EMPLOYMENT PSYCHOLOGY DIRECTIONS FOR SCORING THE TEST In deciding upon a scoring method, objectivity and con- venience are both basic considerations. The score should be simple, precise, and capable of being obtained quickly. Above all, it must not be subject to variation because of the personal equation of the scorer. A key of correct answers may be prepared in a way to facilitate accuracy and speed in scoring. If a test form has been printed so that all answers are in a single vertical column, the key consists of a strip of cardboard for each page, with the correct answers spaced so as to be instantly compared with the test responses. If, however, the test is such that the answers do not all appear in a single vertical column, it is better to make a stencil. Some stencils are of cardboard the size of the page, with windows cut wherever answers are to be. The correct answer is above each open- ing. Such an opaque stencil has the disadvantage that it may hide an answer written in the wrong place. A trans- parent stencil of celluloid or tracing cloth, with answers indicated in India ink, is preferable. There should be a convenient place on the test form to record the score, or a card should be at hand on which each person’s score may be recorded. Below are some of the ways in which a test performance may be scored. Time required to complete the task. Number of units attempted, regardless of accuracy, within the given time limit. Number of units completed correctly. Number of errors, or number of units completed incorrect- ly. Number of units completed correctly minus the number completed incorrectly. This last is the customary method of scoring tests where only two possible answers can be given to each question, 116