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Development of a new selection strategy for psychometric assessment in the organization involves
professional and ethical aspects which need to be considered to ensure fair assessments.
The following relates to ethical and professional practice:
It is based on the International Test Commission’s International Guidelines on Test Use, fair
assessment and practice.
Assessment measures and assessment results should be applied and used in a fair, professional and
ethical manner.
The needs and rights of the people being assessed should be regarded with the utmost concern.
The predictor used should closely match the purpose for which the assessment results will be used.
Moderating factors that result from the social, political and cultural context of the assessment should be
taken into account, especially considering how these factors may impact on the assessment results.
Fair and ethical professional practice should be regulated in 3 areas:
Test classification, training and registration categories.
Test classification
The APA proposes guidelines for test classification to ensure that only qualified persons have access and
are able to use the tests. The test regulation includes how and by whom the instruments may be used,
therefore ensuring that these tests aren’t used by unethical persons for the wrong reasons.
The American Psychological Association (APA) proposed guidelines for the classification of tests that are
still relevant today. Assessment measures were classified as:
A-level tests - No psychology registration is required to administer A-level tests.
B-level tests - Knowledge of test construction and training in statistics and psychology is required to
use B-level tests. Advanced training and supervision of a qualified psychologist may also be required.
C-level tests – Substantial understanding of test construction and moderating and contextual factors are
required. Supervised experience should be obtained during training in order to be competent in
administering, scoring and interpreting these measures. Typically at least a Master’s degree is required.
, These tests are under the control of a Psychologist and they may also be used by psychometrists with strict
parameters. Psychometrists can’t use neuropsychological, clinically diagnostic or projective tests.
Training and Registration Categories
The Professional Board for Psychology distinguishes between a Psychometrist and a Psychologist.
Psychometrists – in order to register as a Psychometrist an honours degree in Psychology is required. An
appropriate supervised practicum minimum of six months in psychological testing and assessment and the
guidance and supervision of a senior psychologist is also required. Lastly, 70% should be obtained in the
examination of the Professional Board for Psychology.
Psychologists – requires a Masters’ degree with 12 months internship in various IO Psychology or
human-resources activities.
The ethical principles that are imperative are:
The right to privacy. Any report on a test-taker’s assessment results should contain only information that is
relevant to the purpose of the assessment. It is very important to communicate the purpose of the
assessment prior to communicating the results. The results should be communicated in a manner only in
line with the purpose of the assessment.
Protection of the confidentiality of the information obtained during the testing. Personal information may
be released to someone else only if the test-taker has given unambiguous consent in writing.
Written informed consent in a language that the test taker understands. The test-taker should give
consent to who can access to the test results and it must be in a language that the test-taker understands.
The test-taker must have a good knowledge and be informed prior to the assessment of the nature, scope
and purpose of the assessment.
Psychological data may only be released under certain circumstances according to the ethical rules of
conduct for registered practitioners under the Health Professions Act 56 of 1974.
The ITC highlights the Assessor’s responsibility to ensure they use the tests ethically and have the required
training and experience.
There are four goals of Affirmative Action (AA):
1. Correct present inequities. If one group has more than its fair share of jobs or educational
opportunities because of current discriminatory practices, then the goal is to remedy the inequity and
eliminate the discriminating practices.
2. Compensate past inequities. Even if current practices are not discriminatory, a long history of past
discrimination may serve to put members of a previously disadvantaged group at a disadvantage.
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