IOP 3701 ASSIGNMENT 2

QUESTION 1 Differentiate between inter-item consistency and inter-scorer (rater) reliability. (5) INTER- ITEM INTER-SCORER Based on the consistency of ratings of a single rater. Based on the consistency of ratings between more than one rater. Inter -item are applicable to items that have a multiple- choice format. Inter-scorer is applicable to open-ended questions, projective techniques and individual intelligence tests Applicable to measures with highly standardised procedures for administration and scoring Applicable to measures with limited standardisation of administration and scoring procedures – thus examiner variance can be a source of error Repeated ratings or scores by the same rater – indication of the degree of error of variance between such ratings for the particular rater Determined by having all the test takers’ test protocols scored/checked by two (or more) assessment practitioners Based on consistency of responses to all items Based on consistency of ratings between raters (scorers) QUESTION 2 The Employment Equity Act gives clear guidelines on the use of psychological assessment tools. Discuss. In your opinion, is the Act too restrictive or does it improve testing practices? Provide three reasons to support your response. (10) The Employment Equity Act (EEA) was passed in 1998 to regulate activities in the work context. The purpose of the employment equity act in the workplace is to: • Promote equal opportunity and fair treatment in employment through the elimination of unfair discrimination; and • Implement affirmative action measures to redress the disadvantages in employment experienced by designated groups, in order to ensure their equitable representation in all occupational categories and levels in the workforce. The Employment Equity Act specifically mentions psychological testing and other similar assessments. This study source was downloaded by from CourseH on :46:43 GMT -05:00 This