# Candidate Accommodations > >- - **Type:** Skill - **Install:** `agentstack add skill-openmatter-network-agent-io-skills-candidate-accommodations` - **Verified:** Yes — security-reviewed for prompt injection and unsafe behavior - **Seller:** [OpenMatter-Network](https://agentstack.voostack.com/s/openmatter-network) - **Installs:** 0 - **Category:** [Agent Skills](https://agentstack.voostack.com/c/agent-skills) - **Latest version:** 0.1.0 - **License:** MIT - **Upstream author:** [OpenMatter-Network](https://github.com/OpenMatter-Network) - **Source:** https://github.com/OpenMatter-Network/agent-io-skills/tree/main/personnel-selection/skills/candidate-accommodations ## Install ```sh agentstack add skill-openmatter-network-agent-io-skills-candidate-accommodations ``` Requires the [AgentStack CLI](https://agentstack.voostack.com/docs/cli). Works with Claude Code, Cursor, and any MCP-compatible agent. ## About # Candidate accommodations Assessing candidates with disabilities may require deviations from standardized procedures to **remove construct-irrelevant barriers** so a candidate can show their true standing on the job-relevant construct. The goal is to minimize the impact of a disability that is **not** part of the construct being assessed (e.g., a motor impairment depressing a *cognitive* ability score). This applies throughout selection and intersects `fairness-and-bias-analysis` (equitable treatment and access to the construct). > The *Principles* address psychological method, not the law. Accommodation obligations are governed > by statute and case law (e.g., the ADA in the U.S.). Coordinate with qualified counsel. ## Accommodation vs. modification — the pivotal distinction - **Accommodation** — a change to environment, medium, or timing that **does not alter the construct measured** (e.g., high desks, Braille, text reader, adjusted time limit). Scores remain comparable to standard administration. - **Modification** — a change that **alters the construct** (adaptations to test content are rare in employment and often change what's measured). When a test is modified so it no longer measures the same construct, its scores **can no longer be directly compared** to standard scores — though they may still yield useful information about the candidate's skills (dyscalculia + calculator example). Professional judgment is required to choose accommodations with the **least negative impact on the validity** of the inferences. Empirical research on the effect of specific accommodations is usually lacking, so few cases support local study. ## Process 1. **Dialog with the candidate** about possible accommodations. The appropriate accommodation depends on the **facts of the individual's situation**. 2. **Decide accommodate / modify / waive / use other information.** Sometimes the construct **cannot** be assessed without modifying it; sometimes the disability **doesn't affect** performance on the procedure and **no** accommodation is needed. Consider components of a battery **separately**. Users may choose to alter the procedure, develop an altered form, waive it and use other job-related KSAO information — but weigh the **standardization, fairness, and job-relevance** tradeoffs of those latter choices. 3. **Preserve comparability where possible.** Retain standardized administration features to the extent feasible to maximize score comparability. Pre-specified, **commonly used accommodations that are irrelevant to score interpretation** (e.g., adjusting table height) may be delegated to administrators. 4. **Standardize the accommodation process.** Document rules for **eligibility**, how candidates **request** accommodation, and how requests are **evaluated**; monitor implementation. Inform test takers of the process and the **confidentiality** provisions regarding their disability status. 5. **Develop & validate altered forms** following the *Principles* to the extent possible. **Pilot test** when feasible (at minimum to confirm the altered procedure runs smoothly). Practical limits (small samples) restrict statistical equating, reliability, and validity estimation — pursue them **whenever possible**. 6. **Score handling & documentation.** Document the changes made and the psychometric characteristics of accommodated/modified procedures; when volume permits, summarize performance of candidates with disabilities on accommodated/modified and original forms. **Legal considerations may prohibit** telling decision-makers whether a score was earned under accommodation and its nature — but users may **flag** accommodated scores for special handling in data analysis. If a test is modified so the construct changes, **indicate the deviation** on score reports and discuss how it may affect results/interpretation, to the extent permitted by law. ## Keep selection procedures in their lane Procedures used with candidates with disabilities should **resemble as closely as possible** those used for other candidates. Selection procedures are for **making selection decisions**, **not** for assessing the existence or extent of a candidate's disability — adding a procedure designed to detect disability is **inappropriate as a selection tool and unlawful in many situations**. ## Linguistic and cultural background - Determine the **language requirements of the job** to decide which language(s) the procedure is offered in; creating/maintaining a diverse workforce is usually an organizational goal. - Ensure **content and reading level are appropriate and equivalent** across language forms (via translation/adaptation and relevant psychometric/statistical comparisons between groups). Inform test takers of linguistic options when appropriate. - **Cultural background** can also introduce construct-irrelevant barriers; review test content and format to minimize them while keeping the procedure consistent with the **requirements of the job**. (DIF analysis is particularly useful in cross-cultural/linguistically different settings — see `fairness-and-bias-analysis`.) ## Pitfalls - Conflating accommodation (same construct) with modification (different construct) and then comparing scores as if equivalent. - Using a selection procedure to gauge a disability. - Skipping the individualized candidate dialog / applying a rigid one-size rule. - Disclosing accommodation status to decision-makers where law forbids it. - Treating a translated form as equivalent without adaptation and psychometric comparison. ## Checklist - [ ] Construct-irrelevant barrier identified; accommodation chosen to least harm validity - [ ] Accommodation vs. modification classified; comparability implications stated - [ ] Individualized candidate dialog held; battery components considered separately - [ ] Eligibility/request/evaluation process standardized; confidentiality assured - [ ] Altered forms piloted; reliability/validity pursued where feasible - [ ] Score handling documented; legal limits on disclosure respected; deviations flagged on reports - [ ] Procedure not used to assess disability - [ ] Language forms equivalent (content, reading level) via translation/adaptation + comparison ## See also `fairness-and-bias-analysis` (equitable treatment, access, DIF) · `administration-documentation` (nonstandard administrations, request process) · `validation-planning` *Source: Principles (5th ed., 2018), "Operational Considerations → Assessing Candidates With Disabilities and Candidate Linguistic and Cultural Background."* ## Source & license This open-source skill is cataloged on AgentStack and links to its original source — we do not rehost the code. - **Author:** [OpenMatter-Network](https://github.com/OpenMatter-Network) - **Source:** [OpenMatter-Network/agent-io-skills](https://github.com/OpenMatter-Network/agent-io-skills) - **License:** MIT Install and usage instructions live in the source repository linked above. ## Pricing - **Free** — Free ## Security capabilities Automated source analysis of v0.1.0 — what this tool can access: - **Network access:** no - **Filesystem access:** no - **Shell / process execution:** no - **Environment & secrets:** no - **Dynamic code execution:** no *"Yes" means the capability is present in the source — more access means more to trust, not that it is unsafe.* ## Versions - **0.1.0** — security scan: passed — Imported from the upstream source. ## Links - Listing page: https://agentstack.voostack.com/l/skill-openmatter-network-agent-io-skills-candidate-accommodations - Seller: https://agentstack.voostack.com/s/openmatter-network - Browse the marketplace: https://agentstack.voostack.com/browse --- Listed on AgentStack — the marketplace for AI agent skills and MCP servers. Every listing is security-reviewed. Creators keep 70%.