Which validity type is measured when current employees' test scores are correlated with their performance ratings?

The correct answer is concurrent validity. This type of validity assesses how well a test correlates with a specific criterion measured at the same time. In this scenario, the performance ratings of current employees are being compared to their test scores, which allows for an immediate evaluation of the test's effectiveness in predicting performance. If there is a strong correlation between the two, it suggests that the test is a valid measure of the qualities or skills that contribute to successful job performance.

In contrast, content validity focuses on whether a test accurately represents the knowledge or skills it intends to measure, but doesn't involve correlations with job performance. Predictive validity, on the other hand, examines how well a test predicts future performance based on scores obtained beforehand, typically assessing candidates before they are hired. Construct validity is concerned with whether a test truly measures the theoretical construct it claims to measure, rather than performance metrics. Thus, the context of correlating existing employee scores and performance ratings clearly aligns with the definition of concurrent validity.