The Goal: Quality Assessment
On March 31, 2017, I read an article in The Industrial-Organizational Psychologist (the journal published by the Society for Industrial Organizational Psychology) that really resonated with me:
Why? Because many of their points apply to psychometrics and its current state of innovation. They summarize their concerns in six bullet points:
- Overemphasis on theory
- Fixation on trivial methodological minutiae
- Suppression of exploration and innovation
- Obsession with publication while ignoring practical issues
- Distraction by fads
- Loss of real-world influence to other fields
So What Is Psychometrics Supposed to Be Doing?
What has irked me most over the years is the overemphasis on theory and minutiae rather than solving practical problems. This is why I stopped attending NCME conferences and instead attended practical ones like ATP. My goal is to improve the quality of assessment worldwide. Developing esoteric DIF methodology, new multidimensional IRT models, or CAT sub-algorithms that improve efficiency by only 0.5% won’t significantly impact the many poor assessments out there or the flawed decisions they lead to. There is a place for research, but practical improvements are underserved.
Example: Credentialing
Credentialing is a prime example of where assessment quality matters. Many licensure and certification tests used to make critical decisions are poorly constructed. Some organizations simply don’t care, while others face external constraints. I once worked with a Department of Agriculture in a western U.S. state where the legislature mandated licensure tests for professions with as few as three test-takers per year.
How do we encourage such groups to follow best practices? Traditionally, they would need to hire expensive consultants, which isn’t feasible for small organizations. Why spend $5,000 on an Angoff study for just three candidates per year? I don’t blame them for avoiding it, but the result is low-quality tests certifying unqualified practitioners.
An Opportunity for Innovation
There is still innovation happening in our field, but it is often misdirected. Large corporations hire fresh PhDs in psychometrics and then assign them repetitive tasks like running SAS scripts or conducting Angoff studies over and over. I experienced this firsthand, and after 18 months, I was eager for something more.
Worse, much of the innovation isn’t focused on better measurement. I once saw someone advocating for gamification in assessments, claiming measurement precision didn’t matter. This is, of course, ridiculous. An appealing UI is meaningless if the results are just random numbers.
Innovation in Psychometrics at ASC
At ASC, much of our innovation is aimed at solving these issues. I developed Iteman 4 and Xcalibre 4 to allow organizations to generate professional psychometric reports without hiring expensive consultants. Unlike other programs that produce text files or Excel spreadsheets, our tools generate reports directly in Microsoft Word, making them easy to use.
Similarly, our FastTest platform was designed to modernize assessment processes. Conducting an Angoff study with items on a projector and SMEs writing ratings on paper is outdated. FastTest allows this to be done online, enabling remote SME participation and reducing costs. Want to publish an adaptive (CAT) exam without coding? We’ve built that directly into the test publishing interface.
Back to My Original Point
The question was: What should psychometrics be doing? My answer: improving assessment. Advanced mathematical research is useful, but only for the top 5% of organizations. It’s our duty as psychometricians to find ways to help the other 95%.
The Future: Automation in Psychometrics
The future lies in automation. Iteman 4, Xcalibre 4, and FastTest were effective machine learning tools before the term became trendy. Other fields, like Big Data, are gaining influence by applying concepts psychometrics has used for decades. Item Response Theory, for example, is a form of machine learning that has been around for 50 years!
If you’re looking to improve your assessment practices, ASC’s tools can help. Contact us today to learn how automation and innovation can enhance your psychometric processes.