Introduce Yourself
Verify Client's Name & Pronoun Preferences
Ask What Brings them in (check their reason for the referral)
Define OT & Your Role (give elevator pitch)
State Purpose of Session & Expectations
Obtain Occupational Profile (always ask permission for note taking)
Closure of Interview (eg. thank you for taking the time to answer these questions...)
Transition into Performance Evaluation via Assessments
Introduce Yourself
Verify Client's Name & Pronoun Preferences
Ask What Brings them in (check their reason for the referral)
Define OT & Your Role (give elevator pitch)
State Purpose of Session & Expectations
Obtain Occupational Profile (always ask permission for note taking)
Closure of Interview (eg. thank you for taking the time to answer these questions...)
Transition into Performance Evaluation via Assessments
Standardized: structured with standard administration procedures (eg. specific procedures & protocols) and their measurement properties are studied with normative data; provides:
Objectivity: instructions for setup, administration & scoring can reduce examiner bias (personal influence)
Quantification: total scores & subscale scores generate numerical data that quantifies the skill being tested
Communication: scoring is a common language for interprofessional communication & documentation for payers is enhanced when standardized tests are used
Data Analysis: utilizing standardized tests can allow for analysis on the personal or group level & can be used for program evaluation, effectiveness of services, etc.
Non-standardized: use of skilled observation or interviews to gather & interpret a client's occupational performance on individual level
Use top-down approach
Assessment characteristics: client-centeredness, equipment & supplies, training, invasiveness, & responsivity
Common during screening
Observations, interviews, questionnaires, & occupation-based assessments (eg. observing meal prep)
Normative: compare data obtained with a large normed sample & have psychometric properties (reliability, validity, etc)
norm/average is derived from scores
performance is compared with a normal sample of same-aged peers
Criterion-referenced: measures how well a person performs against a set of criteria or level of performance of a certain skill rather than another person or normative data
performance is compared to a particular criterion or level of performance of a certain skill
Ipsative: having standardized procedures and protocols and are individualized, so that people compare themselves in the same domain across time.
Observation-based: can be with an assessment tool or without; involves directly observing actions of a client (eg. FIM, KATZ, COTE)
Interviews: open-ended, semi-structured, or structured
Questionnaires: set of questions can be asked to gather more info or can include a choice of response (eg. Sensory Profile, Role Checklist)
Performance-based: measure functional limitations & focus on specific body functions, client factors, or performance skills unlike an ADL/IADL observation (eg. TUG, BOT, MoCA, Berg)
Occupation-based: assesses occupation-based tasks such as meal prep, dressing, feeding (eg. KELS, PASS)
Item Bias: occurs when people of similar abilities perform differently on a given assessment or test item because of age, gender, ethnic, cultural, socioeconomic, or other group difference
Rater Bias (Observer Bias): occurs when different evaluators disagree in their assessment of the same person or when the same evaluator scores the same person differently on repeated testing (eg. pushing a client to perform beyond the client's capacity)
Test Taker Variables: factors that can affect & influence a client's scores on assessments (eg. fatigue, discomfort, pain, stress, paranoia, activity tolerance, energy level)
Event recording: keeping a tally of occurrences within a time frame/eval period (eg. counting how many times a client almost slipped on a rug)
Duration recording: using timing devices (eg. stopwatches) to record the length of time or an occurrence or how much time was needed to complete something
Rate recording: combo of duration & event recording by dividing frequency by length of time
Time Sampling: recording a behavior in a specific moment or intervals of time
Open-ended: client tells their story & life experiences through open-ended questions via prompts, probes, to obtain more info
eg. "Tell me more about that", "describe how you are doing"
Occupational profile
Semi-structured: some questions are structured & others obtain a broad view of client's life
Occupational performance history interview
Structured: involves specific questions that need to be asked in a specific order
Cost
Reimbursement sources
Population
Time constraints/issues
Purpose of chosen assessments
Setting & environment
Client perception of assessment
Theoretical basis
Degree of measurable objective data obtained
Utility
Psychometrics integrity
Format
Occupational Performance Analysis: method of observation of a person doing an occupation to determine their strengths & weaknesses
Intervention Process: includes planning, implementation & review of progress towards goals