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73 Cards in this Set
- Front
- Back
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Interest inventories
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Determines likes and dislikes from a career perspective; good at predicting job satisfaction
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Strong Interest Inventory (5)
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-General Occupational Themes
-Basic Interest Scales -Occupational Scales -Personal Style Scales -Response Summary |
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General Occupational Themes
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Uses 3 letter code based on Holland’s theory of personality type (RIASEC)
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Basic Interest Scales
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Identify broad areas of interest in 30 areas
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Occupational Scales
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Compares interests to those of others with the same job
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Personal Style Scales
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Assess work style, learning environment, leadership style, risk taking, and team orientation
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Response Summary
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Provides a percentage breakdown of the client’s responses across all six interest areas measured by the Strong
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Self-directed Search
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Self administered, scored, and interpreted test that was created by Holland and uses his personality types
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COPSystem
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Three instruments that measure interests, abilities, and values
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COPS
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Assess interests along career clusters
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CAPS
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-Measures abilities in the work environment that relate to career clusters
-Measures abilities across 8 different dimensions |
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COPES
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Values in job selection related to career clusters
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Multiple aptitude tests (4)
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Measure abilities and predict success in several fields
-Factor analysis -ASVAB -DAT -DAT PCA |
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Factor analysis
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Helps developers determine differences and similarities between subtests
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ASVAB
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Measures many abilities required for military and civilian jobs
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DAT
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Measures abilities and interests to assist with career decision making
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DAT PCA
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Often used by employers to assess ability
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Special aptitude tests (4)
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Designed to predict success in a vocational area
-Clerical aptitude tests -Mechanical aptitude tests -Artistic aptitude tests -Musical aptitude tests |
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Clerical aptitude tests
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Used for screening applicants for clerical jobs
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Mechanical aptitude tests
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Measure ability to learn mechanical principles and manipulate mechanical objects
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Artistic aptitude tests
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Frequently used for art school submissions
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Musical aptitude tests
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Assess knowledge of music
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Clinical assessment
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Assessing clients with the clinical interview, informal assessments, objective/ projective tests
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Purposes of clinical assessment
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-To help clients gain greater insight
-Aid in case conceptualization -Assist in making decisions about use of meds -To assist in court decisions -To assist in job placement decisions -Aid in diagnostic decisions for health related problems -To identify individuals at risk |
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Objective personality tests
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Paper and pencil tests to assess various aspects of personality
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MCMI
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used to assess personality disorders and clinical symptomatology
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PAI
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Aid in making diagnosis, treatment planning, and screening for psychopathology
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BDI-II
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Quick and easy method to assess depression
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MBTI
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Popular method to assess normal personality; based on Jung’s psychological types
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16PF
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Based on Cattell’s 16 bipolar personality traits
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NEO PI-R
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Uses the Big Five model to assess personality differences
-Openness -Conscientiousness -Extraversion -Agreeableness -Neuroticism |
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Coopersmith's SEI
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Assesses self-esteem of children in relation to general self, peers, parents, and school
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SASSI
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A subtle instrument to screen for substance dependence
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Projective testing
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Responses to stimuli used to interpret personality factors
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TAT
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Clients create a story based on cards with vague pictures; based on Murray’s need-press personality theory
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Bender Gestalt II
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Assists in identifying developmental, psychological, or neurological deficits
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Drawing tests
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Quick, simple, and effective projective tests
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Sentence completion tests
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Can reveal unconscious issues, but validity and reliability information is unavailable
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Informal assessment
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"Homegrown" methods developed to meet specific needs
-Observation -Rating scale -Classification methods -Environmental assessment |
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Benefits of informal assessment (5)
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1. Increase the ability to understand the whole person
2. Assess the exact attribute we want to measure 3. Can be developed/ gathered in a short time 4. Informal assessment procedures are non intrusive 5. Free or low cost 6. Easy to administer and interpret |
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Observation
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Conducted by professionals, significant others, or clients themselves
-Event sampling -Time sampling -Event and time sampling |
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Event sampling
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Observing a targeted behavior with no regard to time
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Time sampling
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Observing behaviors during a set amount of time
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Event and time sampling
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Observing a targeted behavior for a set amount of time
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Rating scales
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Subjective quantification of an attribute or characteristic
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Halo effect
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Overall impression of client causes inaccurate rating
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Generosity effect
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Identification with client causes inaccurate rating
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Numerical scales
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Statement or question followed by a number line
-Likert scales -Semantic differential scale -Rank order |
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Likert-type scales
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Items rated on same theme, anchored by numbers and a statement
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Semantic differential scale
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Number line with opposite traits at each end
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Rank order
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A method for clients to order their preferences
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Classification methods
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Information regarding presence or absence of attribute
-Behavior checklists -Feeling word checklists |
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Behavior checklists
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Type of classification method that assesses behaviors
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Feeling word checklists
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Type of classification method that assesses feelings
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Environmental assessment
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Collecting information from a client’s home, school, or workplace via observation or self-reports
-Direct observation -Situational assessments -Sociometric assessment |
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Direct observation
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An environmental assessment through observation
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Situational assessment
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Role play to determine how individual might act
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Sociometric assessment
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Used to assess the social dynamics of a group
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Environmental assessment instruments
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Used with observation and more rigorously constructed than other informal instruments
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Records and personal documents
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Shed light on beliefs, values, and behaviors of the client
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Biographical memories
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Detailed picture of the client’s life
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Cumulative records
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Collected documentation from a school, employer, or mental health agency
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Ancedotal information
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Subjective comments or notes in client’s records regarding usual patterns or typical behaviors
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Records and Personal Documents
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Shed light on beliefs, values, and behaviors of the client
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Biographical memories
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Detailed picture of the client’s life
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Cumulative records
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Collected documentation from a school, employer, or mental health agency
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Ancedotal information
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Subjective comments or notes in client’s records regarding usual patterns or typical behaviors
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Autobiography
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Asking a client to write his or her life story
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Journals and diaries
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Having clients log their daily thoughts, actions, and dreams
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Genogram
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Map of client’s family relationships and relevant history
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Performance based assessment
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Assessment procedures based on real-world responsibilities
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Portfolio assessment
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Performance based assessment often found in higher education
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Test worthiness of informal assessment
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-Validity: based on a clearly defining set of behaviors
-Reliability: based on interrater ability, which is agreement of consistency among two or more evaluators -Cross-cultural fairness: possibility of bias must be recognized and addressed -Practicality: informal procedures are inexpensive, easy to administer, and easy to interpret |
