Ethical and Social Issues in Testing (Chapter 1B), Psychological Testing and the Law (Chapter 12A)

Level A tests

simple tests requiring little training; administered/ interpreted by teachers/ counselors; examples: basic education/ achievement tests, career tests

Level B tests

tests require training in statistics and knowledge, as well as in test construction. Some graduate-level training is needed. examples= aptitude or personality tests

Level C tests

require advanced professional training. Instruments include projective personality tests, individual tests, or intelligence and neuropsychological test batteries.

Responsible report writing

psychologists need to write reports carefully and correctly because the report can stay on record for a long time and affect the person later.

Communication of test results

the psychologist must make sure the client understands the results and what they mean.

Consideration of individual differences

psychologists must think about things like age, culture, language, gender, disability, and background because tests may not work the same for everyone.

5th amendment

protects people from self-incrimination, meaning they do not have to say things that could be used against them in court.

6th amendment

gives people accused of a crime the right to a lawyer and a fair trial.

14th amendment

states cannot take away a person’s rights, freedom, or property without fair legal procedures and that everyone must be treated equally under the law.

Myart v. Motorola (1964)

the first important court case involving employment testing and allowed courts to review hiring tests.

Civil Rights Act (1964)

made it illegal for employers to discriminate based on race, gender, religion, color, or national origin

Griggs v. Duke Power Company (1971)

ruled that employment tests must relate to actual job performance.

United States v. Georgia Power Company (1973)

strengthened the EEOC’s power to require proof that employment tests are valid.

Albemarle v. Moody (1975)

ruled that supervisor opinions alone are not a good way to prove a test is valid.

The Civil Rights Act (1991)

made subgroup norming on employee tests illegal

Adverse Impact

When a hiring test or selection process results in lower hiring rates for one group compared to another group.

Four-Fifths Rule

Adverse impact may exist if one group’s hiring rate is less than 80% (4/5) of the hiring rate of the group with the highest selection rate.

M’Naughten Rule

A person may be found insane if, because of mental illness, they did not understand what they were doing or did not know it was wrong.

Durham Rule

A person may be found insane if the crime was caused by a mental illness or mental defect.

Model Penal Code Rule

prohibit the inclusion of the psychopath or antisocial personality within the insanity defense

Mental State at the Time of the Offense (MSO)

An evaluation that looks at a defendant’s mental condition when the crime happened. It is important in insanity defense cases.

Not Guilty by Reason of Insanity (NGRI)

A verdict meaning the defendant is not held criminally responsible because mental illness caused the crime.

Guilty but Mentally Ill (GBMI)

A verdict meaning the defendant is guilty of the crime but is also mentally ill, so they may begin treatment in a psychiatric hospital before serving the rest of the sentence.