Legal Issues in Assessment

66 Test bias In the past, test content has expressed a preference for middle-class whites. Care should be taken to ensure that reviews are properly standardized for clients and that the results are interpreted in a way that takes into account the customer context. Progress has been made in creating more minority-sensitive assessments. 64 Test User Qualifications, ACA Standards for Test User Qualification, continued. Ability to review, select and manage appropriate tests for clients/students and the context of counselling practice. Skills in test management and interpretation of test results. Knowledge of the impact of diversity on test accuracy, including age, gender, ethnicity, race, disability and language differences. Knowledge and skills in technically responsible treatment of evaluation and evaluation practices. The youth must always sign the consent form so that a program can also share information with their parents or guardians. The program must only receive the parent`s signature in addition to the adolescent`s signature if the program is required by state law to obtain parental permission before treating the adolescent (§ 2.14). (“Parent” includes the parents, guardians or other persons legally responsible for the minor.) 11 E.4. Consultants disclose assessment data in which the client is identified only with the consent of the client or his legal representative. This data will only be disclosed to persons recognized by the consultants as qualified to interpret the data.

27 E.10. Evaluation security advisors maintain the integrity and security of tests and other assessment techniques in accordance with legal and contractual obligations. Consultants shall not appropriate, reproduce or modify published journals or any part thereof without the permission of the publisher. Job-related assessments Tests and assessments are only useful if they measure criteria directly related to job performance. This is also necessary for regulatory compliance. In the selection process, the greatest benefit of using assessments is that it uses the information to predict candidates` future performance. The ability to do so is not an intrinsic quality of a test. This lies in the relationship between test results and job execution results, and this must be proven by a validation search. 3.

Content of Articles – Although a device cannot be designed as a medical test or assessment, it is important to ensure that none of the items (questions) contained in the device constitute a “medical examination” of the presence, nature or severity of a disability if it is to be used at the pre-offer stage. (e.g. Sometimes I was so depressed that I sought professional advice.) 23 E.8. Multicultural Issues / Diversity in EvaluationAdvisors cautiously use assessment techniques that have been standardized for populations other than the client. Counsellors recognize the effects of age, colour, culture, disability, ethnic group, gender, race, language preference, religion, spirituality, sexual orientation and socioeconomic status on test administration and interpretation, and put test results in perspective with other relevant factors. 16 E.6.a. Suitability of toolsConsultants carefully consider the validity, reliability, psychometric limitations and suitability of the instruments when selecting assessments. If a young person is threatening to harm themselves or others and the program faces conflicting moral and legal obligations, they may do one of the following: This is a general overview of the main legal considerations. It is not a substitute for professional legal advice. The appropriate legal counsel should be consulted before such decisions are made. 1.

The purpose of the test – tools that measure the basic characteristics of cognitive abilities, interests, personality, honesty and habits provide information directly related to the success of a job. Instruments that measure things such as psychosis, neuroses, physical or mental disabilities or other pathological problems are prohibited in the pre-offer phase of a selection process. Medically oriented tests may be performed after a job offer. 47 Standard 9.08 Psychologists refrain from basing their assessment, intervention decisions or recommendations on outdated test results and measures that are not useful for current purposes 8 E.2.c. Consultants are responsible for making decisions with individuals or policies based on evaluation findings, have a thorough understanding of educational, psychological and professional measures, including validation criteria, evaluation research and guidelines for the development and use of evaluations. 6 E.2.a. Limitations of competence Consultants shall only use the testing and evaluation services for which they have been trained and shall be competent. Consultants who use technology-enhanced test interpretations are trained in the construction to be measured and the specific instrument used before using its technological application. The counsellor must take reasonable steps to ensure that psychological and vocational assessment techniques are properly applied by the persons under their supervision.