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miss work for problems involving what other cultures would consider distant relatives (e.g., second cousins). In the dominant Wbite culture, it is often considered le gi tim ate to miss work only for problems involving ate family members su.. =) as a spouse or child. Pretest of the Interview We pretested the pool of 24 questions preliminary rating scales de signed to measure the eight target characteristics shown in Table 10. Ten male and female "applicants" m a variety of cultural backgrounds participated in mock interviews, Characteristics of the mock applicants are shown in "Table 130 Three PDRI staff members and the Chief of the WD ,--. �ted as the interviewers during the pretest exercise. One FDRI staff member conducted one mock interview, the other interviewers each conducted three mock interviews. Resource Persons (listed in Appendix F) from African American, American Indian, Asian, and Hispanic cultures, and from a woman's organization, observed the pretest exercise and reviewed the draft list of interview questions and response rating scales. One Resource Person could not attend the pretest exercise but reviewed the pool of interview questions and prelirni.nary rating scales at a later date* AU of the Resource persons had ey nerience promoting the interests of minorities and/or womenj and also had experience lntervic�� g and Ong - employment decisions} thus they were especially qualified to review and critique the interview. The mock interviews were designed to he quite sin arr to the conditions that real appli- cants would face during the interview. Mock applicants were instructed to act as if they were really applying for the entry -level Firefighter position. Interviewers followed the structured 54