Assessment, Occupational Analysis, and Service Implementation Flashcards

1
Q

The drawback to the O*Net is that it:

is very expensive to maintain as jobs are changing very quickly.

is less user friendly as the Dictionary of Occupational Titles.

is now out of print.

is less informative as the Dictionary of Occupational Titles

A

is less informative as the Dictionary of Occupational Titles

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2
Q

Which level of training is necessary to administer and interpret complex tests like the WAIS?

Level D
Level C
Level B
Level A

A

Level A

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3
Q

The WAIS is an:

Achievement test
Personality test
Intelligence test
Aptitude test

A

Intelligence test

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4
Q

Who developed the first reliable and valid battery of tests to measure intelligence?

Simon
Holland
Wechsler
Wais

A

Wechsler

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5
Q

You are working with a client who has a brain injury. What type of neurological test would you most likely see the results of when you refer the client for a neuropsychological evaluation?

WAIS
Luria-Nebraska
Haptic
Leiter

A

Luria-Nebraska

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6
Q

What scores constitute the average IQ range for the WAIS?
70-130
90-109
89-119
85-115

A

90-109

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7
Q

A “power” test is a test:

that measures aptitude for the trades

people who are studying to be electricians must pass

that has more questions than most people can answer

that most people finish within the time l

A

that has more questions than most people can answer

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8
Q

Aptitude test:

Determine a person’s interests
Predict future performance
Are power tests
Measure past learning

A

Predict future performance

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9
Q

Which of the following is an achievement test that can be administered to a group quickly?

Woodcock Johnson
PIAT
WRAT
GED

A

WRAT

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10
Q

Clerical aptitude tests:

are generally computerized
emphasize gender-specific skills
emphasize perceptual speed and detail orientation
involve spelling and reading

A

emphasize perceptual speed and detail orientation

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11
Q

You have referred a client for a psychological exam because you suspect that the person may have a personality disorder. Which personality test will the psychologist likely give?

Myers-Briggs
Rorschach
16 PF
MMPI

A

MMPI

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12
Q

Vocational Evaluation is characterized as:

requiring only an on-site observation to determine specific skills and work behaviors

typically consists of interviews, limited psychometric testing, and collection of background information

involving a detailed case-study, in-depth vocational counseling, psychometric test results, and possibly a transferable skills analysis

using work, either real or simulated, as the focal point for assessment and vocational exploration

A

using work, either real or simulated, as the focal point for assessment and vocational exploration

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13
Q

Under which level of assessment does vocational evaluation fall?

2
3
4
1

A

3

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14
Q

The work of which of the following people was most influential on interest testing:

Super
Holland
Wechsler
Parsons

A

Holland

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15
Q

Which of the following is UNTRUE about interest tests?
They can be computerized or paper-and-pencil

Instructions often advise test takers to take their skills or past experience into account

A 6th grade reading level is necessary

There are no right or wrong answers

A

A 6th grade reading level is necessary

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16
Q

Expressed, Manifest, and Tested are types of:

Interest Tests
Intelligence Tests
Aptitude Tests
Personality Tests

A

Interest Tests

17
Q

The first three digits of the DOT signify:

Data, People, Things
People, Places, Things
Category, Division, Group
Division, Group, Category

A

Category, Division, Group

18
Q

Personality factors that are needed for a given job are commonly referred to as:

Worker Functions
Aptitudes
Temperaments
Working Conditions

A

Temperaments

19
Q

Factors that contribute to placeability includ all but which of the following?

Past work experiences of the client

A client’s ability to successfully perform a given job

Availability of positions in the local job market

Interviewing skills

A

A client’s ability to successfully perform a given job

20
Q

Employability is:

the ability to successfully perform the marginal functions of a job

a client’s ability to perform the majority of the job tasks assigned

the probability of a client obtaining or being hired for a given job

a client’s ability to successfully perform a given job

A

a client’s ability to successfully perform a given job