Psychological Tests and Assessment

• Psychological tests and assessments date back to 1905, pioneered by Alfred Binet, and became common in WWI and WWII

Distinguishing Testing from Assessment

• Psychological testing involves measuring specific variables through devices to obtain a behavior sample, usually numerical
• Testing can be individual or group-based, with the tester often interchangeable, requiring technical skills for administration, scoring & interpretation
• Psychological assessment is gathering data to make a psychological evaluation
• Assessment is individualized and considers how individuals process information, conducted by a professional with educated selection and data integration skills
• Assessment may involve retrospective examination or remote methods such as EMA, with its interactive evaluation, intervention, and further evaluation

Assessment Process & Types

• Psychological assessment starts with a referral, leading one or more referral questions
• Collaborative assessment involves the assessor and assessee working as partners
• Therapeutic assessment emphasizes therapeutic self-discovery
• Dynamic assessment uses an interactive model of evaluation, intervention, and further evaluation

Tools of Psychological Assessment

• Psychological tests are devices or procedures measuring psychology-related variables like intelligence and personality, analyzing a sample of behavior
• Tests vary in content, format, administration, scoring, and technical quality
• Content (subject matter) varies, and some may measure similar constructs
• Format includes structure, arrangement, and time limits
• Administration varies from one-on-one to group settings, with varying administrator involvement
• Scoring varies from self-scored to computer-scored, needing trained examiners
• Psychometrics defines psychological measurement
• Scoring yields a code or evaluation, often numerical, reflecting test performance and scores can be described many ways
• Cut scores divide data into classifications

Test Types

• Ability tests measure skills in speed or accuracy
• Achievement measures previous learning
• Aptitude measures potential skills and intelligence tests measures potential to adapt
• Personality tests measure typical behavior
• Structured (objective) tests provide self-report statements to which one responds True/False" or "Yes/No" and projective tests are ambiguous with unclear requirements

More Testing Types and Considerations

• Tests differ in scoring and interpretation
• Scores can be described/categorized in various ways
• Requires skilled examiners, though can be self-scored, by computer etc
• One speaks of psychometric soundness referring to how consistently/accurately tests measure
• Scores are used for many purposes

Alternative Assessment Tools

• The interview is direct communication noting verbal/nonverbal behavior, therapeutic dialogue utilizing person-centered listening skills
• Case history data provides valuable background, may involve case studies, and must be protected from "groupthink
• Behavioral observation monitors actions with quantitative/qualitative recording, naturalistically, or through role-play
• Portfolios offer samples of ability

Videos & Specialized Tools

• Videos are used as training and evaluation tools for skills assessment
• CAPA provides computer assistance to test users for data/pattern derivations
• Extended Scoring Report includes statistical analyses and Interpretive Reports include interpretive statements
• Consultative Reports are for experts and Integrative Reports combine test data with other sources
• CAT tailors tests to testtaker's ability

Applications

• There are many applications for psychological testing
• Test development agencies create new psychological tests yearly
• People of all ranges have to do testing
• Often, testing is required by government and credentialing boards

Working with Disabilities

• There is accommodation to assessment of people with disabilities where tests and procedures are adapted or substituted
• There are alternate assessments to assess all
• Assessees need to then be evaluated with regard to thoughts, behaviors etc
• Can be used in business and military settings for all sorts of promotions and recruitment