Reliability of Results for the Clerical Test and Work Samples

________ implies that a performance appraisal system is capable of distinguishing effective from ineffective performers. A. Relevance B. Sensitivity C. Reliability D. Acceptability Correct:

All students were required to administer the WJ III COG 4 times, first to a classmate, and then 3 more times to volunteers. The first administration for each student was not considered for the study, which produced 108 testing administrations. These administrations and scores were then examined by advanced level graduate students taught by the same professor. The instrument used for scoring the administrations was a checklist first created by Schermerhorn and Alfonso, and was designed to record the frequency and types of errors made during the administration and scoring of the test (Ramos, 2009, pp. 653).

Why is internal consistency such an easy way to assess reliability from a methodological perspective?

• Marking can be fast but some standardisation of interview procedure is needed to ensure reliability and validity.

A reliable assessment denotes reliability in assessment (consistent in its method’s) and one in which usually determines similar outcomes. Evidence is crucial in backing up assessment. For example if a certain criteria are not observed/written down but the learner includes a piece of evidence that shows that they have covered the criteria in some form ,this then takes away the possibility of repetition and offers a more holistic outlook on assessment. It also enables the candidate to be more creative and for the work to feel more universal well rounded. Evidence is judged if it meet’s the edexcel awarding body standards or guidelines. Assessment in work place you should take into account busy periods, health and safety and time factors. 3 UNDERSTAND HOW TO PLAN ASSESSMENTS When planning assessments many factors need to be considered including (example), standards, time factor, recognising prior learning. Different ways of recording evidence, learner’s required needs if any, criteria and where possible use technology for recording. Evidence can take the form of being authentic, sufficient and current. Sufficient evidence relates to the amount of evidence which eventually satisfies that the person being assessed is competent across all elements according to the performance criteria. Evidence may be used from different sources such as oral or written ,witness statements or observations,video,paperless portfolio, computer based which can enable

This test is used eliminates candidates potential to use mental processes to solve work-related problems. Validity test is a general cognitive test that is good predictors if the candidate is able to perform the job; however, more complex jobs the better test results the tester will have. This test has demonstrated to produce many valid outcomes such as performance and successful training as well as predict job performance for complex jobs. One of the disadvantages to this type of test is that it is time consuming to develop if not purchased off of the

6. What was the marital status mode for the subjects in the experimental and control groups? Provide both the frequency and percentage for the marital status mode for both groups.

A competent criterion-related validation study should be based on a sample that is reasonably representative of the work and candidate pool. Some example of tests that Tanglewood can to conduct and used for employment

Furthermore, only 100 of the 251 graduates passed the test. Because the purpose was to seek the e success percentages of failure on the NCLEX-RN, a quantitative retrospective design was suitable.

The student data file was used as the data source. The sample size included one hundred men and one hundred women. Thirty-five out of one hundred men had not declared for a degree. Fifteen out of one hundred women had not declared for a degree. The level of

In Psychological Test will be evaluated by Psychologist factors that related to job difficult and stressful in the performance.

It is always important to know the value, strengths, and weaknesses, of a company to make proper assessments

2 RELIABLE. How sure am I that the above are reliable, how do I know for sure that the work I am assessing is that candidates own work, some are obviously reliable e.g. observation because I can see it being done.

as the only way to access whether a person is suitable for the job is

Many organizations depend only on the result of the test without taking the reliability and validity into considerations, which that might lead to in hiring the wrong people. What is the difference between reliability and validity? “Reliability is the consistency and the stability of a selection measurement and validity is the degree to which a measure predicts on-the-job performance” (Green, 2003). For instance, the consistency of a test is made for to measure reliability and what kind of method to use to test the candidate is to measure validity. Since reliability and validity are both important aspects in the selection process, let’s look at several methods that are used in today’s industries.