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PSY 640 Assessment Guide The University of Arizona Global Campus PSY 640: Psychological, Essays (university) of Financial Accounting

PSY 640 Assessment Guide The University of Arizona Global Campus PSY 640: Psychological testing and Assessment TABLE OF COTENTS 1. Introduction and Overview 2. Tests of Intelligence 3. Tests of Achievement 4. Tests of Ability 5. Neuropsychological Testing 6. Personality Testing 7. Industrial, Occupational, and Career Assessment 8. Forensic Assessment 9. References Introduction and Overview A test is a standardized procedure for sampling behavior and describ

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PSY 640
Assessment Guide
The University of Arizona Global Campus
PSY 640: Psychological testing and Assessment
TABLE OF COTENTS
1. Introduction and Overview
2. Tests of Intelligence
3. Tests of Achievement
4. Tests of Ability
5. Neuropsychological Testing
6. Personality Testing
7. Industrial, Occupational, and Career Assessment
8. Forensic Assessment
9. References
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PSY 640

Assessment Guide The University of Arizona Global Campus PSY 640: Psychological testing and Assessment TABLE OF COTENTS

  1. Introduction and Overview
  2. Tests of Intelligence
  3. Tests of Achievement
  4. Tests of Ability
  5. Neuropsychological Testing
  6. Personality Testing
  7. Industrial, Occupational, and Career Assessment
  8. Forensic Assessment
  9. References

Introduction and Overview A test is a standardized procedure for sampling behavior and describing it with categories or scores (Gregory, 2014, p.1.2). A psychological test used scientific methods to gain a deeper understanding of emotional, behavioral, and cognitive functioning. There are different types of techniques used to form a hypothesis about an individual’s behavior, capabilities, and personality. Tests can include behavioral checklist, observational sessions and clinical interviewing: “most tests will include a standardized procedure; behavior sample; scores or categories; norms or standards and a prediction (Gregory, 2014, p. 1.2). 1.1 Psychological Assessment Some people may consider that a test and an assessment is the same thing, however there is important difference between the two. “Assessment is a more comprehensive term, that refers to the entire process of compiling information about a person and using it to make inferences about characteristics and to predict behavior (Gregory, 2014, 1.3). A psychological assessment has been crucial factor in mental health evaluation ( Pitrowski, 2019). 1.3 Types of Tests The types of test that can be administer can vary depending on what is the goal of measurement and it can determine Intelligence quotient ( IQ), personality, and behavioral factors ( Pitroski,2019). Many school psychologists, employers, and some court pf law used assessment

Psychologists Family Friends Educators 1.6 Culture and also testing culture diversity When a examiner of a psychological assessment, have to consider culture to being a problem when testing different groups of people. People of different cultures may have a different understanding of a concept. Examiners have to consider culture to being an issue during a psychological assessment. Culture is not monolithic (Gregory,2014). When an examiners speaks a different language than the examinee this could negatively impact the test results and lead to misleading results. A example of this can be a test the is only available in one language. The clinician should have some knowledge of the patient’s cultural identity, and the use of a cultural consultant may be appropriate to avoid biases and misdiagnosis (Lu, Lim, Mezzich, 2018, p.1). Other consideration are: Evaluators own cultural identity Assessors attitudes Investigators beliefs toward ethnic minorities Test administrators should acquire certain skills in interviewing depending on the person’s background Use of interpreter, if necessary.

2 Intelligence Test

2.1 Intelligence

“Intelligence is understood as “mental quality that consists of the abilities to learn from experience, adapt to new situations, understand and handle abstract concepts, and use knowledge to manipulate one’s environment” (Stenberg, n.d., p.1). Intelligence tests are the most common tool used to measure the general mental ability of individuals in intelligent behaviors. Intelligence refers to the verbal comprehension, perception, or reasoning to determine academic work or certain occupations (Gregory, 2014). There are types of intelligence test which are individual test, group test, and non-verbal intelligence test. Individual test is where individuals are tested at a time. Then the group test is when a group of individuals are tested at one time. Next is the verbal test which uses language, paper and pencil. Some examples of different types of intelligence test are Woodcock Johnson III test od Cognitive Abilities, Differential Ability Scales, Standford- Binet Intelligence Scale, Universal Nonverbal Intelligence Wechsler Intelligence Scale for Children (WISC-V). Although the definition of intelligence have many different variation, this one is the general criteria. Intelligence assessments are used in several occupations, schools, and employers. One of the most common test used in this class of test are Sternberg’s triarchic theory of intelligence. Resources to find out more information on different intelligence test: http://www.minddisorders.com/Py-Z/Stanford-Binet-Intelligence-Scale.html

Test-4 (WRAT-4). “Achievement tests commonly have several subtests, such as reading, mathematics, language, science, and social studies (Gregory,2014). Wechsler Individual Achievement Test-II (WIAT-III)- This test is aimed for children age four through adults age fifty. Also, this test consists of sixteen subtests and are section out into seven composites, oral language, total reading, basic reading. Reading comprehension and fluency, written expression, mathematics, and math fluency. This test allows for a comparison of achievement versus intelligence which can show if one has any learning disabilities. Wide Range Achievement Test-4- This assessment is used for ages five through ninety-four. This assessment is used to look at word reading-letter and word recognition by correct pronunciation, sentence comprehension- being able to comprehend ideas and information into sentences, and math computation. However, this assessment does not pinpoint specific achievement disabilities. For more Resources to find out more information about Wide Range Achievement Test- (WRAT-4): Wide Range Achievement Test- Psychological Assessment Resources. Gary S. Wilkinson, PhD. www4.parinc.com/webuploads/ppt/wrat4.ppt WRAT4 Overview- Cure LifeWorks Gary S. Wilkinson, PhD. And Gray J. Robertson, http://www.curelifeworks.com/wp/content/uploads/2014/03/WRAT4_Achievement_Test _ Overview.p Resources to find out more information about Wechsler Individual Achievement Test- II (WIAT- III):

http://www.school-psychology.com.au/blog/wechsler-individualachievement-test-wiat/ http://www.myschoolpsychology.com/WIATII.pdf

2.3 Test of Ability

A test of ability is an assessment are used to evaluate two individuals normally do with the work environment completing various task and how to adopt to changing situations. This test essentially measures individuals understanding. Examiners want to know what the individual (participants) knows how to determine future assessments. Once the administrator understands their level, they will assess placement or further screening (Gregory, 2014). This test can be administered to one individual or to a group of participants. Using either method can come both advantages or disadvantages. Some examples of these test are Multidimensional Aptitude battery- II ( MAB-II) , Multilevel Battery: The Cognitive Abilities Test (CogAT), and Raven’s Progressive Matrices (RPM). Test administered: Critical Thinking Diagramming

This test is designed to measure psychological function of particular brain structure or pathway. These tests are commonly used to determine whether an individual has a brain dysfunction (Gregory,2014). Also, neuropsychological tests can be used to study the brain-behavior relationships (Gregory,2014). “Neuropsychologists have identified several kinds of attention, including the following types Orienting, Selective, Divided, and Sustained” (Gregory, 2014). Taking a neuropsychological test is expensive, and often can take up to several hours to complete, because this assessment is meant to push people to their limits. Neuropsychological tests can even identify a traumatic brain injury, damaged in the brain injury, etc. Tests administered: Tests for attention span and memory Tests for language and speech skills Test for reasoning, planning, and organizing skills More about the subject of intelligence is available, see below: No Author. (2018). Neuro Assessment & Development Center. Neuropsychological Assessment https://www.neurodevelop.com/neuropsychological_testing Peterson, T. (2015). BeyondBookSmart. Neuropsychological Testing: What is it and when is It needed? https://www.beyondbooksmart.com/executive-functioning- strategies/blog/neuropsychological-testing-what-is-it-and-when-is-it-needed No Author. (2016). University of North Carolina at Chapel Hill School of Medicine. Neuropsychological Evaluation FAQ https://www.med.unc.edu/neurology/divisions/movement/disorders/npsycheval

2.5 Personality Test

Personality test are commonly used for employment proposes. A personality test measures the traits, qualities, or behaviors that determine a person’s individuality; such tests include checklist, inventories, and projective techniques (Gregory, 2014,). This test seeks to determine the traits of one’s personality. Psychologist my recommend an autobiographical data, employment interview, cognitive ability tests, personality, temperament, motivation tests, paper- and- pencil integrity tests, sensory, physical, dexterity tests, work sample, and situational tests. Some examples of different kinds of personality test: Myers Briggs Type Indicator (MBTI) is a easy to take assessment that offers an insight into types of philosophies available to society involving sixteen different evaluations furnished as time tables. Wonderlic Contemporary Cognitive Ability Test (2007 revised version of the Wonderlic Personnel Test-Revised ) which is a great general mental ability test however there is an concern about the examinees whose native language is not English will be unfairly penalized on the test (Belcher, 1992). The Wonderlic has a heavy reliance on speed and that the points are added for subjects aged 30 and older to compensate for the well-known decrement in speed that accompanies normal aging (Gregory,2014).

Industrial, Occupational, and Career Assessment are the type of assessment that looks at behavior in the workspace or better known as “the process of gathering information that is used to better understand a client and his or her educational or career situation” (Career Assessment, n.d., p.1). “From the standpoint of criterion-related validity, the logic of personnel selection is seductively simple. Whether in a large corporation or a small business, those who select employees should use tests or assessments that have documented, strong correlations with the criterion of job performance, and then hire the individuals who obtain the highest test scores or show the strongest assessment results” (Gregory, 2014). Some tests that are administered are: Career Assessment Survey, Scales, Questionnaires, such as Kuder Career Assessments which includes three sections “ten interest scales and provided test takers with scores that indicate their similarities to one hundred occupations and forty college careers” (Kuder Career Assessment, n.d., p.1) Work sample is when the examinee must complete a compact work sample in a manageable time period. This can allow each applicant to be able to demonstrate what skills that have to perform at the potential employer.

Resources for more information: https://www.opm.gov/policy-data-oversight/assessment-and-selection/other- assessment-methods/work-samples-and-simulations/ http://open.lib.umn.edu/humanresourcemanagement/chapter/11-2-appraisal- methods/ https://www.careers.govt.nz/resources/career-practice/career-theory- models/krumboltzs-theory Conlan, C. (2018). Moster. 10 awesome free career self-assessment tools on the Internet Retrieved from: https://www.monster.com/career-advice/article/best-free- career-assessment-tools U.S. Department of Labor Employment and Training Administration. (2006). TESTING AND ASSESSMENT: A GUIDE TO GOOD PRACTICES FOR WORKFORCE INVESTMENT PROFESSIONALS Retrieved from: https://www.onetcenter.org/dl_files/proTestAsse.pdf No Author. (n.d.). Career Research. Career Assessment. Retrieved from: http://career.iresearchnet.com/career-assessment/

2.7 Forensic Assessment

https://ac.els-cdn.com/S0887617797000206/1-s2.0-S0887617797000206-main.pdf? _tid=865cb043-8909-4ddb-a http://criminal-justice.iresearchnet.com/forensic-psychology/structured-interview-of- reported-symptoms-sirs/ https://www.concept-ce.com/sirs-2-not-useful-sirs-identifying-feigned-psychopathology/ https://www.mhs.com/MHS-Assessment?prodname=tomm https://academic.oup.com/acn/article/28/1/21/ References Jenco, M. (2020). Study: Black children’s autism diagnosis typically delayed 3 years. Retrieved from https://www.aappublications.org/news/2020/08/25/autismdiagnosisdelay Benson, E. (2003). American Psychological Association. Intelligent intelligence testing Retrieved from: http://www.apa.org/monitor/feb03/intelligent.aspx Chang, Y., & Chamberlain, J. (2013). Burden of proof in a retrospective competency to stand trial hearing. Journal Of The American Academy Of Psychiatry And The Law , 41(4), 599-601. Chauhan, P., Warren, J., Kois, L., & Wellbeloved-Stone, J. (2015). The significance of combining evaluations of competency to stand trial and sanity at the time of the offense. Psychology, Public Policy, And Law, 21(1), 50-59. doi:10.1037/law

Drayton, M. (2009). Oxford Academic. The Minnesota Multiphasic Personality Inventory-2 (MMPI-2) Retrieved from: https://academic.oup.com/occmed/article/59/2/135/ Framingham, J. (1995-2018). Psych Central. Minnesota Multiphasic Personality Inventory (MMPI). Retrieved from: https://psychcentral.com/lib/minnesota- multiphasicpersonality-inventory- mmpi/ Framingham, J. (1995-2018 ). Psych Central. Types of Psychological Testing Retrieved from: https://psychcentral.com/lib/types-of-psychological-testing/ Gregory, R. J. (2014). Psychological testing: History, principles, and applications (7th ed.). Boston, MA: Pearson. Hoge, S. K. (2016). Competence to stand trial: An overview. Indian Journal Of Psychiatry , 58S187-S190. doi:10.4103/0019-5545. Karen L. Ustad, a., Richard Rogers, a., Kenneth W. Sewell, a., & Charles A. Guarnaccia, a. xxi(1996). Restoration of Competency to Stand Trial: Assessment with the Georgia Court Competency Test and the Competency Screening Test. Law And Human Behavior , (2),

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Cox, A., Pant, H., Gilson, A., Rodriguez, J., Young, K., Kwon, S., & Weed, N. (2012). Effects of Augmenting Response Options on MMPI–2 RC Scale Psychometrics. Journal of Personality Assessment, 94(6), 613–619. Geisinger, K. F. (2015). Some conclusions regarding the testing of Hispanics: A look at the past, the present, and the future. In K. F. Geisinger (Ed.), Psychological testing of Hispanics: Clinical, cultural, and intellectual issues., 2nd ed. (pp. 309–316). American Psychological Association. Hogan, J., & Hogan, R. (1986). Hogan Personnel Selection Series. Krumboltz, J. D. (1994). The Career Beliefs Inventory. Journal of Counseling & Development, 72(4), 424–428. Matthews, T. D., & Lassiter, K. S. (2007). What does the Wonderlic personnel test measure? Psychological Reports , 3, 707. Piotrowski, C. (2019). Current research emphasis in the field of psychological assessment: A panorama of investigatory domain. North American Journal of Psychology, 21(3), 583–

Sternberg, R. J. (1997 ). Intelligence and lifelong learning: What’s new and how can we use it? American Psychologist, 52(10), 1134–1139.