Guidelines for Handling Cases of Suspected Non-Compliance by Test Takers

Introduction

To safeguard appointment processes to and within the public service, the Public Service Commission of Canada (PSC) will take all necessary steps to ensure the integrity of its testing programs and the validity of its test results. This includes responding to allegations of suspected non-compliance on its standardized tests.

Before being assessed, all test takers must agree to abide by the terms of use and the standardized testing conditions for a given test. Any non-compliance, including dishonest test-taking behaviour, constitutes a breach of the terms of use.

Objective

These guidelines set out the principles that will inform the PSC’s Personnel Psychology Centre in addressing cases of alleged test-taker non-compliance.

Application

These guidelines apply to allegations of test taker non-compliance involving one of the PSC’s standardized tests. This includes all standardized assessments regardless of their format, such as multiple-choice tests, oral language tests and simulations.

Considerations

At all stages, the Personnel Psychology Centre will consider and adhere to applicable legal, regulatory and policy requirements.

Reviewing reports of non-compliance

The Personnel Psychology Centre will conduct an administrative review in response to any credible report of suspected test taker non-compliance. In keeping with the terms of use for these tests, it will pursue any action it deems appropriate, including:

• suspending or invalidating test results
• imposing special conditions on retesting
• referring the matter to an appropriate authority for possible investigation

When deciding whether to take action, the Personnel Psychology Centre will consider:

• its confidence that the test result is valid, that standardized testing conditions were in place and that the test taker followed the terms of use
• the credibility and consistency of the available evidence, including:
• direct observations made by a test administrator (for example, a second language assessor)
• statistical and qualitative analysis of test session data
• statistical and qualitative analysis of a test taker’s previous testing history
• findings from formal investigations by relevant authorities, including the PSC’s Investigations Directorate, a deputy head investigation or a labour relations investigation
• whether there are extenuating circumstances or plausible alternative explanations
• whether a test taker could have been advantaged or perceived to have been advantaged by the alleged non-compliant behaviours
• the potential consequences of allowing a questionable test result to remain valid
• the severity or extent of the alleged non-compliant behaviours
• any explanation offered by the test taker when confronted during the assessment by the person administering the test, or when they are informed of the invalidation of their result

Communicating decisions

The Personnel Psychology Centre will inform the department or agency that ordered the test about the decision to invalidate. It will also share any conditions relating to future testing. Only the information needed for operational purposes will be shared. The test taker will be copied on this communication whenever possible.

An invalidated result is not a finding of cheating

When the Personnel Psychology Centre invalidates a test result, this means it is not satisfied that standardized testing conditions were met or that the terms of use were respected. The procedure for resolving these doubts is to invalidate the result and, if necessary, retest individuals under more controlled conditions to ensure the integrity of the results.

Administrative actions such as invalidation or imposing testing conditions do not indicate that the Personnel Psychology Centre has determined that inappropriate behaviour or cheating has taken place. These administrative actions are meant only to ensure the accuracy of test results and merit-based appointments under the Public Service Employment Act, which is the PSC’s core mandate.

Referring a case for investigation

In addition to any administrative decision it makes, the Personnel Psychology Centre may refer cases of suspected non-compliance to the appropriate authority for possible investigation. The appropriate authority could be the PSC’s Investigations Directorate or designated officials of the department or agency that ordered the test or that currently employs the individual. An investigation by these authorities is a separate process, governed by its own requirements and considerations, and is distinct from the administrative decisions taken by the Personnel Psychology Centre.