Test Developer - This may be a company, an individual, a school.There are generally three parties involved in testing according to the Standards for Educational and Psychological Testing, though this could become four: Self-administered, scored, and interpreted tests, such as data base user qualification tests.Objective personality tests such as the MMPI2 or PAI.Readiness tests such as the Metropolitan Readiness Tests.Individual intelligence tests such as the WAIS and WISC.LD and neuropsychology tests such as the Halstead Reitan Battery.Ability and preference tests such as the Myers-Briggs.Group educational tests such as the California Achievement Test.There are basically seven types of tests: Behavioral observations may be used clinically (such as to add to interview information or to assess results of treatment) or in research settings (to see which treatment is more efficient or as a DV).How does the person act? Nervous, calm, smug? What they do and do not do? Do they make and maintain eye contact? How close to you do they sit? Often, behavior observations are some of the most important information you can gather.Interviews can be used for clinical purposes (such as the SCID-R) or for research purposes (such as to determine moral development or ego state). Examples of open questions are "What was happening in your life when this problem started? How did you feel then? How did this all start?" Open interviews are better suited for general information gathering. Unstructured interviews often use open questions, which ask for more explanation and elaboration on the part of the client. Unstructured interviews are better suited for general information gathering, and structured interviews for specific information gathering. Unstructured - Other interviews can be less structured and allow the client more control over the topic and direction of the interview.Examples of closed questions are "When did this problem begin? Was there any particular stressor going on at that time? Can you tell me about how this problem started?" Closed interviews are better suited for specific information gathering. Often Structured interviews use closed questions, which require a simple pre-determined answer. It is broken up into different sections reflecting the diagnosis in question. It is designed to provide a diagnosis for a client by detailed questioning of the client in a "yes/no" or "definitely/somewhat/not at all" forced choice format. Structured - The SCID-R is the Structured Clinical Interview for the DSM-III-R and is, as the name implies, an example of a very structured.There are really two kinds of Interviews, structured or unstructured.situation - Is the client cooperative? Is their participation voluntary? For what purpose is the interview conducted? Where is the interview conducted?.para-verbal- how does the client speak? At normal pace, tone, volume, inflection? What is their command of English, how well do they choose their words? Do they pick up on non-verbal cues for speech and turn taking? How organized is their speech?.verbal and face-to-face - what does the client tell you? How much information are they willing/able to provide?.Below are several aspects in which to view an interview. Note that an interview can be conducted in many ways and for a variety of purposes. This allows us to quickly understand what they are like in general, and to assess the presence of other relevant characteristics based upon people similar to them. These are the act of placing a person in a strictly or loosely defined category of people. The point of assessment is often diagnosis or classification. Is less routine and inflexible, more individualized.Produces results that can not be evaluated solely on psychometric grounds.Requires the examiner to consider, evaluate, and integrate the data.Contributes to some decision process to some problem, often by redefining the problem, breaking the problem down into smaller pieces, or highlighting some part(s) of the problemTypically does not involved defined procedures or steps.Maloney and Ward (1976) offer that assessment A psychological assessment is the attempt of a skilled professional, usually a psychologist, to use the techniques and tools of psychology to learn either general or specific facts about another person, either to inform others of how they function now, or to predict their behavior and functioning in the future.
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