A vendor pitches a "predictive turnover AI" and wants the county to use it to target layoff and retention dollars. What must the CHRO obtain before treating the tool as decision evidence?
Select an answer to reveal the explanation.
Short Explanation
A shiny AI score is not evidence until someone shows the homework. If the model is a black box with a bias problem, it will spend retention money on the wrong people—or worse, target the wrong people for layoff. Ask for validation and bias analysis before a single dollar or name moves.
Full Explanation
Decision tools are not evidence until methods are credible and relevant to the workforce and the decision. Predictive turnover models can encode bias, overfit vendor samples, or lack local validity, which is especially dangerous when outputs would steer layoff or retention spend. The CHRO should require validation evidence and bias analysis before adoption. SPHR information standards treat vendor claims as hypotheses, not as a substitute for method.