Giving you confidence with reliable assessments.

Technical Briefs

Our assessments are regarded as best-in-class for their validity and reliability. Based nearly 80 years of ongoing research, our assessments provide accurate results that serve as a powerful springboard for career planning. Technical briefs prepared by Kuder’s research faculty provide a summary that concisely describes an assessment and the activities undertaken to demonstrate reliability, validity, and fairness.

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Kuder Career Interests Assessment® - kcia-lLikert

The aim of the KCIA-L is to determine the relative level of interest a respondent has in each of the six Holland areas of interests. These six interest scores are then used to identify the career clusters, pathways, and occupations that best match the respondent’s interests, based on the value of a Euclidean distance similarity index. To ensure the KCIA-L scores reliably and validly reflect interests in the six Holland areas, with efficiency and without bias, a number of psychometric research and development activities were undertaken. These activities involved the use of a) an initial pool of 168 items; b) a panel of five incontrovertible international leaders in career counseling and guidance for various formal judgmental exercises; and c) item-by-item response data from a representative sample of respondents. 

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Kuder Skills Confidence Assessment®KSCA

The aim of the KSCA is to determine the relative self-efficacy of the respondent in each of the six areas of the respondent’s Holland profile. These self-efficacy scores are then used to identify the O*NET occupations, pathways, and occupational clusters that best match the respondent’s self-efficacy, based on a Euclidean distance similarity index. To ensure that the KSCA scores reliably and validly reflect self-efficacy in the six Holland areas, with efficiency and without bias, a number of psychometric research and development activities were undertaken. These activities involved the use of a) an initial pool of 175 potential Likert-type items aimed at measuring self-efficacy in the six Holland areas; b) a panel of five incontrovertible national leaders in career counseling and guidance for various formal judgmental exercises; and c) item by item response data from a national sample of 2,100 respondents for various statistical analyses.

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Kuder Skills Confidence Assessment® - KSCA-AAdult

The aim of the KSCA-A is to determine the relative self-efficacy of the respondent in each of the six areas of the respondent’s Holland profile. These self-efficacy scores are then used to identify the O*NET occupations, pathways, and occupational clusters that best match the respondent’s self-efficacy, based on the value of a Euclidean distance similarity index. To ensure that the KSCA-A scores reliably and validly reflect self-efficacy in the six Holland areas, with efficiency and without bias, a number of psychometric research and development activities were undertaken. These activities involved the use of a) an initial pool of 170 potential Likert-type items aimed at measuring self-efficacy in the six Holland areas; b) a panel of five incontrovertible international leaders in career counseling and guidance for various formal judgmental exercises; and c) item-by-item response data from a national sample of 2,000 respondents for various statistical analyses.

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Super’s Work Values Inventory-revisedSWVI

Super’s Work Values Inventory-revised (SWVI-r) attempts to measure the relative importance of 12 work values thought to be most important in career choice and development. The SWVI-r is a revision of the original 1970 edition (Super, 1970) of SWVI. Each of the 12 scale scores are norm-referenced and expressed in the form of percentile ranks. Where identified, norms are localized by country and based on responses from national samples that represent users in terms of gender, geography, and age.

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Kuder Work Values Assessment®KWVA

To ensure the KWVA scores reliably and validly reflect five work values (Workplace, Innovation, Accomplishment, Income, and Prestige) with efficiency and without bias, a number of psychometric research and development activities were undertaken. These activities involved the use of a) an initial pool of 72 Super’s Work Values Inventory-revised items; b) a panel of five incontrovertible international leaders in career counseling and guidance for various formal judgmental exercises; and c) item-by-item response data from a national sample of 4,000 respondents for various statistical analyses.

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