The Occupational Personality Questionnaire (OPQ32) will be used to measure applicant’s behavioural flexibility (see selection matrix). The test will be given in full and subscales for behavioural flexibility, conscientiousness, extroversion, and openness to new experiences will be formulated. However, initially only the relevant behaviour flexibility components sub score will be utilised. A detailed manual is provided which outlines among other things tests administration, procedure, scoring, norms, and reliability and validity.
The standardised procedures for test administration replicates the standards of which the test was normed. Normative data was generated with a large and diverse sample and is provided for gender, age, job, and the …show more content…
The test will not be given in full. Only the relevant written comprehension and expression measures will be used. A detailed manual is provided which outlines among other things tests administration, procedure, scoring, norms, and reliability and validity. The standardised procedures for test administration replicate the standards of which the test was normed. Normative data was generated with a large and diverse sample and is provided for gender, age, and time vs non timed tests; no normative data however is provided for the New Zealand specific location. The measure indicates good internal consistency (Alpha: high .80s- low .90s) and test re-test reliability (r=.72-.78). Information is provided regarding criterion-related, content, and construct …show more content…
Explicit informed consent will be collected from applicants before they engage in any psychometric testing. All psychometric tests used are job relevant and this able to be justified through their measurement of competencies identified by a detailed Job Analysis. Feedback of test results is provided by a knowledgeable individual with appropriate explanations, interpretations and identifications of test limitations and tasks within this process will not be given to persons not competent and knowledgeable enough to complete. Comparatively, results will be complete, clearly reported and the psychometric tools uses will be solely for this measurement purpose by knowledgeable individuals and stored safely to prevent miss use or wide spread accessibility. A person’s rights to privacy and the limits of confidentially information surrounding the processes will be outlined. The foreseeable test use, collecting and safely storing informational only relevant to the selection process, will be outlined. Additionally, the limits of confidentially: diminished capacity, urgent need, legal requirement, client or public safety will be outlined. Should this occur knowledge of this will be provided to the person in a timely
The standardised procedures for test administration replicates the standards of which the test was normed. Normative data was generated with a large and diverse sample and is provided for gender, age, job, and the …show more content…
The test will not be given in full. Only the relevant written comprehension and expression measures will be used. A detailed manual is provided which outlines among other things tests administration, procedure, scoring, norms, and reliability and validity. The standardised procedures for test administration replicate the standards of which the test was normed. Normative data was generated with a large and diverse sample and is provided for gender, age, and time vs non timed tests; no normative data however is provided for the New Zealand specific location. The measure indicates good internal consistency (Alpha: high .80s- low .90s) and test re-test reliability (r=.72-.78). Information is provided regarding criterion-related, content, and construct …show more content…
Explicit informed consent will be collected from applicants before they engage in any psychometric testing. All psychometric tests used are job relevant and this able to be justified through their measurement of competencies identified by a detailed Job Analysis. Feedback of test results is provided by a knowledgeable individual with appropriate explanations, interpretations and identifications of test limitations and tasks within this process will not be given to persons not competent and knowledgeable enough to complete. Comparatively, results will be complete, clearly reported and the psychometric tools uses will be solely for this measurement purpose by knowledgeable individuals and stored safely to prevent miss use or wide spread accessibility. A person’s rights to privacy and the limits of confidentially information surrounding the processes will be outlined. The foreseeable test use, collecting and safely storing informational only relevant to the selection process, will be outlined. Additionally, the limits of confidentially: diminished capacity, urgent need, legal requirement, client or public safety will be outlined. Should this occur knowledge of this will be provided to the person in a timely