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One problem with multiple payroll systems is that employee payroll records cannot be shifted through a company when an employee is transferred to a new location Instead, the employee is listed as having been terminated in the payroll system of the location he is leaving and is then listed as a new hire in the payroll system of the new location By constantly reentering an employee as a new hire, it is impossible to track the dates and amounts of pay raises; the same problem arises for the human resources staff, who cannot track eligibility dates for medical insurance or vesting periods for pension plans In addition, every time employee data is reentered into a different payroll system, there is a risk of data inaccuracies that may result from such embarrassments as wrong pay rates or mailing checks to the wrong address Also, a company cannot easily group data for company-wide payroll reporting purposes For all these reasons, it is common practice to consolidate payroll systems into a single, centralized location that operates with a single payroll database Before embarking on such a consolidation, one must consider the costs of implementation One is that a consolidation of many payroll systems can require an expensive new software package that must run on a larger computer, which entails extra capital and software maintenance costs In addition, there is probably a significant cost associated with converting the data from the disparate databases into the new consolidated one In addition, there may be extra time needed to test the tax rate for all company locations in order to avoid penalties for improper tax withholdings and submissions Finally, the timing of the implementation is of some importance Many companies prefer to make the conversion on the first day of the new year, so there is no need to enter detailed pay information into the system for the prior year in order to issue year-end payroll tax reports to the government The cost of consolidating payroll systems is considerable and must be carefully analyzed before the decision to convert is reached.

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NCARB joined with the Educational Testing Service (ETS) to develop and implement a computerized version of their site-design test (Bejar & Braun, 1999) The traditional architectural licensing test was composed of open-ended questions, which required human graders for scoring NCARB not only changed the administrative test media but also adopted a new methodology for scoring The computerized algorithm grades designs based on features, such as object site relations and object object relations (Bejar, 1991) In order to validate this new scoring methodology, two human graders and the computer scored 119 solutions to a spatial arrangement problem Using Cohen s kappa agreement index, Bejar (1991) assessed the similarity between the computer and the two graders ratings He found that the agreement index for two jurors (077) was only slightly higher than for the computer and grader 1 (075) and for the computer and grader 2 (070) These ndings show that utilizing the computational capabilities of the computer can reduce the amount of time required to score the test with little effect on the validity of scores There has been substantial research on automated scoring of another type of constructed response, namely the essay Clearly, the most direct approach to assessing an individual s writing ability is to have that person provide a sample of his/her writing However, the time consuming and expensive scoring methods of the past, which required at least two trained graders to read and score each essay, have greatly restricted the use of essays in standardized testing As a result, test developers have used item formats such as sentence correction, which has led to criticisms that their tests do not adequately assess critical aspects of writing ability Test developers have realized the limitations of alternative formats and much work has been done to computerize grading of essays Zenisky and Sireci (2002) list several methods, including project essay grade, e-rater, latent semantic analysis, text categorization, constructed free response scoring tool, expert systems, and mental modeling One concern with using automated scoring systems is that examinees may try to trick the program into assigning scores that are too high This leads to the topic of the next section: the potential risks of using computerized formats for testing.

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A common task for the payroll staff is to either manually or automatically track the vacation time employees earn and use Depending on the level of automation, this task can require some portion of staff time every week on an ongoing basis Some companies then take the additional step of accruing and tracking the usage of personal leave days, which are essentially the same thing as vacation time, but tracked under a different name By having both vacation and personal leave days, the payroll staff is reduced to tracking data in both categories, which doubles the work required to simply track vacation time A reasonable, and easily implemented, best practice is to convert personal leave days into vacation days and eliminate the extra category of time off By doing so, the payroll staff can cut in half the time it devotes to analyzing employee vacation time The only resistance to this change usually comes from the human

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