ALA

Adverse Impact Validation Study

Real World IQ Cognitive Assessment
UEI: Z272LH7MCDT2
CAGE: 1A8H4
SAM.gov: Active
Template -- Data Fields Pending

This document contains placeholder fields marked DATA-NEEDED that must be completed with empirical data before submission to any federal agency, court, or regulatory body.

Open Items Before Publication

  1. Norming dataset total N (Section 4.2)
  2. Demographic breakdown of norming sample by subgroup (Section 4.2)
  3. Statistical method and test(s) used (Section 4.3)
  4. Confidence interval specification (Section 4.3)
  5. Pass rate for majority/reference group (Section 5.1)
  6. Pass rates for all Race/Ethnicity subgroups (Section 5.1)
  7. Pass rates by Sex (Section 5.1)
  8. Pass rate for Age 40+ vs. under 40 (Section 5.1)
  9. Pass rates by National Origin category (Section 5.1)
  10. Pass rate for Disability vs. non-disability (Section 5.1)
  11. Pass rates by Education Level (Section 5.1)
  12. Computed adverse impact ratios for each subgroup (Section 5.1)
  13. p-values for each comparison (Section 5.1)
  14. Criterion-related, content, and/or construct validity evidence (Section 6)
  15. Criterion measures used (Section 6.1)
  16. Validity coefficients (Section 6.1)
  17. Sample sizes per validation study (Section 6)
  18. Cut score rationale, if applicable (Section 4.4)
  19. IBM Quantum verification summary finding (Section 4.5)
Author
OrganizationAdvanced Learning Academy LLC
AuthorTimothy E. Parker, Founder & CEO
CredentialsGuinness World Records Puzzle Master
LocationCarmel, IN 46033
UEI / CAGEZ272LH7MCDT2 / 1A8H4
Contact[email protected] | 1-317-751-5444
Regulatory Framework

This study is conducted in accordance with the following federal authorities governing the use of employee selection procedures:

  • Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) — Prohibits employment discrimination on the basis of race, color, religion, sex, or national origin. Establishes that selection procedures producing adverse impact must be validated.
  • Uniform Guidelines on Employee Selection Procedures (29 CFR 1607, 1978) — Jointly adopted by EEOC, OPM, DOL, and DOJ. Defines adverse impact, establishes the 4/5ths rule, and requires criterion-related, content, or construct validation evidence for any selection procedure producing adverse impact.
  • Griggs v. Duke Power Co., 401 U.S. 424 (1971) — Employment practices must be demonstrably related to job performance; burden of proof on employer when practice produces disparate impact.
  • Albemarle Paper Co. v. Moody, 422 U.S. 405 (1975) — Validation studies must follow professional standards; criterion measures must be tied to actual job performance.
  • 4/5ths (80%) Rule (29 CFR 1607.4(D)) — A selection rate for any protected group less than four-fifths of the highest group rate is generally regarded as evidence of adverse impact.
  • ADEA (1967) — Protects individuals age 40+. Included as an additional demographic dimension.
  • ADA (1990) — Prohibits disability discrimination. Assessment accessibility and impact examined.
ALA

Adverse Impact Validation Study

Methodology
UEI: Z272LH7MCDT2
CAGE: 1A8H4
Methodology
4.1 Assessment Instrument

Real World IQ is a timed, adaptive cognitive assessment measuring six brain regions: logical reasoning, spatial processing, verbal comprehension, pattern recognition, numerical analysis, and processing speed. The assessment produces a composite cognitive score and six sub-domain scores. It is administered online via a standardized cloud-based platform with no proctor required.

The instrument was developed by Timothy E. Parker over a 30-year career encompassing 180 million total solvers across 80+ countries, 70+ published books, 225 episodes of Merv Griffin's Crosswords, and institutional partnerships with Disney, Microsoft, Warner Bros., Smithsonian, and IBM Quantum.

4.2 Norming Dataset
Total sample sizeDATA-NEEDED: total N
Collection periodDATA-NEEDED: date range
Race/EthnicityDATA-NEEDED: categories and N per category
SexDATA-NEEDED: categories and N per category
Age distributionDATA-NEEDED: distribution with 40+ breakpoint
National OriginDATA-NEEDED: categories and N per category
Disability StatusDATA-NEEDED: self-reported, N per category
Education LevelDATA-NEEDED: categories and N per category
4.3 Statistical Method
Primary analysisDATA-NEEDED: statistical test(s)
Effect size measureDATA-NEEDED: e.g., odds ratio, Cohen's d
Confidence intervalDATA-NEEDED: CI level and method
Multiple comparisonDATA-NEEDED: correction method if applicable
SoftwareDATA-NEEDED: software and version
4.4 Cut Score Determination

DATA-NEEDED: method used to establish pass/fail thresholds, or statement that assessment is used for ranking

4.5 IBM Quantum Bias Verification

In addition to conventional statistical analysis, the Real World IQ assessment underwent quantum computing verification using IBM's ibm_fez quantum processor. The 4,096-permutation perturbation methodology systematically varied all demographic label assignments across the norming dataset to test whether observed score distributions are invariant to demographic classification.

ProcessorIBM ibm_fez (127-qubit Eagle r3)
Permutations4,096
Job IDd6uvlc2f84ks73deoqp0
Dimensions testedRace, sex, age (40+), national origin, disability, education level, language
ResultDATA-NEEDED: summary finding
ALA

Adverse Impact Validation Study

Results — 4/5ths Rule Analysis
UEI: Z272LH7MCDT2
CAGE: 1A8H4
Results — Adverse Impact Analysis
Protected Class Pass Rate (Ref.) Pass Rate (Focal) Ratio 4/5ths Met? p-value
Race / Ethnicity
White (Reference) DATA-NEEDED -- -- -- --
Black/African American -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Hispanic/Latino -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Asian -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
American Indian/Alaska Native -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Native Hawaiian/Pac. Isl. -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Two or More Races -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Sex
Male (Reference) DATA-NEEDED -- -- -- --
Female -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Age
Under 40 (Reference) DATA-NEEDED -- -- -- --
40 and Over -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
National Origin
U.S.-Born (Reference) DATA-NEEDED -- -- -- --
Foreign-Born -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Disability
No Disability (Reference) DATA-NEEDED -- -- -- --
Self-Reported Disability -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
Education Level
Bachelor's+ (Reference) DATA-NEEDED -- -- -- --
Less than Bachelor's -- DATA-NEEDED DATA-NEEDED DATA-NEEDED DATA-NEEDED
5.2 Statistical Significance Summary

DATA-NEEDED: narrative summary of which comparisons reached statistical significance, including effect sizes

ALA

Adverse Impact Validation Study

Validation Evidence & Conclusion
UEI: Z272LH7MCDT2
CAGE: 1A8H4
Validation Evidence
6.1 Criterion-Related Validity

DATA-NEEDED: description of criterion measures, sample sizes, validity coefficients, and confidence intervals

6.2 Content Validity

DATA-NEEDED: job analysis methodology, subject matter expert panel composition, content domain mapping

6.3 Construct Validity

DATA-NEEDED: convergent and discriminant validity evidence, factor analysis results, relationship to established cognitive measures

6.4 Fairness and Differential Prediction

DATA-NEEDED: tests of differential prediction, slope and intercept differences across demographic groups

Conclusion

Based on the analyses described above, DATA-NEEDED: summary conclusion. The IBM Quantum 4,096-permutation perturbation verification provides an additional layer of bias analysis beyond conventional statistical methods, confirming DATA-NEEDED: quantum verification conclusion.

Advanced Learning Academy LLC is committed to ongoing monitoring of assessment outcomes across all demographic groups and will update this study as additional norming data becomes available.

Appendix — References
  1. Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e et seq.
  2. Uniform Guidelines on Employee Selection Procedures, 29 CFR Part 1607 (1978).
  3. EEOC, Civil Service Commission, DOL, & DOJ. (1978). Adoption of Questions and Answers to Clarify and Provide a Common Interpretation of the Uniform Guidelines on Employee Selection Procedures.
  4. Griggs v. Duke Power Co., 401 U.S. 424 (1971).
  5. Albemarle Paper Co. v. Moody, 422 U.S. 405 (1975).
  6. Connecticut v. Teal, 457 U.S. 440 (1982).
  7. Watson v. Fort Worth Bank & Trust, 487 U.S. 977 (1988).
  8. Americans with Disabilities Act of 1990, 42 U.S.C. 12101 et seq.
  9. Age Discrimination in Employment Act of 1967, 29 U.S.C. 621 et seq.
  10. SIOP. (2018). Principles for the Validation and Use of Personnel Selection Procedures (5th ed.).
  11. AERA, APA, & NCME. (2014). Standards for Educational and Psychological Testing.
  12. IBM Quantum. ibm_fez processor specifications. https://quantum.ibm.com/
Contact for Federal Inquiries
Timothy E. Parker, Founder & CEO
[email protected] | 1-317-751-5444 | advancedlearning.academy

All DATA-NEEDED fields must be completed with empirical data before this document is submitted to any federal agency, court, or regulatory body.