Competency Category:

19.3 – Score, Interpret and Protect Confidentiality of Test Results

Purpose & Context

Career Development Professionals (CDPs) assess clients to inform interventions. CDPs ensure that test scoring, reporting and interpretation comply with test publishers’ requirements. CDPs interpret results informed by the psychometric properties of the assessment, client characteristics that may impact the results, and the purpose of the assessment.

Effective Performance

Competent career development professionals must be able to:

  • P1. Score test in line with test procedures
  • P2. Interpret results, considering:
    • Technical documentation, e.g. limitations of test results, prescribed use and interpretation of scales, norm or comparison groups
    • Psychometric characteristics, e.g. reliability, error of measurement, validity, fairness
    • Purpose of the assessment and evaluation
  • P3. Protect confidentiality of results, for example:
    • Obtain consent prior to releasing results to others
    • Limit access to results
    • Securely store results, e.g. encrypted data files
    • Remove personal identifiers from databases of results used for research or other operational purposes
  • P4. Retain scores as prescribed by organizational or legal guidelines
  • P5. Report issues relevant to use and application of assessment and evaluation measure

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. Testing principles and ethical use of tests
  • K2. Psychometrics and measurement, e.g. classical test theory
  • K3. Descriptive statistics, e.g. frequency distributions, measures of central tendency, measures of variation, indices
    of relationships
  • K4. Scales, scores, and transformations, e.g. types of scales, types of scores, scale score equating
  • K5. Reliability and measurement error
  • K6. Validity and meaning of test scores
  • K7. Fairness, e.g. ensuring test design, content and format do not result in biased test scores for particular groups

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:


Glossary & Key References


Industry-specific terms contained in the standard defined here, where applicable.


Information Sources and Resources for Consideration

Standards for Educational and Psychological Testing. American Educational Research Association (AERA), American Psychological Association (APA), and the National Council on Measurement in Education (NCME), 2014.

Test in Print IX. Buros Centre for Testing. Nancy Anderson, Jennifer E. Schuleter, Janet F. Carlson, and Kurt F. Geisinger, 2016.

Context Rating Scales


Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Moderate risk: CRITICAL


Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A career development professional requires a minimum experience of scoring, interpreting 10 different assessment and evaluation tools as well as a minimum of one year experience in protecting test results.


Practitioners typically perform this competency without supervision, and alone.


It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials


Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!