TPQ FFM Literature Facet Alignment

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The TPQ, it is conceptually based on Goldberg’s (1992) markers for the Big Five structure and the models underlying Costa and McCrae’s (1985) NEO Personality Inventory (NEO-PI) and DeYoung’s (2014) 10 aspects of the Big Five. The primary purpose underlying the development of the TPQ version of the FFM was to firstly, reframe the negative and narrow historical naming convention of the five factors, secondly to include structured categorisation and naming conventions at the facet level of each dimension in a way that has applicability not only in personal and clinical contexts but also the workplace, and lastly to apply Rasch measurement to confirm each of the dimensions and their underlying facets’ unidimensionality.

Measurement Models

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The TPQ, it is conceptually based on Goldberg’s (1992) markers for the Big Five structure and the models underlying Costa and McCrae’s (1985) NEO Personality Inventory (NEO-PI) and DeYoung’s (2014) 10 aspects of the Big Five. The primary purpose underlying the development of the TPQ version of the FFM was to firstly, reframe the negative and narrow historical naming convention of the five factors, secondly to include structured categorisation and naming conventions at the facet level of each dimension in a way that has applicability not only in personal and clinical contexts but also the workplace, and lastly to apply Rasch measurement to confirm each of the dimensions and their underlying facets’ unidimensionality.

ATP Position Statement – Current Status of Test Classification in South Africa

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Last Updated: 29-07-2022 13:42

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The outcomes of the judgement (2 May 2017) made in the seminal court case where the Association
of Test Publishers challenged the changes to the Employment Equity Act (EEA).

ATP Position Statement – Test Classification in SA

22 July 2022

Position Statement: Current status of test classification in South Africa

The outcomes of the judgement (2 May 2017) made in the seminal court case where the Association of Test Publishers challenged the changes to the Employment Equity Act (EEA) are as follows:
• The clause “d” amendment to the EEA (“certified by the HPCSA or any other body which may be authorised by law to certify those tests or assessments”) has been scrapped and is therefore null and void and of no force or effect. This order was published in the Government Gazette (40848, 19 May 2017) and Sunday Times, and the changes are noted in the latest proposed amendments to the EEA (Government Gazette 41922, 21 September 2018).
• The Professional Board for Psychology of the Health Professions Council of South Africa (HPCSA) has announced that they will no longer evaluate the quality of assessments.
• The revised mandate for the Psychometrics Committee for the Professional Board of Psychology is published on their website. Briefly, it states that they will now:
o Review tests only for the purposes of classifying them as psychological tests (or not). This process is now free and involves submitting the manual for the classification review. Manuals can now be electronically submitted.
o Publish a list of tests that are classified as psychological tests, and that can therefore only be used by persons registered with the HPCSA (psychologists, psychometrists, counsellors – as specified by the classification outcome of the HPCSA). The list of tests currently on the website is old, but the Committee have indicated that they intend to publish a new list as soon as possible.
o Develop training guidelines, ethical guidelines, and standards for use of psychological tests in South Africa. The Chairperson of the Committee has indicated the Board’s intent to work closely with bodies such as Assessment Standards South Africa (ASSA) in order to fulfil this mandate.

The Association of Test Publishers of South Africa supports this revised mandate of the Psychometrics Committee of the HPCSA and encourages members and other test publishers to submit their psychological tests to be classified.

ASSA (www.assa.co.za) is a body founded by SIOPSA (particularly the interest group People Assessment in Industry, or PAI), PsySSA, and the ATP. The aim of ASSA is to establish a new test quality review process that is transparent, objective, and fair, and can be applied to both psychological and non-psychological tests. The intention is to certify assessments as meeting the minimum standards set by the Employment Equity Act.

ASSA has officially launched the test review process.

So, what does this mean for you as a test developer/supplier?

1. There is no longer a legal requirement for your tests to be evaluated by the HPCSA before they may be used in the workplace. BUT you and the test user are wholly responsible for ensuring that the test can be shown to be valid and reliable, can be fairly applied and is not biased against any employee or group – thus meeting the EEA requirements.
2. You can submit your assessment for review through ASSA. If it complies with the minimum requirements as set out in the ASSA criteria document, you will receive a certificate that states that the test complies with the minimum criteria as set by the EEA.

The ATP is encouraged by the positive developments in this field. We hope that the spirit of collaboration and good faith across groups of psychologists continues in the years to come, and that this marks a significant positive step in the future of assessments in South Africa.

Association of Test Publishers of South Africa
info@atp.org.za
www.atp.org.za

TPQ Development Report v2.0

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Last Updated: 14-03-2022 15:42

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This personal report is a detailed, personalised description of your personality profile, derived from your answers to the Townsend Personality Questionnaire (TPQ®) instrument. Currently the most popular approach among psychologists for studying personality traits is the Five-Factor model or Big-Five dimensions of personality. The TPQ® is designed in the same way.

The following are some of the important characteristics of the five factors. Firstly, the factors are dimensions and not types, therefore people vary continuously on them. Most people fall within the extremes. Secondly, these factors proved to stay stable over a 45-year long period beginning in young adulthood. Thirdly, the 5 factors are considered universal.

What distinguishes this personality assessment from others is that it is not based on a particular psychologist’s theory or any opinions about human nature. Instead, it is based on language, and the ‘natural’ system that people use to understand one another. Because language provides the structure with which we frame the world around us, this assessment uses it as its primary point of departure.

Skillworx Africa Assessment Requirement Levels

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Last Updated: 15-02-2022 15:19

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Certain assessments published by Skillworx Africa (Pty) Ltd have specific requirements that must
be met in order for you to purchase and administer them. Instruments with such requirements are
indicated with a Level A, B, or C.

TAB Feedback Training Manual v2.0.2

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Last Updated: 16-12-2021 10:03

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The Townsend Ability Battery (TAB) covers a full range of ability tests that are typically used to support the recruitment and development processes in organisations. These tests are devised with the aim of providing employers with a reliable method of selecting the most suitable job applicants or candidates as well as for personal development or promotion. While personality questionnaires like the TPQ and TEQ-i seek to measure aspects of personality, these aptitude and ability tests aim to measure intellectual and reasoning abilities helping organisations find the best match of individual to occupation and working environment. As a recruitment and selection tool, these tests can be applied in a straightforward way at the early stages of selection to supplement the process of screening-out candidates who are likely to be unsuitable for the job. Because ability tests and other behavioural assessments are carefully monitored for ethical and contextual use by institutions like the Healthcare Professions Council of South Africa (HPCSA) and specifically by the Basic Conditions of Employment Act (BCEA) when used for hiring and selection processes, all the Skillworx TAB tests are strictly supervised. While fully automated, they are administered in person and moderated in real-time using a state-of-the-art administration dashboard.

TEQ-i Feedback Training Manual v2.02

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Last Updated: 16-12-2021 9:57

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The Townsend Emotional Intelligence Inventory (TEQ-i®) is developed to measure Emotional Intelligence and has application for both personal development as well as effective workplace functioning. Emotional Intelligence is a form of intelligence that involves the ability to monitor your own and others’ feelings and emotions, to discriminate among them, and to use this information to guide your thinking and action. The TEQ-i® measures a range of emotional intelligence facets and provides a detailed perspective of your emotional competence levels. Because abilities such as being able to handle frustration, controlling emotions, and getting along with other people (emotional competence) matters much more than IQ and technical skills combined, the Townsend Emotional Intelligence Inventory identifies your emotional competence gaps and provide targeted development direction for optimal functioning in the workplace and society. The questionnaire was developed by Dr Gary C. Townsend of Skillworx Africa (Pty) Ltd – and is based on the Consortium for Research on Emotional Intelligence in Organisations Emotional Intelligence Framework.

The Townsend Emotional Intelligence Model

TPQ Feedback Training Manual v2.0.2

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Last Updated: 16-12-2021 9:44

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This personal report is a detailed, personalised description of your personality profile, derived from your answers to the Townsend Personality Questionnaire (TPQ®) instrument. Currently the most popular approach among psychologists for studying personality traits is the Five-Factor model or Big-Five dimensions of personality. The TPQ® is designed this way. The following are some of the important characteristics of the five factors. First, the factors are dimensions and not types, so people vary continuously on them, with most people falling within the extremes. Second, the factors proved to stay stable over a 45-year period beginning in young adulthood. Third, the factors are considered universal. What distinguishes this personality assessment is the fact that it is not based on a particular psychologist’s theory and opinions about human nature. It is based on language, and the ‘natural’ system that people use to understand one another. Because language provides the structure with which we frame the world around us, this assessment uses it as its primary point of departure.

The Townsend Personality Model

Dark Triad Scale

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Last Updated: 29-12-2020 15:18

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