WRAT4: A Nursing Case Study
The client presents as a 54-year-old woman wanting to change her career path from nursing. The client states she has been a registered nurse for 15 years, is recently divorced and has 4 adult children. The client states she will continue to work as a registered nurse per diem while she acquires more education or skills to pursue a new career path. She has needs to be equipped at providing for her financial needs and to also feel motivated and positive about the new work she will be doing. With her background in nursing she would like to remain within a hospital environment and help those patients who have a terminal or devastating illness such as cancer, AIDS or heart disease. Therefore, counseling is being considered at this juncture in her
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thought process.
After discussing her career change plan we decided on 3 assessments, which could help her make a confident decision to achieve her goal to acquire the best job that suits her individual personality and intellectual abilities. The first assessment we will use is the Wechsler Adult Intelligence Scale (WAIS-IV), which was last revised in 2008. This test was designed by a psychologist, David Wechsler, to administer to individuals who were 16 years of age and above (Drummond, Sheperis, & Jones, 2015). This instrument measures four main areas with subtests; 1) perceptual reasoning, 2) working memory, 3) processing speed, 4) verbal comprehension (Drummond et al., 2015). As disclosed by Drummond et al., (2015) the WAIS-IV produces a Full-Scale Intelligence Quotient (FSIQ), which means the test and subtest scores combined are illustrative of comprehensive intellectual operations of that specific individual. The index conglomerate and FSIQ has a mean of 100 with a standard deviation as stated by Drummond et al., (2015) of 15.
The WAIS-IV used normative sample of test takers which were groupings of the population for which the test was designed (Wechsler Adult Intelligence Scale Fourth Edition [WAIS-IV] 2008). Reliability has been measured to be fairly consistent according to Statistical Solutions from .70 on 7 subscales and .90 on 2 subscales (Wechsler Adult Intelligence Scale—Fourth Edition [WAIS–IV] 2016) as well as being consistent with the Stanford-Binet-IV test at a score of .88.
I elected to use the WAIS-IV for my client due to the broad areas of measurements correlated to intellectual functioning and the popularity of success throughout its historical use. WAIS-IV is reported to be difficult to score (Drummond et al., 2015). However, the Pearson generated assessment would require specific requirements to administer (Wechsler Adult Intelligence Scale-Fourth Edition, 2017). Another rational for choosing this test is the norming sample, which reflected a broad grouping of individuals of different ages, gender, race, cultures and areas of the world. Another positive factor is the length of time this test has been used, improved and revised over the last 50 years.
A negative to using this test is the skill needed to accurately score this test (Wechsler Adult Intelligence Scale—Fourth Edition (WAIS–IV), 2008). Consequently, training is required to be responsible in scoring and interpretation of this test. A draw back to this test is the length of time usually needed to take the test. This test take between 60 and 90 minutes to complete and can be given via web-based or pencil and paper (Wechsler Adult Intelligence Scale-Fourth Edition, 2017). Consequently, this could be considered a negative factor for some.
Through using the WAIS-IV, which includes counselor observation, I would expect to get a good assessment of many areas of the client. These areas are; 1) client’s cognitive abilities such as verbal comprehension, 2) perceptual reasoning ability which is the ability to analyze abstract visual stimuli, 3) working memory and mathematical reasoning, 4) and processing speed which correlates with learning capacity, long term and short term memory and spatial reasoning (WAIS- IV, 2008).
The second recommended assessment would be the Wide Range Achievement Test Fourth Edition (WRAT4). Through this assessment I would expect to gain information which would show areas in which the client excels, areas of deficiency, particular areas of skill and expertise in order to assist the client in her future. It will also serve as a prediction of the areas in which she will be successful.
The WRAT4, will assess already gained knowledge in the areas of reading, language, writing and arithmetic (Drummond et al., 2015). This assessment generally takes between 35 and 45 minutes for those aged 8 and up (Wide Range Achievement Test 4, 2017). This test is designed to be an academic evaluation test and is given to individuals. Age based norms are utilized for those at a higher grade level that high school.
The WRAT4 was sampled for standardization nationally on over 3,000 individuals displaying it to be highly reliable using a split-half measurement (Wide Range Achievement Test 4, 2017). Results showed a .98 for reading, .94 for mathematics and .96 and .97 for spelling 1 and 2 (WRAT4, 2017). The norms for the test are taken from 7 states, sampling over 15,000 subjects (WRAT4, 2017).
My rational for using the WRAT4 is it is a short test, a good measure of what the individual already knows and is accurate.
Due to the fact there are two forms of the test, blue and green, it is useful for fast and accurate retesting (WRAT4, 2017). The stanines, standard scores, percentiles and grade equivalence is included in the WRAT4 (Drummond et al., 2015).
The positives of using this test is it’s ease of administering and scoring, brevity, can be given in retest enabling assessment of progress over time and evaluation of specific areas of knowledge. A draw back or negative is more information will be needed other than the one assessment to provide guidance for the client.
A third assessment that could be recommended is an assessment measuring aptitude. Aptitude tests are given to individuals to determine inherent capacity to excel in a specific field or areas. In this case I would choose to use the Career Ability Placement Survey (CAPS) because it relates to specific choice of career. My rational is the CAPS assessment can be done in a web-based format for instant scoring, takes approximately 50 minutes and is cost effective (Drummond et al., 2015). This test is designed to assess and measure vocational competence; linking ability with choice of career states Drummond et al.,
(2015).
The CAPS survey consists of 8 areas consisting of mechanical reasoning, verbal and reading comprehension, mathematical reasoning, language skill, vocabulary use and knowledge, speed and accuracy recognition and perception (Drummond et al., 2015). It is a useful test and can be compared to the Armed Services Vocational Aptitude Battery (ASVAB), Differential Aptitude Tests (DAT), General Aptitude Test Battery (GATB) as proposed by Drummond et al., (2015).
These three assessments can be an integral part of assisting my client to make the best career choice she can. However, none of the tests should be relied upon solely for guidance. An informal assessment, observation, and interaction between the client and counselor should always be the foremost factor.
I anticipate findings from the CAPS to reveal areas in which the client will excel and enjoy related to a potential career change.
References:
Drummond, R. J., Sheperis, C. J., & Jones, K. D. (2015). Assessment procedures for counselors and helping professionals (8 edition). Boston: Pearson.
Wechsler Adult Intelligence Scale-Fourth Edition. (2017). Retrieved from http://www.pearsonclinical.com/psychology/products/100000392/wechsler-adult-intelligence-scalefourth-edition-wais-iv.html?Pid=015-8980-808
Wechsler Adult Intelligence Scale—Fourth Edition (2016). Retrieved from http://www.statisticssolutions.com/wechsler-adult-intelligence-scale-fourth-edition-wais-iv/
Wide Range Achievement Test 4, (2017). Retrieved February 8, 2017, from http://www.pearsonclinical.com/education/products/100001722/wide-range-achievement-test-4--wrat4.html
thought process.
After discussing her career change plan we decided on 3 assessments, which could help her make a confident decision to achieve her goal to acquire the best job that suits her individual personality and intellectual abilities. The first assessment we will use is the Wechsler Adult Intelligence Scale (WAIS-IV), which was last revised in 2008. This test was designed by a psychologist, David Wechsler, to administer to individuals who were 16 years of age and above (Drummond, Sheperis, & Jones, 2015). This instrument measures four main areas with subtests; 1) perceptual reasoning, 2) working memory, 3) processing speed, 4) verbal comprehension (Drummond et al., 2015). As disclosed by Drummond et al., (2015) the WAIS-IV produces a Full-Scale Intelligence Quotient (FSIQ), which means the test and subtest scores combined are illustrative of comprehensive intellectual operations of that specific individual. The index conglomerate and FSIQ has a mean of 100 with a standard deviation as stated by Drummond et al., (2015) of 15.
The WAIS-IV used normative sample of test takers which were groupings of the population for which the test was designed (Wechsler Adult Intelligence Scale Fourth Edition [WAIS-IV] 2008). Reliability has been measured to be fairly consistent according to Statistical Solutions from .70 on 7 subscales and .90 on 2 subscales (Wechsler Adult Intelligence Scale—Fourth Edition [WAIS–IV] 2016) as well as being consistent with the Stanford-Binet-IV test at a score of .88.
I elected to use the WAIS-IV for my client due to the broad areas of measurements correlated to intellectual functioning and the popularity of success throughout its historical use. WAIS-IV is reported to be difficult to score (Drummond et al., 2015). However, the Pearson generated assessment would require specific requirements to administer (Wechsler Adult Intelligence Scale-Fourth Edition, 2017). Another rational for choosing this test is the norming sample, which reflected a broad grouping of individuals of different ages, gender, race, cultures and areas of the world. Another positive factor is the length of time this test has been used, improved and revised over the last 50 years.
A negative to using this test is the skill needed to accurately score this test (Wechsler Adult Intelligence Scale—Fourth Edition (WAIS–IV), 2008). Consequently, training is required to be responsible in scoring and interpretation of this test. A draw back to this test is the length of time usually needed to take the test. This test take between 60 and 90 minutes to complete and can be given via web-based or pencil and paper (Wechsler Adult Intelligence Scale-Fourth Edition, 2017). Consequently, this could be considered a negative factor for some.
Through using the WAIS-IV, which includes counselor observation, I would expect to get a good assessment of many areas of the client. These areas are; 1) client’s cognitive abilities such as verbal comprehension, 2) perceptual reasoning ability which is the ability to analyze abstract visual stimuli, 3) working memory and mathematical reasoning, 4) and processing speed which correlates with learning capacity, long term and short term memory and spatial reasoning (WAIS- IV, 2008).
The second recommended assessment would be the Wide Range Achievement Test Fourth Edition (WRAT4). Through this assessment I would expect to gain information which would show areas in which the client excels, areas of deficiency, particular areas of skill and expertise in order to assist the client in her future. It will also serve as a prediction of the areas in which she will be successful.
The WRAT4, will assess already gained knowledge in the areas of reading, language, writing and arithmetic (Drummond et al., 2015). This assessment generally takes between 35 and 45 minutes for those aged 8 and up (Wide Range Achievement Test 4, 2017). This test is designed to be an academic evaluation test and is given to individuals. Age based norms are utilized for those at a higher grade level that high school.
The WRAT4 was sampled for standardization nationally on over 3,000 individuals displaying it to be highly reliable using a split-half measurement (Wide Range Achievement Test 4, 2017). Results showed a .98 for reading, .94 for mathematics and .96 and .97 for spelling 1 and 2 (WRAT4, 2017). The norms for the test are taken from 7 states, sampling over 15,000 subjects (WRAT4, 2017).
My rational for using the WRAT4 is it is a short test, a good measure of what the individual already knows and is accurate.
Due to the fact there are two forms of the test, blue and green, it is useful for fast and accurate retesting (WRAT4, 2017). The stanines, standard scores, percentiles and grade equivalence is included in the WRAT4 (Drummond et al., 2015).
The positives of using this test is it’s ease of administering and scoring, brevity, can be given in retest enabling assessment of progress over time and evaluation of specific areas of knowledge. A draw back or negative is more information will be needed other than the one assessment to provide guidance for the client.
A third assessment that could be recommended is an assessment measuring aptitude. Aptitude tests are given to individuals to determine inherent capacity to excel in a specific field or areas. In this case I would choose to use the Career Ability Placement Survey (CAPS) because it relates to specific choice of career. My rational is the CAPS assessment can be done in a web-based format for instant scoring, takes approximately 50 minutes and is cost effective (Drummond et al., 2015). This test is designed to assess and measure vocational competence; linking ability with choice of career states Drummond et al.,
(2015).
The CAPS survey consists of 8 areas consisting of mechanical reasoning, verbal and reading comprehension, mathematical reasoning, language skill, vocabulary use and knowledge, speed and accuracy recognition and perception (Drummond et al., 2015). It is a useful test and can be compared to the Armed Services Vocational Aptitude Battery (ASVAB), Differential Aptitude Tests (DAT), General Aptitude Test Battery (GATB) as proposed by Drummond et al., (2015).
These three assessments can be an integral part of assisting my client to make the best career choice she can. However, none of the tests should be relied upon solely for guidance. An informal assessment, observation, and interaction between the client and counselor should always be the foremost factor.
I anticipate findings from the CAPS to reveal areas in which the client will excel and enjoy related to a potential career change.
References:
Drummond, R. J., Sheperis, C. J., & Jones, K. D. (2015). Assessment procedures for counselors and helping professionals (8 edition). Boston: Pearson.
Wechsler Adult Intelligence Scale-Fourth Edition. (2017). Retrieved from http://www.pearsonclinical.com/psychology/products/100000392/wechsler-adult-intelligence-scalefourth-edition-wais-iv.html?Pid=015-8980-808
Wechsler Adult Intelligence Scale—Fourth Edition (2016). Retrieved from http://www.statisticssolutions.com/wechsler-adult-intelligence-scale-fourth-edition-wais-iv/
Wide Range Achievement Test 4, (2017). Retrieved February 8, 2017, from http://www.pearsonclinical.com/education/products/100001722/wide-range-achievement-test-4--wrat4.html