Chapter 1 Introduction TO Psychological

Assessment

INTRODUCTION TO TESTING AND ASSESSMENT

Psychological assessment is the gathering and integration of psychology-

related data for the purpose of making a psychological evaluation that is
accomplished through the use of tools such as tests, interviews, case studies,
behavioral observation, and specially designed apparatuses and measurement
procedures. - educational - Collection of
data
- More on answering questions
- Referral question e: academic performance, mental health condition
- May conclusion and recommendation
- All about answering questions

Psychological testing as the process of measuring psychology-related variables by

means of devices or procedures designed to obtain a sample of behavior.
psychological factor (some are abstract) ex: personality, intelligence, trauma, emotions
- Produce data
- Gaano karami or katindi ang isang variable sa
tao designed to obtain a sample of behaviors
a. Psychological tests like IQ tests, Achievement tests, personality
tests etc. (Define these using the reference book)

*Goes hand in hand

*You need assessment to do testing * Psychological assessment without testing
is weak

Testing= Measure
Assessment= Answering a referral question RA 10029 Philippine Psychology
Act of 2009
 Testing Assessment
Objective

Typically, to obtain some gauge, Typically, to answer a referral question, solve

usually numerical a problem, or arrive at a decision through the
in nature, with regard to an ability or use of tools of evaluation
attribute.

Process

Testing may be individual or group in Assessment is typically individualized.

nature.
In contrast to testing, assessment more
After test administration, the tester will typically focuses on how an individual
typically add up “the number of correct processes rather than simply the results of
answers or the number of certain types that processing.
of
responses . . . with little if any regard
for the how or mechanics of such
content” (Maloney
& Ward, 1976, p. 39).
Role of Evaluator

The tester is not key to the process; The assessor is key to the process of
practically speaking, one tester may be selecting tests and/or other tools of
substituted for another tester without evaluation as well as in drawing conclusions
appreciably affecting the evaluation. from the entire evaluation.

Skill of Evaluator

Testing typically requires technician- Assessment typically requires an educated

like skills in terms of administering and selection of tools of evaluation, skill in
scoring a test as well as in interpreting evaluation, and thoughtful organization and
a test result. integration of data.
Outcome

Typically, testing yields a test score or Typically, assessment entails a logical

series of test scores. problem- solving approach that brings to
bear many sources of data designed to shed
light on a referral question.
NUMBERS AND RESULTS
LIKE THESIS AND RESEARCH
Typically done by

Psychometrician Psychologists
 The Tools of Psychological Assessment

a. The Test -just like how medical science have medical tests, psychology have
psychological tests

i. Format varies: Pencil and paper, digital, ii. Administration procedures: One-on-
one, group
iii. Scoring and Interpretation varies
iv. Scoring is the process of assigning suchevaluative codes or statements to
performance on tests, tasks, interviews or other behavioral samples

b. The Interview -body language and face-to-face benefits.

c. The Portfolio -work products. Usually on institutions, patients have

handicrafts and other physical products available which can be used as data for
assessment
- CAN BE USED IN EMPLOYMENT
PURPOSES

d. Case History Data -records, transcripts, and other accounts in written,

pictorial and other form that preserve archival information, official and informal
accounts and other data and items relevant to an assessee.

 CAN GET THROUGH INTERVIEW

 RELEVANT INFORMATION

e. Behavioral Observation monitoring the actions of others or oneself by

visual or electronic means while recording quantitative and/or qualitative
information regarding those actions. Behavioral observation is often used
as a diagnostic aid in various settings such as inpatient facilities, behavioral
research laboratories, and classrooms.

THROUGHOUT THE INTERVIEW

f. Role-play test -acting an improvised or partially improvised part in a

simulated situation. A role-play test is a tool of assessment wherein assessees
are
directed to act as if they were in a particular situation.

EMPLOYMENT PURPOSES LIKE IN FAST FOOD CHAIN

g. Computer as tools -statistics, motion-capture, Computer assisted
psychological assessment. They may also help in the measurement of variables
that in the past were quite difficult to quantify.

h. Other tools -Medical tests, ECG, MRI, fMRI, CT-scan

The next time you have occasion to stream a video, fire-up that Blu-ray player, or
even break- out an old DVD, take a moment to consider the role that video can
play in assessment. In fact, specially created videos are widely used in training and
evaluation contexts. For example, corporate personnel may be asked to respond
to a variety of video-presented incidents of sexual harassment in the workplace.
Police personnel may be asked how they would respond to various types of
emergencies, which are presented either as reenactments or as video recordings
of actual occurrences. Psychotherapists may be asked to respond with a
diagnosis and a treatment plan for each of several clients presented to them on
video. The list of video’s potential applications to assessment is endless.

IV. Who is involved in Testing/Assessment?

a. Test Developer -publishers (IPAT,

Pearson, etc.). Test developers and publishers create tests or other methods of
assessment. Test developers and publishers appreciate the significant impact that
test results can have on people’s lives.

b. Test user -administrators, must be qualified (Psychometricians/Psychologists).

Psychological tests and assessment methodologies are used by a wide range of
professionals, including clinicians, counselors, school psychologists, human
resources personnel, consumer psychologists, experimental psychologists, and
social psychologists.

i. Psychometricians – Main job is to administer/score psychological tests (except

projective tests) and do basic interpretation of test results. They are not allowed to
make a diagnosis or administer psychotherapy without the close supervision of a
licensed psychologist.

1. Minimum Requirements: Undergraduate degree in Psychology (BS/AB in

Psychology), Passed Licensure exam for psychometricians.

ii. Psychologists – They can administer, score, and interpret psychological tests
(including projective tests). They can also diagnose and give psychotherapy to
people who are suffering from mental disorders.

1. Minimum Requirements: Master’s Degree in Psychology (MS, MP, MA in

Psychology).
Passed Licensure exam for psychologists.

c. Testtakers -the consumers, some

cheat the tests, some have test anxiety, some have coaching, some are not
motivated to do the
tests, some cannot speak English. It is the test user’s job to manage them.

The test taker We have all been test takers. However, we have not all approached
tests in the same way. On the day a test is to be administered, test takers may
vary with respect to numerous variables, including these:
■ The amount of test anxiety they are experiencing and the degree to which
that test anxiety
might significantly affect their test results
■ The extent to which they understand and agree with the rationale for the
assessment
■ Their capacity and willingness to cooperate with the examiner or to
comprehend written test
instructions
■ The amount of physical pain or emotional distress they are experiencing
■ The amount of physical discomfort brought on by not having had enough to
eat, having had
too much to eat, or other physical conditions
■ The extent to which they are alert and wide awake as opposed to nodding off
■ The extent to which they are predisposed to agree or disagree when
presented with stimulus statements
■ The extent to which they have received prior coaching
■ The importance they may attribute to portraying themselves in a good (or
bad) light
■ The extent to which they are, for lack of a better term, “lucky” and can “beat
the odds” on a
multiple-choice achievement test (even though they may not have learned the
subject matter).

d. Society at large -it exerts effort to determine what tests must be developed or be
removed. The societal need for “organizing” and “systematizing” has historically
manifested itself in such varied questions as “Who is a witch?,” “Who is
schizophrenic?,” and “Who is qualified?” The specific questions asked have
shifted with societal concerns. The methods used to determine the answers
have varied throughout history as a function of factors such as intellectual
 sophistication and religious preoccupation. Society at large exerts its influence as
a party to the assessment enterprise in many ways. As society evolves and as the
need to measure different psychological variables emerges, test developers respond
by devising new tests.

e. Other parties -companies, government.

Organizations, companies, and governmental agencies sponsor the development
of tests for various reasons, such as to certify personnel. There are people whose
sole responsibility is the marketing and sales of tests. Sometimes these people are
employed by the test publisher; sometimes they are not.

V. Settings where Assessment is conducted: Where Do We Conduct Testing

and Assessment?

a. Educational setting

i. Achievement test – Tests that measure a person’s current cognitive ability

ii. Aptitude test – Tests that measure a person’s potential cognitive ability

iii. Diagnostic test – Tests that measure what a person knows about a
certain topic or subject (Quizzes can be a formed of this) iv. School
grades/cards

b. Clinical Setting

i. Psychotherapy assessment

Battery of tests (IQ tests, Personality tests,

Emotional functioning test, etc.) Tests and many other tools of assessment are
widely used in clinical settings such as public, private, and military hospitals,
inpatient and outpatient clinics, private-practice consulting rooms, schools, and
other institutions. These tools are used to help screen for or diagnose behavior
problems. What types of situations might prompt the employment of such tools?
Here’s a small sample.

■ A private psychotherapy client wishes to be evaluated to see if the

assessment can provide any non obvious clues regarding his maladjustment.
■ A school psychologist clinically evaluates a child experiencing learning
difficulties to determine
 what factors are primarily responsible for it.
■ A psychotherapy researcher uses assessment procedures to determine if a
particular method of psychotherapy is effective in treating a particular problem.
■ A psychologist-consultant retained by an insurance company is called on to
give an opinion as to the reality of a client’s psychological problems; is the client
really experiencing such problems or just malingering?
■ A court-appointed psychologist is asked to give an opinion as to a
defendant’s competency to
stand trial.
■ A prison psychologist is called on to give an opinion regarding the extent of a
convicted violent prisoner’s rehabilitation.

The tests employed in clinical settings may be intelligence tests, personality tests,
neuropsychological tests, or other specialized instruments, depending on the
presenting or suspected problem area. The hallmark of testing in clinical settings is
that the test or measurement technique is employed with only one individual at a time.
Group testing is used primarily for screening—that is, identifying those individuals
who require further diagnostic evaluation.

ii. Learning difficulties

iii. Testing of psychotherapy – Tests

used to determine the effect or lack of effect of psychotherapies.

iv. Insurance companies

(not applicable yet in PH)

v. Court trial - Annulment,

Trauma-related, Child Custody, to determine if the client is fit or
psychologically Incapacitated

vi. Prison for rehab or pardon

c. Counseling

d. Geriatric Settings

e. Business and Military setting

f. Government and organizationalcredentialing

g. Academic research setting

VI. How are assessments conducted?

a. Familiarity with test administrationand protocol (test forms)

b. Establishing rapport ( First step in any assessment)
i. Rapport is quality of
relationship/connection of client and the psychologist/psychometrician
c. Having a conducive testing condition
i. Private ii. Not too cold, not too hot
d. Accommodation of people with disability – people who are blind or deaf
must be accommodated when they are given a test.