periods Outsource payroll processing Outsourcing is available for virtually all accounting functions, but payroll is the area in which the arguments for doing so are the most compelling The payroll staff no longer has to concern itself with updating payroll tax tables, remitting taxes, or submitting direct deposit information to a bank Also, payroll providers can now accept payroll information either verbally over the phone, by dial-up modem, or through web access The only downsides to this approach are the processing fees charged and the inaccessibility of payroll data that may be needed for automatic integration into other accounting reports Post payroll forms on the company website Employees are always asking the payroll staff for a variety of forms W-4 forms, vacation permission forms, cafeteria deduction forms, and so forth These requests disrupt the staff If a company already has an intranet site, it is a simple matter to add a page on which links are provided to a number of these forms If the IRS issues a form (such as a W-4 form), then it can be downloaded from the IRS website at wwwirsgov in PDF format and posted in that format directly onto the intranet site If a form is more specialized, it may require more elaborate reconstruction in some other software package prior to being converted into a more universally readable PDF format Use bar-coded time clocks If there are a large number of hourly employees, the payroll staff s primary chore is probably the ongoing compilation of hours worked from timecards This process is tailor-made for errors, given the large number of calculations required, which in turn leads to time-consuming payroll errors An excellent alternative is to issue employee-specific bar-coded badges that they scan through a computerized time clock The clock automatically calculates their hours worked, while also providing a number of other controls Though these clocks are expensive, they completely eliminate timecard calculations and associated errors There are other best practices besides the group of core items just noted 4 provides more information about these and other best practices Once a payroll manager has completed the basic departmental improvement tactics noted in this section, it may seem as though no further enhancements can be made Though an aggressive payroll department may think it has brought itself up to a world class level of efficiency, it can be quite startling for the department to benchmark its results against those of other organizations and find that its performance is subpar Evaluations can be done by hiring a consulting firm to com-.





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Setting Up the Payroll Department / 261

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