What about the EEA amendment and what that means for competency assessments?

Refer to the Best Practice Guidelines for the Assessment Centre Method in South Africa (5th edition) that was endorsed by the ACSG in March 2015 at the 35th annual conference in Somerset –West.

“Psychological tests measure psychological constructs such as personality traits, cognition, or emotional intelligence. ACs therefore differ from psychological tests as they are not tests but methods or procedures that use work-related simulations to assess work related skills, competencies, and behaviours displayed as observable actions.”

“The AC is not a test but rather a method of assessment that focuses on work-related behavioural observation and consists of a number of steps completed in sequential way. As such it is not a psychological test. ACs use competencies, skills and work-related behavioural constructs, rather than psychological constructs, that emanate from the job analysis and the study of work-related constructs. These work-related tasks and behaviours form the foundation of the AC method. Therefore, the AC method is not considered to be a purely psychological act.

However, if psychological constructs are measured as part of the AC by means of, for example, personality assessment, then the psychometric test used to measure personality must conform to the amended requirement for certification with the HPCSA. In these instances the use of these assessments are reserved for psychologists and the HPCSA Scope of Practice criteria apply.”

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