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    Career Assessment

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    This document discusses various types of career assessments, including their history, psychometric properties, and uses. It covers reliability, validity, aptitude tests, interest inventories like the Strong Interest Inventory and Kuder, personality assessments like the 16PF, and ways to determine values and career maturity. The key aspects of career assessments discussed are their reliability, validity, appropriate use based on proven psychometrics, and ensuring applicability for diverse groups.

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    Career Assessment

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    589 views13 pages
    This document discusses various types of career assessments, including their history, psychometric properties, and uses. It covers reliability, validity, aptitude tests, interest inventories like the Strong Interest Inventory and Kuder, personality assessments like the 16PF, and ways to determine values and career maturity. The key aspects of career assessments discussed are their reliability, validity, appropriate use based on proven psychometrics, and ensuring applicability for diverse groups.

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    Career Assessment(2)

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    This document discusses various types of career assessments, including their history, psychometric properties, and uses. It covers reliability, validity, aptitude tests, interest inventories like the Strong Interest Inventory and Kuder, personality assessments like the 16PF, and ways to determine values and career maturity. The key aspects of career assessments discussed are their reliability, validity, appropriate use based on proven psychometrics, and ensuring applicability for diverse groups.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    589 views13 pages

    Career Assessment

    Uploaded by

    api-3781744
    This document discusses various types of career assessments, including their history, psychometric properties, and uses. It covers reliability, validity, aptitude tests, interest inventories like the Strong Interest Inventory and Kuder, personality assessments like the 16PF, and ways to determine values and career maturity. The key aspects of career assessments discussed are their reliability, validity, appropriate use based on proven psychometrics, and ensuring applicability for diverse groups.

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    Download as ppt, pdf, or txt
    of 13

    Career Assessment

    Part I
    Assessment
    • History
    – 1883 U.S. Civil Service Commission
    – 1940’s aptitude batteries
    • Psychometric Properties
    – Reliability
    • Types
    – Test retest reliability
    – Alternate forms reliability
    – Split half reliability
    Assessment
    • Peterson, Sampson, and Reardon (1991): Factors that
    impact stability (reliability)
    – The stability of the trait being measured
    – Group differences: race, ethnicity, gender etc.
    – Individual differences: genetic endowments, age etc.
    – The nature of performance for the variable being
    measured
    – The internal consistence of the test, how
    psychometrically sound is the test?
    • What is the problem with using a test that does not have
    proven reliability?
    Assessment
    • Psychometric Properties
    – Validity
    • Types
    – Content validity
    – Criterion validity
    • What is the problem with using a test that does not
    have proven validity
    • Assessment with minority groups
    – APPLICABILITY!
    – CHECK THE NORM SAMPLE
    Types of Assessment
    • Career Beliefs Inventories
    – Assess beliefs about careers and other factors
    • Career Beliefs Inventory
    • Career Thoughts Inventory
    • My Vocational Situation
    • Aptitude Tests
    – Assess potential and/or current ability
    • General Aptitude Test Battery (GATB)
    • The Differential Aptitude Test (GAT)
    • Armed Services Vocational Aptitude Battery
    (ASVAB)
    Types of Assessments
    • Academic Achievement
    – Assess present level of academic knowledge and ability
    • See page 218
    • Career Interest Inventories
    – Measures level of interest in occupations
    • The Strong Interest Inventory and the Kuder
    General Interest Survey are the most widely used
    interest inventories
    Interest Inventories
    • Kuder General Interest Survey
    – 1. Outdoor
    – 2. Mechanical
    – 3. Computational
    – 4. Scientific
    – 5. Persuasive
    – 6. Artistic
    – 7. Literary
    – 8. Musical
    – 9. Social Services
    – 10. Clerical
    Interest Inventories
    • Strong Interest Inventory
    – 1. General Occupational themes
    – 2. Basic Interest Scales
    – 3. Occupational Scales
    Assessment
    • Personality Variables
    – Determining fit with personality type and work
    environment is important
    – 16PF most widely used personality assessment in
    career counseling
    • Developed by Raymond Cattell
    • Currently in the 5th edition
    • 185 item test
    • 5th grade readability level
    • Can be hand or computer scored
    16 Personality Factor Questionnaire
    • Psychometrics
    – Test retest reliability .56 to .79
    – Internal consistency .64 to. 85
    • Interpretive Information
    – 16 primary factor scales
    – 5 global factor scales
    – 3 validity indices
    16 Personality Factor Questionnaire
    • Global Factors
    – Extraversion
    – Anxiety
    – Tough-Mindedness
    – Independence
    – Self-Control
    16 Personality Factor Questionnaire
    • Primary Scales
    – Warmth Vigilance
    – Reasoning Abstractedness
    – Emotional Stability Privateness
    – Dominance Apprehension
    – Liveliness Openness to Change
    – Rule-Consciousness Self-Reliance
    – Social Boldness Perfectionism
    – Sensitivity Tension
    Assessment
    • Determining Values
    – Work values
    – Lifestyle values
    • Career Maturity Variables
    – Measures vocational development
    • Computer assisted guidance assessment
    – Pros
    – Cons

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