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  2. Managerial assessment of proficiency - Wikipedia

    en.wikipedia.org/wiki/Managerial_assessment_of...

    At the end of the day the assessment is scored online and a personal profile produced within minutes. This is in readiness for Day 2 of the MAP Assessment process. The second day of the process is the interpretation of the assessment scores providing delegates with a development ‘road map’ for their ongoing development.

  3. Pediatric Attention Disorders Diagnostic Screener - Wikipedia

    en.wikipedia.org/wiki/Pediatric_Attention...

    The nomographic display of the individual and cumulative inputs is evaluated stepwise via the calculation of likelihood ratios applied incrementally with a Fagan's Nomogram (Fagan TJ; 1975) [17] to produce an overall predictive index beginning with a calculated base rate, and combining the results of the other measures, in either an additive or ...

  4. Work Personality Index - Wikipedia

    en.wikipedia.org/wiki/Work_Personality_Index

    The Work Personality Index is a psychometric assessment that measures personality traits. It was designed by Dr. Donald Macnab and Shawn Bakker of Psychometrics Canada.The questionnaire is designed to identify personality traits that relate to work performance; it takes most people 10 minutes to complete.

  5. Positive and negative predictive values - Wikipedia

    en.wikipedia.org/wiki/Positive_and_negative...

    The positive predictive value (PPV), or precision, is defined as = + = where a "true positive" is the event that the test makes a positive prediction, and the subject has a positive result under the gold standard, and a "false positive" is the event that the test makes a positive prediction, and the subject has a negative result under the gold standard.

  6. Criterion validity - Wikipedia

    en.wikipedia.org/wiki/Criterion_validity

    Although concurrent and predictive validity are similar, it is cautioned to keep the terms and findings separated. "Concurrent validity should not be used as a substitute for predictive validity without an appropriate supporting rationale." [3] Criterion validity is typically assessed by comparison with a gold standard test. [4]

  7. Predictive validity - Wikipedia

    en.wikipedia.org/wiki/Predictive_validity

    A typical predictive validity for an employment test might obtain a correlation in the neighborhood of r = .35. Higher values are occasionally seen and lower values are very common. Nonetheless, the utility (that is the benefit obtained by making decisions using the test) provided by a test with a correlation of .35 can be quite substantial ...

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