<P> Criterion validity evidence involves the correlation between the test and a criterion variable (or variables) taken as representative of the construct . In other words, it compares the test with other measures or outcomes (the criteria) already held to be valid . For example, employee selection tests are often validated against measures of job performance (the criterion), and IQ tests are often validated against measures of academic performance (the criterion). </P> <P> If the test data and criterion data are collected at the same time, this is referred to as concurrent validity evidence . If the test data are collected first in order to predict criterion data collected at a later point in time, then this is referred to as predictive validity evidence . </P> <P> Concurrent validity refers to the degree to which the operationalization correlates with other measures of the same construct that are measured at the same time . When the measure is compared to another measure of the same type, they will be related (or correlated). Returning to the selection test example, this would mean that the tests are administered to current employees and then correlated with their scores on performance reviews . </P> <P> Predictive validity refers to the degree to which the operationalization can predict (or correlate with) other measures of the same construct that are measured at some time in the future . Again, with the selection test example, this would mean that the tests are administered to applicants, all applicants are hired, their performance is reviewed at a later time, and then their scores on the two measures are correlated . </P>

Refers to the degree to which two measures of the same construct correlate to each other