Psychological Testing and Assessment

●​ Measurement in Psychology
○​ Different fields use measurement tools (e.g., carats for diamonds, bytes
for computers).
○​ Psychology has its own measurement units and tools.
●​ History of Psychological Testing
○​ 1905 – Alfred Binet developed a test to place Paris schoolchildren in
appropriate classes.
○​ 1917 (WWI) – U.S. military used psychological tests to screen recruits.
○​ WWII – Testing expanded to include personality, intelligence, brain
function, and job performance.

Psychological Testing vs. Psychological Assessment

●​ Psychological Testing
○​ The process of measuring psychological variables using tools like tests.
○​ Focuses on obtaining a sample of behavior through a structured
procedure.
●​ Psychological Assessment
○​ The gathering and integration of psychological data using multiple tools
(tests, interviews, case studies, observations).
○​ Requires more training and expertise than just testing.
●​ Key Difference
○​ Testing = Just administering and scoring a test.
○​ Assessment = A broader process that includes interpretation and
integration o

Varieties of Psychological Assessment

●​ Educational Assessment – Evaluates skills relevant to school performance

(intelligence, achievement, reading tests).
●​ Therapeutic Psychological Assessment – Includes a therapeutic component
to help the assessee.
●​ Retrospective Assessment – Evaluates past psychological characteristics
(living or deceased persons).
●​ Remote Assessment – Conducted without the assessee being physically
present (online or phone-based).
 ●​ Ecological Momentary Assessment (EMA) – "In-the-moment" evaluation
using smartphones or digital tools.

The Psychological Assessment Process

1.​ Referral for Assessment

○​ Comes from a teacher, counselor, judge, or HR professional.
○​ Example referral questions:
■​ “Can this child function in a general education environment?”
■​ “Is this defendant competent to stand trial?”
■​ “How well can this employee perform as a manager?”
2.​ Selection of Assessment Tools
○​ Based on the referral question.
○​ May include tests, interviews, and case studies.
○​ Assessor's experience and research guide tool selection.
3.​ Conducting the Assessment
○​ Formal testing and observation take place.
○​ The assessor records results and observations.
4.​ Interpreting Results & Reporting
○​ Findings are analyzed to answer the referral question.
○​ A written report is created.
5.​ Providing Feedback
○​ Feedback may be given to the assessee, parents, employers, or
referring professionals.
○​ May include recommendations for therapy, education, or job placement.

Types of Psychological Assessment Approaches

●​ Collaborative Psychological Assessment

○​ The assessee and assessor work together throughout the process.
○​ Encourages self-discovery and personal insight.
●​ Therapeutic Psychological Assessment
○​ Similar to collaborative assessment but focuses on therapy and
emotional well-being.
●​ Dynamic Assessment
○​ Involves evaluation → intervention → re-evaluation.
○​ Used to assess learning potential and problem-solving skills.
○​ Common in education, corporate, and clinical settings.
The Tools of Psychological Assessment

What is a Test?

●​ A test is a measuring tool or procedure.

●​ A psychological test measures variables related to psychology (e.g.,
intelligence, personality, aptitude, interests, attitudes, values).
●​ Unlike medical tests (which analyze blood, tissue, etc.), psychological tests
analyze behavior samples (e.g., questionnaire responses, observed actions).

Differences in Psychological Tests

●​ Content: The subject matter of a test varies based on its focus (e.g., personality,
intelligence).
○​ Even tests measuring the same thing (e.g., personality) may be different
due to different definitions or theories.
●​ Format: The structure, layout, and method of administration (e.g.,
pencil-and-paper, computerized).
●​ Administration procedures:
○​ Some tests require a trained examiner (e.g., intelligence tests).
○​ Some can be completed independently in groups (e.g., multiple-choice
personality tests).
●​ Scoring and Interpretation:
○​ Score: A summary statement (usually a number) that reflects
performance.
○​ Scoring: The process of assigning these summary statements.
○​ Some tests are self-scored, computer-scored, or require a trained
examiner.

Understanding Scores

●​ Cut score (cutoff score): A reference point that separates different

classifications.
○​ Example: A teacher may decide 65+ = pass, below 65 = fail.
○​ Used in schools, hiring decisions, licensing exams, etc.
●​ Cut scores can be set formally (with specific methods) or informally (by
judgment).

Psychometric Soundness

●​ Psychometrics: The science of psychological measurement.

 ●​ Psychometric soundness: How accurately and consistently a test measures
what it claims.
●​ Psychometric utility: How useful or practical a test is for its intended purpose.

The Interview (Psychological Assessment Tool)

What is an Interview?

●​ An interview is a method of gathering information through direct

communication with reciprocal exchange.
●​ It involves both verbal and nonverbal behavior (e.g., tone of voice, facial
expressions, body language, eye contact, willingness to cooperate).
●​ Interviews can be conducted face-to-face, by phone, online, through email, or
via text messaging.

Types of Interviews and Their Uses

●​ Clinical & Counseling Interviews: Used for diagnosis, treatment decisions,

and behavioral changes.
●​ School Interviews: Used by school psychologists to assess students for
interventions or placements.
●​ Forensic Interviews: Used by court-appointed psychologists to assess a
defendant’s mental state.
●​ Medical & Rehabilitation Interviews: Used to evaluate brain injury, cognitive
impairment, or psychological effects of illness.
●​ Consumer Behavior Interviews: Used by marketing professionals to
understand customer preferences.
●​ Police Interviews: Used by law enforcement to get accurate eyewitness
testimonies (e.g., instructing witnesses to close their eyes).
●​ Human Resource Interviews: Used to assess candidates for hiring, firing,
and promotions.

Special Types of Interviews

●​ Panel Interview (Board Interview):

○​ More than one interviewer assesses the interviewee.
○​ Pros: Reduces bias from a single interviewer.
 ○​ Cons: More expensive and time-consuming.
●​ Motivational Interviewing:
○​ A therapeutic technique that combines listening skills (openness,
empathy) with cognition-altering techniques to motivate positive
behavioral change.
○​ Used in various settings, including therapy, healthcare, and addiction
counseling.
○​ Can be conducted via phone, online chat, and text messaging.

Key Factors in Effective Interviews

●​ The interviewer’s skills greatly impact the quality of information gathered.

●​ Important skills include pacing, rapport-building, empathy, humor, and active
listening.
●​ The interviewee’s responses are influenced by the interviewer’s personality
and approach.

The Portfolio (Tool of Evaluation)

What is a Portfolio?

●​ A portfolio is a collection of work products used to showcase ability and

accomplishments.
●​ It can be in various formats: paper, canvas, film, video, audio, digital, etc.
●​ Portfolios are commonly used for evaluation and hiring decisions.

Uses of Portfolio Assessment

●​ Art & Design: Employers assess commercial artists based on their sample
drawings.
●​ Media & Entertainment: Radio and TV professionals are evaluated using
audio/video samples.
●​ Education:
○​ Students can be assessed based on writing samples rather than
traditional tests.
○​ Instructors may submit a portfolio containing lesson plans, published
writings, and teaching materials for hiring evaluations.

Case History Data (A Tool for Assessment)

What is Case History Data?

 ●​ Case history data refers to records, transcripts, and accounts that preserve
past information about an individual.
●​ It includes official and informal accounts from schools, hospitals,
employers, religious institutions, and legal agencies.
●​ Examples:
○​ Documents: Letters, transcripts, newspaper clippings.
○​ Media: Photos, videos, artwork, doodles.
○​ Social Media: Posts on platforms like Facebook and Twitter.

Uses of Case History Data

●​ Clinical Evaluations: Helps understand a person’s past and present

adjustment.
●​ Neuropsychological Assessments: Provides insights into pre-trauma
cognitive functioning.
●​ School Psychology: Assists in academic and behavioral evaluations for
student placement.

Case Study (Illustrative Account)

●​ A case study (or case history) is a detailed report based on case history data.
●​ Examples:
○​ Personality & Leadership: Understanding how life experiences shape a
leader.
○​ Criminal Behavior: Studying individuals who attempt assassinations to
identify risk factors.
○​ Groupthink: Examining poor collective decision-making due to social
pressures.

Threat Assessment

●​ Case history data helps predict potential threats in security and forensic
settings.
●​ Example: The U.S. Secret Service uses case history data for presidential
protection.

Behavioral Observation (A Method of Assessment) 🧐

What is Behavioral Observation?

●​ Behavioral observation is monitoring actions (of oneself or others) through

visual or electronic means while recording quantitative and/or qualitative
data.
 🏥
●​ Used in diagnostics, research, and selection processes in settings like:

🏫
○​ Hospitals

🔒
○​ Schools

🏢
○​ Prisons
○​ Workplaces

Types of Behavioral Observation

1.​ Controlled Observation: Conducted in laboratories, classrooms, and clinics.

2.​ Naturalistic Observation: Observing behavior in natural settings (e.g.,
studying autistic children interacting with peers).

Uses of Behavioral Observation

●​ Diagnosis: Helps identify behavioral patterns in individuals.

●​ Therapeutic Interventions: Useful for designing behavior modification plans.
●​ Corporate Settings: Helps in employee selection based on observed skills.

Challenges & Practicality

●​ Limited use in private practice: Not feasible for professionals to observe

clients for long hours.

🛒
●​ Used in assisted living: Helps assess daily living skills (e.g., Test of Grocery
Shopping Skills ).

Role-Play Tests (A Method of Assessment) 🎭

What is a Role-Play Test?

●​ A role-play test requires individuals to act as if they were in a specific

situation to evaluate their thoughts, behaviors, and abilities.
●​ Used when real-world assessment is impractical due to time, cost, or
convenience.

Where is Role-Play Used?

🚀
1.​ Training & Evaluations:

🏢
○​ Astronauts simulate space missions.

🎖️
○​ Managers role-play workplace disputes.
○​ Military personnel train for high-stakes scenarios.
2.​ Clinical & Therapeutic Settings:
○​ Helps assess substance abuse coping skills before and after treatment.
3.​ Corporate & Organizational Assessments:
 ○​ Evaluates leadership, decision-making, and problem-solving through
live actors or digital simulations.

Advantages of Role-Play Testing

✅ Cost-effective alternative to real-world simulations.​

✅ Flexible – can be adjusted based on needs.​
✅ Effective for skill assessment & intervention evaluation.
Computers in Psychological Assessment 💻

How Computers Enhance Testing

●​ Test Administration: Computers replace traditional tools like paper and pencils.
●​ Scoring & Interpretation: Immediate results, including score patterns and
statistical analysis.
●​ Remote Processing: Test data can be processed locally or centrally via
teleprocessing.
●​ Types of Reports:
○​ Simple Reports: List scores.
○​ Extended Reports: Include statistical analyses.
○​ Interpretive Reports: Highlight key scores and provide analysis.
○​ Consultative Reports: Offer expert evaluations.

Key Technologies in Computerized Testing

🔹 CAPA (Computer-Assisted Psychological Assessment): Assists test

🔹 CAT (Computer Adaptive Testing): Adjusts difficulty based on responses,
administrators, e.g., Q-Interactive (iPad-based testing).​

enhancing engagement and accuracy.

Advantages of Computer-Based Testing

✅ Faster scoring & interpretation​

✅ Lower costs than paper tests​
✅ Accessible to remote & disabled test-takers​
✅ Eco-friendly (less paper use)
Challenges & Concerns
⚠️ Test Integrity: Ensuring identity verification and preventing cheating.​
⚠️ Security Risks: Protecting test content from leaks.​
⚠️ Distinction Between Testing & Assessment: Internet tests measure ability but
may lack deeper psychological evaluation.

While computers revolutionize testing, professionals must consider security,

integrity, and proper interpretation to ensure accuracy and fairness!

Other Psychological Assessment Tools 🎥🔬

Video & Virtual Reality (VR) in Assessment

●​ Used in training and evaluation across various fields.

●​ Corporate workers may respond to workplace scenarios (e.g., harassment).
●​ Police officers may be tested on emergency response strategies.
●​ Therapists may diagnose and plan treatments based on video case studies.
●​ VR assessments are emerging in psychological fields for more immersive
evaluations.

Medical & Biofeedback Tools in Psychology

●​ Thermometers & Blood Pressure Gauges: Assess physical responses to

psychological stress.
●​ Biofeedback Equipment: Measures muscle tension, heart rate, and other
bodily reactions.
●​ Penile Plethysmograph: Measures sexual arousal, often in forensic settings.
●​ Smell Tests: Can detect neurological impairments linked to disorders like
Alzheimer’s.

The Big Questions of Psychological Assessment 🤔

1️⃣ Who: Psychologists, employers, doctors, researchers, and even the test-takers.​
2️⃣ What: Cognitive, emotional, behavioral, and physiological factors.​
3️⃣ Why: To diagnose, treat, predict, or understand human behavior.​
4️⃣ How: Using tools like tests, interviews, observation, and technology.​
5️⃣ Where: Schools, clinics, workplaces, online, research labs, and real-world settings.

Psychological Testing & Assessment

Reviewer
1. Psychological Testing vs. Assessment
Who Uses It?

●​ Psychologists, educators, researchers, and employers.

What Is It?

●​ Psychological Testing: Measuring a person’s abilities, personality, behavior, or

mental health using standardized tools.
●​ Psychological Assessment: A broader process that includes testing,
interviews, and observations to get a full understanding of an individual.

Why Is It Used?

●​ To diagnose mental disorders, assess intelligence, evaluate personality traits,

and measure skills for employment or education.

How Is It Different?

Feature Psychological Testing Psychological Assessment

Focus Uses specific tests to measure A complete evaluation using multiple

traits or abilities methods

Tools Standardized tests, questionnaires Tests, interviews, case history,

observations

Purpos Measures specific abilities (e.g., Provides a broader picture of the

e IQ, anxiety) individual

Exampl Personality test (Big Five) Full psychological evaluation for

e ADHD diagnosis

Where Is It Conducted?
 ●​ Schools, hospitals, clinics, workplaces, research institutions.

2. How Are Assessments Conducted?

Who Conducts It?

●​ Licensed psychologists, trained professionals, and researchers.

What Are the Steps?

Before the Test:

●​ Choose the right test for the person being assessed.

●​ Ensure security to prevent cheating.
●​ Verify the test administrator’s qualifications.
●​ Prepare materials (stopwatch, pencils, test sheets).
●​ Create a comfortable testing environment.

During the Test:

●​ Build a good relationship (rapport) with the test-taker.

●​ Explain the test in simple terms.
●​ Adjust approach based on the test-taker’s needs.

After the Test:

●​ Keep test results private and secure.

●​ Interpret scores correctly using guidelines.
●​ Note unusual testing conditions (e.g., distractions, third-party presence).
●​ Score tests accurately based on set criteria.

Why Accommodations Are Important for People with Disabilities?

●​ Laws require “alternate assessments” for accessibility.

●​ Accommodations include large print, sign language, extra time, and breaks.
●​ Different formats (Braille, audiotape) can impact performance.
●​ Ensuring fairness remains a key debate.

3. Where to Find Information on Psychological Tests?

Who Publishes Test Information?
 ●​ Test publishers, researchers, professional organizations.

What Are the Main Sources?

1. Test Catalogues

●​ Found in publisher brochures.

●​ Provide short descriptions but mainly aim to sell tests.
●​ Do not include critical reviews.

2. Test Manuals

●​ Explain how tests were developed and how they should be used.
●​ Provide technical details but may require professional credentials to access.

3. Professional Books

●​ Offer deeper insights on specific tests.

●​ Explain improvements, uses, errors, and special considerations for different
populations.

4. Reference Volumes

●​ Mental Measurements Yearbook (updated every 3 years) – provides test reviews.

●​ Tests in Print – lists all commercial tests available.

5. Journal Articles

●​ Found in scientific journals like Psychological Assessment and Journal of

Personality Assessment.
●​ Cover test reviews, psychometric research, and real-world applications.
●​ Some focus on legal/ethical issues (Psychology, Public Policy, and Law).
●​ Others explore technology in testing (Cyberpsychology, Behavior, and Social
Networking).

6. Online Databases

●​ ERIC (www.eric.ed.gov) – Research articles on education and assessment.

●​ APA Databases (www.apa.org):
○​ PsycINFO – Psychology research articles.
○​ PsycARTICLES – Full-length psychology articles.
○​ PsycLAW – Free database on psychology and law.
●​ ETS (www.ets.org) – Information on standardized tests (SAT, GRE, etc.).
7. Other Sources

●​ Directory of Unpublished Experimental Mental Measures – Lists tests not

officially published.
●​ ETS maintains a list of unpublished tests (http://www.ets.org/testcoll/).
●​ University libraries provide free access to test databases for students.

Why Use These Sources?

●​ They provide reliable, research-based information on tests.

●​ Help professionals and students make informed decisions.

Where Can You Access Them?

●​ University libraries, online databases, publisher websites, and professional

organizations.

4. The Tools of Psychological Assessment

Types of Tools Used in Psychological Assessment

1. Tests

●​ Standardized tests measure intelligence, personality, or mental health.

●​ Examples: IQ tests, personality inventories (Big Five, MMPI), depression
screenings.

2. Interviews

●​ Structured or unstructured questions to understand an individual’s background

and mental state.
●​ Example: Clinical interviews for diagnosing mental disorders.

3. Observations

●​ Watching behavior in different settings to assess patterns and reactions.

●​ Example: Observing a child in school to diagnose ADHD.

4. Case History Data

●​ Reviewing past medical, psychological, and educational records.

●​ Example: Checking a patient’s history of trauma to assess PTSD.
5. Behavioral Assessments

●​ Measuring specific actions and reactions in controlled or natural environments.

●​ Example: Social interaction tests for autism diagnosis.

6. Computer-Based Testing

●​ Digital assessments that allow quick scoring and adaptation.

●​ Example: Online personality assessments.

Who Uses These Tools?

●​ Psychologists, therapists, educators, employers, and researchers.

Why Are These Tools Important?

●​ Help diagnose conditions, guide treatment, and make educational or workplace

decisions.

Where Are These Tools Used?

●​ Clinics, hospitals, schools, workplaces, and research settings.