York St John University
Ethical and Professional Test Use Policy
1.
Introduction
1.1 The aim of this policy is to explain and define psychometric tests, promote high professional and
ethical standards in the use of tests and give guidance on good practice when using testing in
recruitment and selection.
2.
Definition
2.1 Psychometric tests are research based instruments that can be systematically scored and
administered. They can be used to measure abilities, aptitude, behaviour preferences or likely
behaviour and can be divided into two categories:
a) Ability tests: assess the candidates specific ability at verbal , numerical or abstract reasoning skills
b) Personality assessment: provides a rounded profile of the candidate(behaviour and preference)
which cannot be easily assessed by other methods of assessment.
3.
Scope
3.1 Psychometric testing is a service provided by appropriately trained members of the Human Resources
team for the purpose of enhancing the quality of information available when selecting staff.
Psychometric testing should not be used in isolation and should be used in addition to other methods
of assessment, e.g. interviews, presentations.
3.2 If testing is to be used, it will be carried out once candidate shortlisting has taken place
3.3 If testing is being considered, the Human Resources department should be contacted as early as
possible in the recruitment process to discuss:
 Whether it is appropriate to use testing and whether it will provide any additional relevant
information
 How the relevance of the test is linked to the requirements of the role
 What test to use
 The time requirement in the process
 The availability of appropriately trained staff to administer tests and feedback results
4.
Choice of Tests
4.1 Tests will be chosen so as not to discriminate on the basis of sex, race, disability, age or religion. The
HR team will provide advice on making reasonable adjustments for disabled candidates.
4.2 A test will only be used if an extensive research basis for it has already been published. Only the
most up-to-date version will be used
4.3 Normative data derived from normative tests will be the basis for comparison of all scores
S/HR/Recruitment/Psychometric Testing/Ethical & Professional Test Use Policy (Nov 2010)
5.
Responsibility for Testing
5.1 Overall responsibility for testing standards rests with the Director of Human Resources, who is
appropriately qualified in psychometric assessment. The Director will keep the use of tests under
review.
5.2 The Director and other suitably qualified staff in the HR team will take responsibility for the ordering
and secure storage of materials, coordinating and recording of all assessment activities and
interpretation of assessment tools, including feedback to the recruitment panel and candidate.
5.3 The administration, scoring and interpretation of tests is undertaken at the University in accordance
with the standards set out by the British Psychological Society (BPS).
6.
Certificate of Competence on Occupational Testing
6.1 Whilst test administration can be carried out by people trained in administration only, and the
mechanisms of scoring can also be delegated, test choice, feedback and interpretation will be carried
out by suitably qualified assessors only. Such assessors will be registered and licensed with the
relevant publisher and the BPS.
6.2 Details of the Human Resources team qualified and in receipt of the Certificate of Competence of
Occupational Testing (BPS Level A and/or Level B) are available from the staff intranet.
6.3 Where external consultants are engaged to use tests at the University, their level of certification will
be verified and they will be subject to these procedures.
7.
Test Administration
7.1 Proper briefing and administration of tests is critical to the quality of the data produced. If tests are
not administered with due regard to recommended procedure , or test takers are coerced or
inadequately informed of the purpose of the assessment their attitude to completing the tests may
be affected. This in turn may affect their responses and distort the results produced.
7.2 Candidates will be treated ethically at all stages of the testing process and prior to the testing session
will be informed in writing:
a) the nature of the assessment, why it is being used, the conditions under which it will take place
and the nature of the feedback they will receive
b) how their results will be used, e.g. alongside other information from the interview and application
form to decide their suitability for the post
c) who will be given access to their results (limited to those who genuinely need to know)
d) how long the results will be retained (with reference to the Data Protection Act)
7.3 The informed consent of candidates to taking part in the test process will be obtained. If a candidate
declines to take the test they will not be coerced and whilst their non-completion will not be viewed
negatively in any decisions in the assessment process, the absence of comparative test data may be a
factor in the selection decision.
7.4 The administration, scoring and interpretation instructions that apply to the test(s) being
administered will be adhered to at all times
7.5 Test data will not be used for purposes other than those to which the test taker has given their
consent.
S/HR/Recruitment/Psychometric Testing/Ethical & Professional Test Use Policy (Nov 2010)
8.
Feedback
8.1 Feedback of test results will be offered to all candidates and, where possibly, face-to-face feedback
factored into the schedule for the interview day itself. Where feedback is not possible on the day, a
telephone discussion will be offered.
8.2 An appropriately qualified assessor will conduct a face to face validation session with the candidate
and will provide a summary and full explanation of their test results. This summary and explanation
will also be provided to the interview panel before they make their selection decision.
9.
Confidentiality
9.1 All candidates will be informed in writing as to who their test results will be disclosed to. Disclosure
will be limited to those who genuinely need to know, i.e. the assessor and those making the selection
decision
9.2 The candidate will have control over the disclosure of the data through their informed consent being
obtained (or otherwise)
9.3 Where test data is held and directly linked to an individual, the principles of the Data Protection Act
(1984) will apply and test takers will have the right to review their data at any time. Test takers will
be informed about their rights of access.
10. Storage of test materials and data
10.1 All test materials will be stored in a secure, lockable filing cabinet, accessible only to authorised test
users (assessors). This will ensure that potential test candidates are not provided with prior access to
materials, apart from those specifically designed to help them prepare.
10.2 All data on test results will be kept in a secured, lockable filing cabinet, only accessible to authorised
personnel. This will prevent unauthorised use of results or uninformed use by individuals not trained
to interpret test results.
10.3 All test results will be confidentially destroyed after 6 months.
S/HR/Recruitment/Psychometric Testing/Ethical & Professional Test Use Policy (Nov 2010)