PSYCH ASSESSMENT Flashcards by Charlene D

Administration Procedures

It requires an active and knowledgeable test administrator.

One-to-one basis

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Varieties of Assessment

It is the “in the moment” evaluation of specific problems and related cognitive and behavioral variables at the very time and place that they occur.

(i.e., through smartphones)

Ecological Momentary Assessment (EMA)

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Varieties of Assessment

It evaluates abilities and skills relevant in school context.

It involves use of evaluative tools relevant to the success of failure.

Educational Assessment

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Other Test

It compares an individual’s performance to the performance of a well-defined reference group.

Norm-Referenced Test

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Personality Test

It elicit personal beliefs and opinions.

Attitude Test

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Testing & Assessment

Highly individualized. More on the process rather than the results.

“why”

Psychological Assessment

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The practical value and usefulness of a test relative to the particular purpose.

Psychometric Utility

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Other Tests

It is used to evaluate a person’s knowledge and abilities in a specific trade or craft.

Often encountered in vocational training or employment settings.

Trade Test

It focus on practical skills and knowledge specific to a trade.

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Other Tests

It is used to evaluate how well your brain functions.

It is a battery of tests designed to measure different cognitive skills and identify potential weaknesses or strengths. (e.g., attention, memory, language, learning, etc.)

Neuropsychological Test

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Testing & Assessment

It requires an educated selection of tools of evaluation, skill in evaluation, and thoughtful organization and integration of data from different sources.

Psychological Assessment

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Psychological Test

A test that assess what a person can do.

Ability Test

or “Maximal Performance Test”

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It is the process of assigning scores to performances.

Scoring

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It is the subject matter.

Content

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Testing & Assessment

It is used by the psychological assessor.

Psychological Assessment

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Ability or Maximal Performance Test

It refers to the potential for learning or acquiring a specific skill.

tend to focus on informal learning
rely mostly on predictive validity

Aptitude

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Ability or Maximal Performance Test

It refers to a person’s general potential to solve problems, adapt to changing environments, abstract thinking, and profit from experience.

Intelligence

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It is the technical quality.

How consistently and how accurately a test measures what it supposed to measure.

Psychometric Soundess

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Personality Test

It provides statement, usually self-report, and require the subject to choose between two or more alternative responses.

Structured Personality Tests

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Administration Procedures

It does not require a present test administrator. Test takers independently complete the tasks.

Group Testing

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Guidelines for Scoring & Interpretation

Some tests comes with:

Test manuals on which the guidelines are explicitly stated
Only the stimulus materials (e.g., Rorschach Inkblots)

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Personality Test

It is unstructured, and the stimulus or response are ambiguous.

Projective Personality Tests

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Psychological Test

It measures individual dispositions and preferences.

designed to identify characteristic
measured ideographically or nomothetically

Personality Test

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Ability or Maximal Performance Test

It is the measurement of the previous learning

measures general knowledge in a specific period of time

used to assess mastery
rely mostly on content validity
fact-based or conceptual

Achievement Test

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Tools of Psychological Assessment

It is the method of gathering information through direct communication involving reciprocal exchange.

Interview

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# Testing & Assessment Administrators can be **interchangeable** without affecting the evaluation. | Changing the test user won't make significant difference in the process.

**Psychological Testing**

It is a **specific stimulus** to which a person responds overtly and this response is being scored or evaluated.

**Item**

# Interview There are more than one interviewer. | Typically used by HR professionals.

**Panel/Board Interview**

It is the **reference point** derived by judgement used to *divide a set of data into two or more classification*.

**Cut-Score** | also called "Cut off Score"

# Ability or Maximal Performance Test The considerable overlap of achievement, aptitude, and intelligence test.

**Human Ability**

# Testing & Assessment The **assessor is the key** to the process of selecting tests and/or other tools of evaluation. | His skills, knowledge, & experience are vital to the conclusions.

**Psychological Assessment**

# Other Tests It is a tool used to measure a person's core values and beliefs.

**Values Inventory**

# Testing & Assessment It is the process of measuring psychology-related variables by **means of devices or procedures** designed to obtain a sample of behavior. | "data"

**Psychological Testing**

It refers to professional who uses, analyzes, and interprets psychological data.

**Psychometrist or Psychometrician**

# Testing & Assessment * numerical in nature * minutes to few hours

**Psychological Testing**

# Tools of Psychological Assessment It is the device or procedure designed to measure variables related to psychology (e.g., intelligence).

**Psychological Test**

# Interview It is used by counselors and clinicians to gather information about some problematic behavior, while simultaneously attempting to address it therapeutically. ## Footnote It involves a therapeutic conversation with person-centered techniques and cognitive-altering techniques.

**Motivational Interview**

# Testing & Assessment It is the **gathering and integration of psychology-related data** for the purpose of making psychological evaluation. | "making sense of the data"

**Psychological Assessment**

# Other Tests It reflects the level of difficulty of items the test takers answer correctly.

**Power Tests**

# Other Test It is designed to measure an individual's performance against a predetermined standard or set of criteria. ## Footnote It focus on absolute mastery of specific skills or knowledge.

**Criterion-Referenced Test**

# Other Tests The interest is the number of times a test taker can answer correctly in a specific period.

**Speed Tests**

It is the one-to-one basis or group administration.

**Administration Procedures**

# Testing & Assessment It yields a test score or series of test score.

**Psychological Testing**

It is the **code or summary of statement**, usually but not necessarily numerical in nature, but reflects an evaluation of performance on a test.

**Score**

# Testing & Assessment It requires **technician-like skills** in terms of administration and scoring.

**Psychological Testing**

It is the science of psychological measurement.

**Psychometrics**

# Personality Test It measures likes and dislikes as well as one’s personality orientation towards the world of work.

**Interest Inventories**

# The Process of Assessment The assessor and assesse may work as **"partners"** from *initial contact through final feedback*.

**Collaborative Assessment**

# Scoring and Interpretation Procedures It is an informal method used usually by a teacher to derive a cutoff score (e.g., < 65 = failed & > 65 = passed)

**Eyeball Method**

# Testing & Assessment It entails logical problem-solving that brings to bear many sources of data assigned to **answer the referral question**. | ...through the use of different tools of evaluation.

**Psychological Assessment**

# Guidelines for Scoring & Interpretation Some tests may require either:

1. Self-scoring 2. Scoring by computer 3. Scoring by trained professionals

# The Process of Assessment It describes an interactive approach to psychological assessment that usually follows the model: **evaluation > intervention of some sort > evaluation** ## Footnote * Typically used in educational setting. * The intervention may take many forms depending on the purpose of assessment.

**Dynamic Assessment**

# Testing & Assessment It is used by psychological test user.

**Psychological Testing**

# Varieties of Assessment The subject is not in physical proximity to the person conducting the evaluation.

**Remote Assessment**

# Interview It is the typical one-on-one interview in physical proximity.

**Face-to-face Interview**

# The Process of Assessment It involves therapeutic self-discovery and new understanding are encouraged. | A variety of Collaborative Psychological Assessment.

**Therapeutic Assessment**

It is the subject matter.

**Content**

It is the form, plan, structure, arrangement, and layout. ## Footnote * pencil & paper * computerized

**Format**

# The Process of Assessment The nature of assessment is changing, interactive, and varying. | "Dynamic"

**Dynamic Assessment**

This reference group represents the population for which the test is designed.

**Normative Sample**

# Varieties of Assessment It draws conclusions about psychological aspects of a person as they existed at some point in time prior to the assessment.

**Retrospective Assessment**

# Testing & Assessment Individualized or group. Typically, cumulative in scoring (adding up responses). | "what"

**Psychological Testing**

# Ability or Maximal Performance Test It measures usual or habitual thoughts, feelings, and behavior. | It indicate how test takers think and act on a daily basis. ## Footnote * use interval scales * no right and wrong answers

**Typical Performance Test**

# Interview It is the use of smartphones to gather information about a client who is not in a physical proximity. ## Footnote Interview can also be conducted through other electronic means.

**Interview through Telephones**

# Interviewing Styles Questions are prepared.

**Standardized/Structured**

# Interviewing Styles It pursue relevant ideas in depth.

**Non-standardized/Unstructured**

# Interviewing Styles It may probe further on specific number of questions

**Semi-Standardized/Focused**

# Interviewing Styles The subject is allowed to express his feelings without fear of disapproval.

**Non-Directive**

It determines the mental status of the patient. | x4 oriented (Name, Time, Place, Situation)

**Mental Status Examination**

It determine why the client came for assessment; chance to inform the client about the policies, fees, and process involved.

**Intake Interview**

This is the biographical sketch of the client.

**Social Case**

It determine whether the candidate is suitable for hiring

**Employment Interview**

# Tools of Psychological Assessment The samples of one’s ability and accomplishment. ## Footnote Compilation of work products that is typically used in hiring decisions.

**Portfolio**

# Tools of Psychological Assessment This refers to records, transcripts, and other accounts in written, pictorial, or other form that preserve archival information, official and informal accounts, and other data and items relevant to an assessee.

**Case History Data**

# Case History Data A report or illustrative account concerning a person or an event that was compiled on the basis of case history data.

**Case Study**

# Case History Data The result of the varied forces that drive decision-makers to reach a consensus.

**Groupthink**

# Tools of Psychological Assessment Monitoring of actions of others or oneself by visual or electronic means while recording quantitative and/or qualitative information regarding those actions.

**Behavioral Observation**

# Behavioral Observation Observe humans in natural setting

**Naturalistic Observation**

# Behavioral Observation It provides a simple framework for observing and understanding the interplay between situations, internal states, responses, and consequences that shape behavior.

**SORC Model** | Stimulus, Organismic Valuables, Actual Response, Consequence

# SORC Model Represents the situation or antecedent conditions that trigger a behavior.

**S (Stimulus)**

# SORC Model Refers to the internal state of the person, including their thoughts, feelings, and physiological responses.

**O (Organism)**

# SORC Model The observable behavior itself.

**R (Response)**

# SORC Model The outcome or result of the behavior, which can be reinforcing or punishing and can influence future behavior.

**C (Consequence)**

It is defined as acting an improvised or partially improvised part in a stimulated situation.

**Roleplay**

# Tools of Psychological Assessment The person (assessee) is instructed to act as if they are in a particular situation. The assessors will then evaluate certain variables and behaviors.

**Role-Play Test**

# Tools of Psychological Assessment It can serve as highly efficient test administrator (online or offline)

**Computers**

# Computers as a Tool The scoring is done on-site.

**Local Processing**

# Computers as a Tool The scoring is done at the central location. Conversion of raw test data is physically transported from the same or other test sites.

**Central Processing**

# Computers as a Tool The test data is sent to and returned from a central processing facility through electronic means.

**Teleprocessing**

# Scoring Report It is the mere listing of scores in a test

**Simple Scoring Report**

# Scoring Report It is a more detailed one that contains statistical analysis.

**Extended Scoring Report**

This report includes both numerical and narrative interpretation of test scores.

**Interpretative Report**

This report provide expert opinions concerning the analysis of data and usually written in a way that entails communication between professionals.

**Consultative Report**

This report integrates data from other sources (e.g., medical records) other than the test itself.

**Integrative Report**

# Computers as Tool Computers provide assistance to test user and not test taker. ## Footnote It is used to compute complex mathematical and statistical procedures that were previously done manually.

**Computer-Assissted Psychological Assessment (CAPA)**

# Computers as Tool The computer has the ability to tailor the test to cater the test taker's ability or their test-taking pattern. ## Footnote E.g., After getting a wrong answer, the computer will give the test taker an easier question.

**Computer Adaptive Testing (CAT)**

**Psychological Assessment Process**

1. Determining the Referral Question 2. Acquiring Knowledge relating to the content of the problem 3. Data collection 4. Data Interpretation

This accurately predicts success or failure.

**Hit Rate**

This is the narrative description, graph, table, or other representations of the extent to which a person has demonstrated certain targeted characteristics as a result of the administration or application of tools of assessment

**Profile**

This is an approach to evaluation characterized by the application of empirically demonstrated statistical rules as determining factor in assessors’ judgement and actions.

**Actuarial Assessment**

This is an application of computer algorithms together with statistical rules and probabilities to generate findings and recommendations.

**Mechanical Prediction**

PSYCH ASSESSMENT Flashcards

(101 cards)