Psychometrics: The “science concerned with evaluating the attributes of psychological tests” (Furr & Bacharach, 2008, p. 8). The three most important attributes are: (1) type of data generated by the psychological tests (normally its scores); (2) the reliability of this data; and (3) the validity of the data.
In “Psychometrics in Coaching,” Jonathan Passmore (2008) said that while there is a growing number of instruments for use in coaching, a “surprising number of coaches do not know about the reliability or validity of the questionnaires they are using, or do not know about the theory or research evidence which underpins it” (p. 2).
When evaluating coaching assessments or instruments, Peltier (2010) suggests:
(1) Check the construct – “the basic concept that the instrument supposedly tests…Tests do not always test what they sound like they are testing” (p. 17).
(2) Validity – “Is this test measuring what it says it measures? Is it accurate? … Was this instrument developed for people similar to your client?” (p. 18).
(3) Reliability – Is the instrument stable? “Can you use it and get the same results that the designers get?” (p. 18). Are the results consistent when using with different types of clients.
(4) Standardization – Also known as norming. “To whom or to what is your client compared?” (p. 19) For example, a test that was created using a White, wealthy, highly educated as a norm group may not be as applicable to others.
Furr, R.M., & Bacharach, V.R. (2008). Psychometrics: An introduction. Thousand Oaks, CA: Sage.
Passmore, J. (Ed.). (2008). Psychometrics in coaching: Using psychological and psychometric tools for development. London: Kogan Page.
Peltier, B. (2010). The psychology of executive coaching: Theory and application (2nd ed.). New York: Routledge.