ABOUT PSYCHOMETRIC TESTING

This item contains some introductory notes about psychometric testing, and also contains the text of the Council's local code of practice for using these tests. You can go straight to either part from the highlighted words in the previous sentence.

What are psychometric tests?

The term psychometric testing (sometimes called occupational testing or psychological testing) is used to describe a wide variety of tests ranging from complex scientific instruments such as personality questionnaires to basic work sampling such as a typing test. The Chartered Institute of Personnel and Development defines psychometric testing in this way:

"Tests which can be systematically scored and administered, which are used to measure individual differences for example in personality, aptitude, ability, attainment or intelligence, are supported by a body of evidence and statistical data which demonstrates their validity and are used in an occupational setting."

Normally detailed manuals providing the data necessary to establish the reliability and validity of the test as well as containing the normative information against which test results may be compared will accompany such tests. Such tests may be conducted using pen or paper or with the aid of a computer. They are commonly developed by occupational psychologists who will not supply the test unless the potential user can demonstrate an adequate level of competence in test use defined by the British Psychological Society (BPS).

All personnel staff using tests in Kensington and Chelsea have received training recognised by the BPS.

The scoring of these tests can be complex and will depend on what the test is attempting to measure. Some require specific answers and higher scores, in general, indicate better performance. Examples include tests of general ability such as numerical reasoning and tests of attainment, such as spelling. Other tests are purely comparative and have no right or wrong answers. They present a profile of the individual and include personality and interest inventories.

Other forms of testing include: team-building exercises; in-tray exercises; structured group discussions; individual creative work; job questionnaires and work sampling. They differ from the tests covered by the definition above in that they cannot usually be systematically scored since they are based on an assessor's judgement.

How does the Council use psychometric tests?

The Royal Borough uses psychometric tests in a variety of employment related areas. They are most commonly used in recruitment where they may be used in conjunction with one or more selection tools such as structured interviewing or may form part of an extended selection process such as an assessment centre. The Royal Borough does not use single tests as the sole basis for decision-making or as a screening process. Personality questionnaires are only ever used to provide additional information for selection interviews, and are always supplemented with data from alternative sources.

The Royal Borough makes use of psychometric tests in training and development also, where they can prove useful to assess training needs and development potential. Other areas where tests are used include team building, where they can be valuable in helping to develop an understanding of team dynamics and facilitate better working relationships.

Local Code of Practice on Psychometric Test Use

PSYCHOMETRIC TESTING

Local Code of Practice

1. Introduction

At the Royal Borough we use psychometric tests in various employment-related areas: chiefly recruitment and selection, but also in personal development and training. Saville and Holdsworth Ltd (SHL) produce most psychometric tests used in the Royal Borough, although other specialist companies provide some.

All psychometric tests must be used properly and responsibly. Tests must be used in the way and for the purpose for which they were designed, and the individuals who administer and interpret tests must be properly trained in their use.

The Royal Borough takes these responsibilities seriously, and is committed to good practice in this area, as defined especially by the various test publishers and by the Chartered Institute of Personnel and Development.

This Code has been produced to underline that commitment to good practice. This leaflet highlights the main issues, and sets out the standards that the Royal Borough looks to uphold. It is intended to be helpful locally to everyone involved in psychometric testing.

 2. Policy Statement

In the Royal Borough psychometric tests are used to enhance the quality and quantity of information available for recruitment and selection decisions. In the context of personal development and training, psychometric instruments are used to help people to gain insights and to increase their self-awareness. The Royal Borough is committed to the highest standards of practice in the use of all psychometric tests, in order to maximise the benefit to the organisation and the individual concerned, and to promote fairness and equality of opportunity for all.

3. Overall responsibilities for testing standards

Each test user ensures that he or she uses tests in the way and for the purpose for which the test was designed. Users ensure that testing activity accords with the instructions of the test publisher, and with this Code of Practice.

The Director of Personnel and General Services has a responsibility to monitor test use within the organisation, to ensure that good practice is being observed. If any questions or complaints are ever raised about the Council's use of psychometric tests in general, or about their use in specific instances, the Director has a responsibility to investigate and to act as appropriate.

4. Staff using tests

The Royal Borough recognises that knowledge and experience are needed in order to use psychometric tests properly, and has invested in appropriate training for staff using these tests. In the Royal Borough, tests are administered and assessed only by people with the relevant qualifications. Some test publishers, such as SHL, stipulate that test users undertake training recognised by the British Psychological Society, and the Royal Borough ensures that only appropriately trained staff administer and assess these tests.

5. The correct use of tests

Psychometric tests should be used only for the purposes for which they were designed, and in the Royal Borough care is taken to ensure that tests are not misused. Where more than one test is available, care is taken to ensure that the most appropriate instrument is used. Tests are used only in recruitment and selection, and in some areas of development and training. Tests are not used outside of these areas without the approval of the Director of Personnel and General Services and, if appropriate, the advice of the test publisher. Data from psychometric tests are always used in conjunction with other information. In the context of recruitment and selection, tests are used to obtain only information relevant to the stated job description and person specification. Within the Royal Borough, psychometric tests are not used to select individuals for redundancy.

6. Equal opportunities

The Royal Borough is committed to recruiting and selecting staff on merit. When used and selected to ensure relevance, psychometric tests give objective information about a candidate, and this can lead to better and fairer employment decisions. The issue of equal opportunities is one, which all test publishers take very seriously, and their guidance is always followed.

Whenever a disability prevents a suitably qualified individual from undergoing standard selection procedures, this is discussed with the applicant concerned. Appropriate alternative arrangements may be made, and if necessary advice may be taken from the relevant test publisher.

7. Interpreting test results

Test results must be interpreted carefully, to ensure that only reasonable and justifiable conclusions are drawn. This is especially so in the case of personality questionnaires, where test results provide qualitative rather than quantitative data. Within the Royal Borough, only suitably qualified people undertake the job of interpreting test data.

8. Confidentiality and storage of test results

Psychometric test results, like all personal information, are stored with due regard to confidentiality. All legal requirements relating to the storage of data are observed. During a selection process, access to test information will be limited to those who are involved in the selection decision and this is always be under the guidance of a trained user.

Test results connected with recruitment are the property of the Royal Borough of Kensington and Chelsea, although feedback is provided whenever it is sought (see section 9). Test data is stored securely and discretely within the personnel department. Test results relating to development and training are regarded as belonging to the individual employee, and copies are not kept by the organisation.

Anonymous recruitment test results may be provided to the relevant test publisher, for research and validation purposes. Results are not released to any other external person or organisation in any circumstances, including reference requests.

Test results are normally regarded as valid for up to 6 months. Results more than 6 months old are not used for selection decisions. An individual is entitled to take a test in connection with any recruitment rather than rely on the result of the same test taken previously. Test data, which is no longer useful, is destroyed as confidential waste.

9. Responsibility to test takers

The Council is committed to dealing fairly with all candidates to be tested. We look to be open and honest about the use of tests, and to provide suitable explanation and practice materials. Trained users offer to provide relevant feedback about test results to candidates, and this feedback is always given when it is requested.

10. Access to testing materials

Testing materials, especially test question booklets, must be kept securely to maintain the value of the tests concerned. Within the Royal Borough, testing materials are kept securely within the personnel department, which includes the Council's Training Centre. Access to and use of testing materials is recorded.

11. Copyrights

Test materials are normally subject to copyright. Staff within the Royal Borough takes care to ensure that copyright is not infringed.

Updated by SD Team on 04.05.05 3