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PSYCHOLOGICAL ASSESSMENT SEMINAR
Rubik’s cubes of colour,
shape and size:
Ethical psychological testing
in a multicultural work
environment
Department of Industrial & Organisational
Psychology
18 August 2010
AGENDAMorning session: 08h30 - 13h00
• Welcome by Prof Dirk Geldenhuys
• Introduction: Welcome to the Rubik’s Cube
Adventure
• A short history of psychological assessment
• The areas of psychological assessment
• Psychological assessment myth busters
Tea break: 11h00
• Legislation and ethics
• Ethical freeze role play
Lunch: 13h00 - 13h45
• Current topics in psychological assessment
• Psychological assessment Crosswords
• The future of psychological assessment
Conclusion: 15h00
A short history of Psychological Assessment
� History influences current practice
� Relevance
� Evolved and progressed
� History is important
� Helps explain current practice
� Strengths and weaknesses
� Prevent repetitions of the ‘wrongs of the past’
Why look at the past?
History of testing: An International Perspective
� Over the years many authors, philosophers and scientist have explored
various avenues in an attempt to assess human attributes. To mention a
few;
� Astrology (positions of planets to describe the personality of individuals
and predict what may happen in their lives)
� Physiognomy (judging the character of a person from external features of
the body, especially the face.)
� Graphology (the systematic study of handwriting and the notion that it
can be used as an expression of personality characteristics)
� Humorology
� Phrenology
(Foxcroft, 2009)
Testing in South Africa: The Early Years
• Psychology emerged as an academic discipline in South Africa after World War 1.
• Many of the influential figures in the development of intellectual tests in South Africa where trained at American institutes.
• Therefore tests which where typically used in the early phases where also American such as; Goddards 1911 revision of the
Binet-Simons test, Termans 1916 Stanford revision, the Army Beta, the Porteus Maze Test etc.
• In the period between the two world wars, social and human sciences in South Africa became important contributors to debates on crucial social issues including ‘the Native question”
(Louw, 1997; Foxcroft, 2009; Classen, 1997)
Testing in South Africa: The Early Years
� Psychological knowledge was used as a tool legitimise a social order based on race as the perception was that psychological testing produced empirical data which supported certain explanations of this order.
� There was an increase in the use of science as a factor in regulating aspects of social economic life.
� Differential performance of black and white reinforced the idea of hierarchy of human societies and consequently differential treatment in terms of education, employment etc.
(Louw, 1997)
Key notes
Psychometric testing is applied worldwide and used in various
industries for recruitment, selection and counselling purposes
(Gregory, 2000).
For the purpose of this seminar four important areas for
assessment have been identified.
� Cognitive assessment
� Personality assessment
� Behavioral assessment
� Interest
Psychometric Testing
Range of tests and distributors available - Cognitive
MEASUREMENT
CONSTRUCT
CONCEPT TEST DISTRIBUTORS APPLICATION IN
INDUSTRIAL/ PSYCHOLOGICAL
FIELDS
Cognitive IQ,General
cognitive,Multiple aptitude,
Learning potential
WAIS, SSAIS, ASAT, RPM,
DAT Forms R, S, K & L
Mindmuzik Media Personnel screening and selection,
Career guidance and counseling,
Personnel developmentCPP, CTA Magellan Consulting
APIL-B, TRAM 1 & 2,
AproLabM&M Initiatives
LPCAT M&M Initiatives
TST Thomas International
COPAS Integrity International
Range of tests and distributors available -
Cognitive
Range of tests and distributors available - Cognitive
MEASUREMENT
CONSTRUCT
CONCEPT TEST DISTRIBUTORS APPLICATION IN
INDUSTRIAL/ PSYCHOLOGICAL
FIELDS
Cognitive IQ,General
cognitive,Multiple aptitude,
Learning potential
WAIS, SSAIS, ASAT, RPM,
DAT Forms R, S, K & L
Mindmuzik Media Personnel screening and selection,
Career guidance and counseling,
Personnel developmentCPP, CTA Magellan Consulting
APIL-B, TRAM 1 & 2,
AproLabM&M Initiatives
LPCAT M&M Initiatives
TST Thomas International
COPAS Integrity International
Range of tests and distributors available -
Cognitive
• Some consensus
– IOPs agree that cognitive ability test are valid and fair
– Cognitive ability tests provide good but inadequate
measures of intelligence
– Other attributes are necessary to account for multi
dimensional nature of performance (90% of respondents)
Cognitive Assessment
(Murphy, Cronin & Tam)
Cognitive Assessment
• Some controversy
- Societal concerns
- Cultural bias
- Education
- Socio-economic status
- Education levels of parents
- Effects of negative stereotypes
- The g-Ocentric vs MI
(McKay, Doverspike, Bowen-Hilton & McKay)
(Murphy, Cronin & Tam)
Cognitive Assessment
• Unifying theoretical approach
– 3 approaches
• Structural approach (factor analytic)
• Information-processing
• Dynamic (based on learning theory)
(Taylor)
“Learning as the critical factor underlying cognitive competenceand the mastery of problems and challenges”
Structural - Spearman (g – one general factor) and Thurstone 7&9
Primary mental abilities
•static
- fluid & crystallised (Cattell)
- mostly power tests
Info processing – e.g. Ravens progressive matrices
receiving, processing & retrieval speeds
computer admin essential
Learning / dynamic approach
• Vygotsky – Zone of proximal development (ZPD)
•less susceptible to cultural bias
•3 phases of learning – conceptual understanding, compilation of
execution procedures & automatization of processing.
•Test – teach – test or pre-test – mediation – post-test
Emphasis on potential and not achievement
MEASUREMENT
CONSTRUCT
CONCEPT TEST DISTRIBUTORS APPLICATION IN
INDUSTRIAL/ PSYCHOLOGICAL
FIELDS
Personality Personality preferences,
Management styles,
Communication styles,Interpersonal
styles,Coping styles
MMPI, TAT, SORT, VS , WLQ
Mindmuzik Media Personnel selection,
Career counselling,
Academic counselling,
Personal development,
Psychological growth,
Candidate - job match,
Management
development,
Stress management
OPQ 32 SHL
15 FQ, OPP, Jung Psytech
MBTI, Big Five, WPI, LSPMSP, CPI
Jopie van Rooyen
PAW Integrity International
Range of tests available: Personality
MEASUREMENT
CONSTRUCT
CONCEPT TEST DISTRIBUTORS APPLICATION IN
INDUSTRIAL/ PSYCHOLOGICAL
FIELDS
Personality Locus of control,
motivation and autonomy
LCIAMP
Jopie van Rooyen Personnel selection
Career counselling
Academic counselling,
Personal development
Psychological growth,
Candidate - job match,
Management
development,
Stress management
Emotional Intelligence
MP SHL, Magellan Consulting
EQI Jopie van Rooyen
15 FQ EI Psytech
TEI Thomas International
Integrity Giotto Mindmuzik Media
PSI Jopie van Rooyen
IP-200IMI
Integrity International
Range of tests available: Personality
MEASUREMENT
CONSTRUCT
CONCEPT TEST DISTRIBUTORS APPLICATION IN
INDUSTRIAL/ PSYCHOLOGICAL
FIELDS
Behavioural Underlying emotional
issues,Stress,
Anxiety,Depression,Conflict
BESS Jopie van Rooyen Screening and selectionTraining and development
PromotionManagement potential
Group-role analysisInterpersonal relationshipsCareer psychology
Personnel psychologyOrganizational psychology
BAIBDI-II
BDI Fast screen
Mindmuzik MediaJopie van Rooyen
SWSISRP
MBI
Jopie van Rooyen
SP Mindmuzik Media
TKI Jopie van Rooyen Conflict managementPersonal development
Range of tests available: Behavioral
MEASUREMENT
CONSTRUCT
CONCEPT TEST DISTRIBUTORS APPLICATION IN
INDUSTRIAL/ PSYCHOLOGICAL
FIELDS
Interest Career SDSCVS
CIP
Jopie van Rooyen Career guidance and counselling
Personal development and growth
19 FIICDQ
SAVII
Mindmuzik Media
IDEAS workbookCOP
??
Range of tests available: Interest
• Option 1: Purchasing a “report”
– Advised for non-accredited users and for individual testing on
once-off basis
– Some test can be expensive (up to R3,000 per report)
– Suppliers include SHL, Jopie van Rooyen, and Thomas
International
– Benefit: initial costs is low
Computer generated reports is time efficient
– Downfall: ongoing high costs
Potential misuse of reports due to lack of control
Cost Pricing Analysis
Cost Pricing Analysis
• Option 2: Purchasing Material: Software or Paper-and-Pencil version
– Advised for accredited users and group or large-scale testing on
ongoing basis
– Initial purchasing of material and software can be expensive
(need manuals, booklets, answer sheets, scoring stencils, etc –
between R2,000 – R25,000)
– Suppliers include Minimize, M&M Initiatives, PsyTech
– Benefit: ongoing assessments at minimal fee
– Downfall: initial start-up fees can be high
Software need ongoing purchasing of credits for reporting
Manual interpretation, scoring and reporting is time consuming
Key notes
Legal aspects of Psychological Assessment
The Constitution of the Republic of South
Africa:
– Chapter 2: Bill of Rights “is a cornerstone of democracy in South Africa - democratic values of human dignity, equality and freedom”.
– Section 9(3): “The state may not unfairly discriminate directly or indirectly against anyone on one or more grounds, including race gender, sex, and pregnancy, marital status, ethical or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language and birth.
– Section 9 (4): “No person may unfairly discriminate directly or undirectly against anyone on one or more grounds in terms of subsection (3).
• Section 8: “Psychological testing and other
similar assessments of an employee are
prohibited unless the test or assessment being
used –
– Has been scientifically shown to be valid and reliable;
– Can be applied fairly to all employees;
– Is not biased against any employee or group.
Employment Equity Act, No.55
(1998)
• Section 11: Burden of proof.
• Section 15: Affirmative action.
• Subsection 20(3): “capacity to acquire, within a
reasonable time, the ability to do the job”
• Code of Good Practice on the Integration of
Employment Equity into Human Resources
Policies and Practices: Section 10.
EEA (continued)
• Chapter VIII: Unfair discrimination and unfair
labour practices – same grounds as the
Constitution.
• Chapter VIII: Unfair discrimination and unfair
labour practices – same grounds as the
Constitution.
The Labour Relations Act,
No. 66 (1995)
• Association of Test Publishers of South Africa Saville & Holdsworth (SA) and the Chairperson of the Professional Board for Psychology
• Dispute: ATP: Any individual (unregistered) should be able to conduct psychometric assessments? HPCSA: Only registered professionals !
• Ruling (19 February 2010): In favour of ATP SA. “The court order declares the notice published on the 10th November 2008, which stated that “it is not permissible to use unregistered persons to render psychological services including the administration of tests, instruments or techniques”, to be void and of no force and effect.
• Current status: This ruling will stand until further notice. WATCH THIS SPACE!!!!
Legal Cases
• Buthelezi v Amalgamated Beverage Industries[1999] JOL 5086 (LC)
• Hendricks v SA Airways[2002] JOL 10382 (LC)
• NUM obo Moeng / Douglas Colliery[2007] 7 BALR 647 (CCMA)
Legal Cases (continued)
• Fines: Employment Equity Act
• Costs: CCMA, Labour Court,
Constitutional Court
What will the long arm of the law do
to you?
• Assessments play an important role in the measuring of performance, selection, recruitment, etc. in the workplace, schools and various other institutions.
• Assessment Practitioners should today more than ever be aware of the responsibilities that the legal use of these powerful instruments require.
• Our history has not been without bumps, hurdles and mountains, but it is our responsibility to promote a fair and unbiased future and set an example for the rest of the world. The current limitations and challenges that we face can only be achieved through co-operation, adhering to legislation and high ethical standards.
Closing statement
We rest our case�
Regulation by
Legislation
Regulation by
Professional
Bodies
Self-
Regulation
The Regulation of Psychological Assessment
• LEGISLATION
� Employment Equity Act (1998) – different to all other countries, in that we are asked to proactively defend our position with regards to psychological assessment
• PROFESSIONAL BODIES
• (Responsibilities: Training, Accreditation, Test classification)
� HPCSA -- might not be in a position to efficiently regulate access to and use of tests
� Psychometric Committee of the board of Psychology – falls under HPCSA
� International Test Commission (2001)
� Society for Industrial and Organisational Psychology of South Africa
� People Assessment in Industry
� Human Sciences Research Council
• PROFESSIONAL BODIES (cont.)
� South African Board for People Practices
� Association of test publishers
� Test Developers/Publishers
� Any others? What about universities?
• SELF-REGULATION
� Strategy of self-regulation (Paterson & Uys, 2005) – practitioners empowered to make informed decisions through access to information and adequate training
� Training = better decision making with regards to selection of (registered) tests
� Continuing professional development
� Personal moral compass
• ADDITIONAL ISSUES TO CONSIDER
� Conflicting policies (e.g. Employment Equity Act (1998) –assessments must not discriminate against groups, but can be used to assist with addressing previously disadvantaged groups)
� Personal morals vs Ethical policies
� Canadian Psychological Association – ethical principle ranking to assist decision making
Competency Based Assessment -
• What is competency-based testing?
– Competencies
• Knowledge, Skills, Abilities
– Job Analysis
– Effective in Application
– Movement from intelligence
testing
Competency Based Assessment
Development
Defining Competency Based Assessment
• A way to monitor and assess the competences a person
has, no matter where or how these competences were
gained.
• Three major principles differentiating competence-based
assessment from other methods used to assess are:
– Assessment of evidence
– Current abilities
– Standards or competence
• An assessment of past behaviour can assist you in
predicting future behaviour
• Multiple assessment techniques are
used to verify the results obtained
• The competencies measured are related to successful
job execution
• Objectivity of evaluation is ensured through the utilisation
of trained assessors
Benefits of Competency Based Assessment
“Recognition of prior learning is a process whereby, through assessment, credit is given to learning which has already been
acquired in different ways”. – SAQA
• Discuss practical example of the RPL process
(real life case study)
Recognition of Prior Learning
RPL is seen to have the capacity:
• to contribute to redress equity by opening up more ways for
people to attain qualified status;
• enable more people to reach higher levels of qualification and
expertise by beginning with an acknowledgement of existing
skills and knowledge;
• contribute to enhancing international economic
competitiveness by building on often invisible and
unacknowledged workforce skills;
• and offer the first step in attaining the goal of developing a
multiskilled and flexible workforce by acting as an auditing tool
to quantify existing competence.
Benefits of RPL
Competency Based Assessment Series (CAS)
• Designed by JvR professionals and associates
• Purpose is to provide their clients with a range of uniquely South
African assessment centre exercises
• the exercises are designed to evaluate performance against certain
job relevant competencies and can contribute to an informed
selection decision.
• The exercises can be categorised into four groups, namely:
1. In-basket Exercises
2. Group Exercises
3. Strategy and/or Presentation Exercises
4. Role Play Exercises
• All the exercises are job relevant and assess current as well as
future potential.
Examples of Competency Based Assessment
COMPETENCY ASSESSMENT SERIES (CAS)
The aims of the CAS exercises include:
• To identify behavioural competencies needed for a specific job.
• To assist the assessor in gaining a comprehensive understanding of
the candidates’ behavioural competencies.
• Provide additional, job-relevant, “tangible” information to supplement
that gathered with traditional psychometric tools.
• To determine the participants’ strengths and development areas.
• To use the information in combination with collateral information for
selection and development purposes in the workplace.
Examples of Competency Based Assessment
• Case studies
• In-basket exercises
• Job sample tests/Skills Tests
• Direct Observation
• Oral/Written Tests
• Portfolios
• Simulation
Designing a Competency Based Battery
• Step 1: Planning
– Purpose
• Step 2: Establish Competencies
– Job Analysis
• Step 3: Develop assessment battery
– Structure
• Step 4: Implement and evaluate battery
• Within in the organisation
• In the South African context
– Advantages
– Disadvantages
• Fairness
– Unbiased, ethical
Uses of Competency Based Assessment
Key notes
Computerised Assessment
• CAPA
• CBA
• CBT
• CAT
• CBTI
• IDT
Before we start
Assessment
Generation
Assessment
Delivery
Assessment
Scoring and
Interpretation
Storage,
Retrieval and
Transmission
Computer-based Assessment
• International:
�1962
�1970’s
�1980’s
�1990’s
�2000’s
Taking a step back in History
• South-Africa
�1970
�Late 1970’s and early 1980’s
�1979
�1980’s
�1986
�1990
�1993-1994
Taking a step back in History
Advantages and Disadvantages
• Advantages:– More enjoyable
– Ultimate levels of standardization
– Biasing effect is eliminated
– Reduction of time
– More information about test-takers
– Spatial and perceptual measured to greater extend
Advantages and Disadvantages
• Advantages (continued)– Voice activated and touch screen responses are possible
– Assessments can be individually tailored
– Greater element of control
– Number of assessment practitioners and assistants
needed
– Scoring by a computer
– Increased test security
• Disadvantages
– Eish Eskom
– Hardware / software
compatibility & capability
– Screen size
– Machine availability
– Socio-cultural and linguistic
factors
– System failure
Advantages and Disadvantages
Advantages and Disadvantages
• Disadvantages (continued)– Copy right violation
– Lack of security
– Problems with confidentiality
– Skilled clinical judgement is overlooked
– Difficult to detect certain problems in software
– High costs in item development
– Costly
• Disadvantages (continued)
– Vital qualitative information
not assessed
– Human-computer interface
issues
– Lack of computer literacy
Advantages and Disadvantages
• Four approaches to CBTI are recognized:
– Scoring reports
– Descriptive reports
– Actuarial reports
– Computer-assisted clinical reports
Computer-based Interpretation
CAT
• What is it
• Purpose
• Characteristics
• Measurement Advantages
• What is it?
• Increased attention
• What does it involve?
• South Africa
Dynamic Assessment
• Effective management tool
• Time and cost effective
• Usage
Assessing Potential
• Why will we use it?
• Present and potential
• Opportunity to be measured fairly.
• Is suitable at all levels
• Scientifically proven valid and reliable
• Learning takes place during the assessment
• Is extremely time-saving
• Uses computerised adaptive testing
Assessing Potential
• Advantages:
– Fair
– Suitable for use at all levels of ability;
– Valid and reliable indication of potential to
cope with training;
– Time saving;
– Uses CAT which allows for all ability levels.
Assessing Potential
Item Response Theory
• Definition
• Higher an individual’s ability level, the
greater the chance of getting an item
correct.
• Each item is referenced
Item Response Theory
Good practice and Ethical considerations
• The International Test Commission (ITC)
– Give due regard to technological
– Attend to quality issues in CBT and internet
testing;
– Provide appropriate levels of control
– Make appropriate provision for security
• Minimum professional and ethical
standards:
– Competence
– Potential utility
– Choose a technically (psychometrically)
sound computer-based test
– Equivalence of paper and computer-based
version
– Consider the human factors and issues of
fairness
Good practice and Ethical considerations
Good practice and Ethical considerations
– Prepare test takers
– Verify the identity of test-takers
– Closely supervise the administration
– Unsupervised psychological test
– Contingency
– Securely stored.
– Computer scoring system
– Interpretation of results
– Debrief test-takers
The future – high definition video and
virtual reality
• Multimedia
• A five-dimension framework
– Innovations in item format
– Innovations in response
– Innovations in media inclusion
– Innovations in the extent of interactivity
– Innovations in scoring
– Authenticity
The Future of Psychological Assessments
Research building on existing knowledge
•Enhancing consumer psychology
•Reduced costs
•System generated reports
•Dynamic assessment of intelligence
•Construction of new adaptive tests
•Need for an all encompassing body to:
�Monitor test use
�Advise practitioners
�Research and review tests with information centrally
available
�To monitor and coordinate test development,
adaptation, and updating (Foxcroft, 2004)
• Control and regulation
•Increased availability of information via internet
The Future Role of the HPCSA
Artificial Intelligence
•Virtual Reality – a new tool for psychological assessment
(Fernandez-Ballesteros, 2009)
•Computer assisted assessment
•Ethical considerations
•Control and access to electronic assessments
•Closer examination of the tester-testee relationship
The Future of Assessments in South Africa
• Locally developed tests appropriate for all cultures within
SA
• Leadership tests appropriate for SA context
• Explore other intelligences – cosmic, spiritual, moral,
emotional, transcendental contributions
• Stimulating use of assessments by smaller organisations and NGOs
• Industrial psychologists making
significant contributions locally and
internationally
The Future of Assessments in South Africa
• Psychometric tests – most effective of predicting behaviour (Mittner, 1998)
• Tests 4 X more effective than screening interviews (Van der Walt, 1998)
• Employment Equity Act – definite move towards making assessment techniques more scientific (Eckstein, 1998)
• To be used as additional aid in decision making i.e. not in isolation
• Retain professional level for conducting psychometric assessment.
The Future of Assessments in South Africa
• (Bartram & Coyne, 1998) in a recent world-wide survey found lack of psychologists involvement in testing and use of tests
– Found 60% of test users were not specifically trained in use of psychological tests.
– Therefore recommend training and increasing public understanding.
– Gregoire, (1999), recommend academic education, continued education, and more publications on tests and assessment methods.
The Future of Assessments in South Africa
• Cook (1997), trend towards assessment centres and competency based assessment in changing socio-political and economic context. [some psychological factors that competence measures cannot provide, i.e. learning and potential]
• Consideration should be given to development of new tests with urgent special emphasis on culture-fairness.
• Validation of tests in different organisations that they are
used in. Cook (1997),
Conclusion: History
� In the past the same tests were
used for everyone.
� Psychologists used international
tests.
� Testing was for a long time viewed
as discriminatory and unjust.
� Practitioners are becoming aware
of the advantages of fair
assessment.
� The implementation of cross-culturally fair tests.
Conclusion: Assessment Areas
COGNITIVE PERSONALITY
BEHAVIOURAL INTEREST
Assessment
Areas
� Changes in legislation.
� The EEA has been established in
1998 to ensure more equitable
and fair Psychological testing.
� Tests need to be scientifically valid
and reliable;
� tests should be able to be applied
fairly to all employees; and
� tests should not be biased against
any employee or group.
Conclusion: Legislation
Conclusion: Ethics
� Psychological tests can act as
a disabling factor.
� Practitioners therefore have to
be more cautious and informed and should take responsibility
to ensure that a test can be
fairly applied.
� Practitioners should act in an
ethical way before, during and
after psychological tests.
Conclusion: Competency Based Assessment
� Focus on the essential
behaviours required to perform a
specific job.
� Focussing on individual
differences in terms of work-
related constructs relevant to job performance.
� This contributes to keep tests fair and relevant as required by the
law.
Conclusion: Computerised Assessment
� In our modern society there is new
technology on the market every
day and everything is being
computerised in one way or
another as well as psychological testing.
� There is a lot of advantages to
computerized testing we just need
to make sure that it remains unbiased, ethical, valid and
reliable for our rainbow nation.
Conclusion: Challenges
� According to research the most
frequently cited hindrance to the
administration of psychological
tests is language.
� When administering individual
intelligence tests, psychologists
often argue that it is justifiable to
administer the measure in
English, irrespective of whether English is the first or second
language of the test-taker.
Continue...
Conclusion: Challenges
� It is important to determine
whether the performance on the
test reflects the testee’s actual
ability and not the testee’s
competence in the test language.
� Translation of a test is not a quick-
fix.
� Changing some wording in an
item/question can draw a question
mark over the construct, score and
predictive comparability.
Continue...
Conclusion: Challenges
� Other factors that need to be taken
into account: cultural and
environmental factors, age and
gender.
� Test anxiety has an effect on test
resuls.
� Anxiety can hamper a person’s test performance.
� Employees may also start to view tests
as unfair and invalid.
� Explain everything in simple terms.
“If you talk to a man in a language he understands, that goes to his head. If you talk to him in his
language, that goes to his heart.” Nelson Mandela
“ The most important single ingredient in the
formula of success is knowing how to get along with people” Theodore Roosevelt.
Crossword Competition