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Examination for Professional Practice of Psychology Exam Dumps

EPPP Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

The Examination for Professional Practice in Psychology
(EPPP) is developed and owned by the Association of
State and Provincial Psychology Boards (ASPPB). The EPPP
is provided to state and provincial boards of psychology to
assist them in their evaluation of the qualifications of
applicants for licensure and certification. This
standardized knowledge-based examination is
constructed by ASPPB with the assistance of its test
vendor, Pearson VUE. The EPPP is continuously
administered in a computerized delivery format through
the Pearson VUE network of computer testing centers.
State and provincial psychology boards acting collectively
through ASPPB provide support for the testing format.
Pearson VUE maintains a network of more than 275
Pearson Professional Centers (PPCs) in the United States
and Canada in order to provide access to computer-based
testing (CBT) for candidates.

The resources of individual psychologists, ASPPB and its
test vendor are used in the ongoing development of and
improvements to the EPPP. These combined resources are
greater than those available to any individual psychology
licensing. The EPPP is only one part of the evaluation
procedures used by state and provincial boards to
determine candidates readiness to practice the
profession of psychology. Most boards supplement the
EPPP with other requirements and/or assessment
procedures. The EPPP is intended to evaluate the
knowledge that the most recent practice analysis has
determined as foundational to the competent practice of
psychology. Most candidates taking the EPPP have
obtained a doctoral degree in psychology, a year of predoctoral supervised experience and appropriate
postdoctoral experience. Candidates are expected to have
acquired a broad basic knowledge of psychology,
regardless of individual areas of concentration. This
knowledge, and the candidates ability to apply it, are
assessed through the candidates responses to objective,
multiple-choice questions that are representative of the
field at large. The average pass-rate for doctoral level
candidates who are taking the exam for the first time
exceeds 80% in the most recent sample years.

Regardless of the jurisdiction, in order to sit for the
EPPP, individuals seeking licensure must first apply for
licensure to the licensing authority in the state,
province or territory in which they wish to be licensed.
The licensing authority reviews applicants credentials
and determines if they meet the requirements
established in the laws of the state, province or
territory.

Candidates who meet their licensing authorities
requirements will be pre-approved by the board to take
the EPPP. The board will enter the candidates
identifying information into an online EPPP registration
system that will enable the candidate to logon and
verify her/his account, and that gives access to the
application materials. Candidates will be sent two
consecutive emails, the 1st advising them that their
licensing authority has uploaded their information into
the system, and the 2nd with information for them to
verify their account and begin the registration process.
 Candidates will not be able to log into the
registration system until their licensing authority has
uploaded their information. Candidates must contact
their board to advise that they are ready to test and
need to be uploaded to the EPPP registration system.

Candidates may test at any authorized Pearson VUE
center that administers the EPPP, regardless of the
jurisdiction where they are applying for licensure.
Candidates must arrive 30 minutes prior to their
scheduled appointment. Please Note: Candidates must
have a currently valid, government-issued photo ID
(e.g., passport, drivers license, etc.), as well as another
piece of identification imprinted with their name and
containing a signature or recent photo (e.g., credit card,
CPR card, etc.). The first and last name on both forms
of ID must match the name on the Authorization to
Test email.

Prior to taking the EPPP, candidates will be asked to
read and acknowledge their review of the Candidate
Acknowledgment Statement. Please note that the
Candidate Acknowledgement Statement contains
important rules for taking the EPPP and should be read
in its entirety before acknowledging that it has been
read.

The EPPP is administered under standardized conditions
in accordance with procedures established by Pearson
VUE for all their testing centers.
• Candidates taking the EPPP are allowed:
o 5 minutes to agree to the terms of the
Candidate Acknowledgement Statement (If
you do not agree to the terms within the 5-
minute timeframe, the Exam will be
canceled and cannot be reset),
o 5 minutes for completion of the tutorial,
o 4 hours and 15 minutes for completion of
the EPPP and 5 minutes at the end of the exam allotted
to complete a brief survey.
• Candidates with documented disabilities or
impairments, who wish to be tested under
nonstandard conditions, please see the section
regarding “Special Accommodations” on page 7.
There are no scheduled breaks during the Exam.
Candidates may take breaks whenever they wish;
however, the clock on the time allotted for the Exam
will continue to run.

Pearson Professional Centers are built to standard
specifications and vary primarily on the basis of size.
Private modular workstations provide ample workspace,
comfortable seating, and proper lighting. Proctors
monitor the testing process through an observation
window and from within the testing room. Parabolic
mirrors mounted on the walls assist proctors in
observing the testing process. All testing sessions are
videotaped and audio-monitored, and a digitized image
of all candidates taking the EPPP will be retained.
Computer knowledge is not required to take a
computerized examination. Before the examination
begins, a basic introductory lesson (tutorial) is
presented that explains the process of selecting answers
and moving from question to question. Candidates have
5 minutes to complete the tutorial, and are strongly
encouraged to review it carefully.

Candidates may select their answers using either the
keyboard or the mouse. During the tutorial, candidates
will learn how they can skip forward or backward
through the EPPP to review questions. Candidates
should be sure they understand how to review
questions when they take the tutorial.
The testing software contains a feature that allows
candidates to flag questions they might wish to review
later, if time permits. Any question can be flagged,
regardless of whether it has been left blank or
answered, and will be scored even if it is still marked
upon completion of the Exam.

Candidates are encouraged to take notes during the
tutorial on whiteboards that can be supplied by the
testing center upon request. They are not automatically
supplied. Testing center staff will collect whiteboards at
the completion of the Examination. Candidates are not
allowed to bring their own scratch paper or writing
instruments into the testing room.
Please Note: There might be some distractions in the
testing situation because:
• Other candidates may be taking exams that require
narrative responses, and there may be keyboard
noise.

• Proctors will be entering the testing room on a
regular basis to observe activity and to seat other
candidates or answer inquiries.
• Other minor distractions might include ambient
noise from outside the testing room.
If a candidate is concerned that these kinds of
distractions will affect exam performance, he or she
may request earplugs and/or noise cancelling
headphones after arriving at the testing center. This
does not require pre-approval. Candidates are not
allowed to bring their own earplugs into the testing
room.

The total number of correct responses determines a
candidates score. Therefore, it is to the candidates
advantage to answer every item, even when uncertain
of the correct response. The candidate should choose
the single best answer to each item.

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EPPP PDF Sample Questions

EPPP Sample Questions

Medical
EPPP
Examination for Professional Practice of Psychology
https://killexams.com/pass4sure/exam-detail/EPPP
QUESTION: 8
_____ proposed a social learning theory of career development in which career path is influence
by four major factors: genetic endowment; environmental conditions and events; learning
experiences; and task approach skills (which include performance expectations, work habits, and
emotional responses).
A. Zimbardo
B. Roe
C. Tiedeman
D. Krumboltz
Answer: D
QUESTION: 9
_____ created a theory of cognitive development based on the idea that people increase their
cognitive skill based on information taken from both the environment and biological maturation.
A. Krumboltz
B. Skinner
C. Piaget
D. Tiedeman
Answer: C
QUESTION: 10
The _______ will have predominant symptoms including at least two of the following: motoric
immobility; excessive motor activity; extreme negativism or mutism; peculiarities in voluntary
movement; and echolalia or echopraxia.
A. Catatonic Type schizophrenic
B. Paranoid Type schizophrenic
C. Disorganized Type schizophrenic
D. Undifferentiated Type schizophrenic
Answer: A
3
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32 Reference check Questions remember to Ask

Employers behavior reference tests through contacting a job candidate’s professional and private connections. The purpose is to more suitable consider the candidate’s capabilities, skills and demeanor.

Your reference assess questions should discern even if a candidate would fit in at your business. They cannot pertain to your candidate’s very own information.

Your business should still increase a system to ensure consistency among all reference tests and examine which questions to ask references.

this article is for company house owners and hiring managers who are planning to conduct reference exams for potential personnel.

A job candidate can also ace the interview, but that doesn’t always make them a perfect rent. which you could enhanced have in mind an applicant’s compatibility together with your business with the aid of checking their references, principally if you ask the correct questions. We’ll share 32 reference examine questions that focal point on a candidate’s efficiency and what it became like to control and work alongside them. These questions can help make certain a successful hire and a advantageous new group member.

what is a reference assess?

A reference verify is when an employer reaches out to individuals who can shed easy on a job candidate’s strengths and communicate to their qualifications. These contacts are usually old employers but additionally can also consist of institution professors, longtime colleagues and other americans conventional with the applicant’s work.

As an business enterprise, you may also locate that reference assessments aid paint a full picture of a possible appoint. sadly, individuals lie on their resumes every now and then and existing skills they don’t in reality possess. in case you ask your applicant’s professional references the appropriate questions, you’ll be taught greater concerning the candidate’s potential and qualifications than you possibly can from a normal job interview alone.

Reference assess desires encompass the following:

confirm the written or verbal suggestions the abilities worker offered.

be trained concerning the candidate’s advantage and strengths from someone other than the candidate.

gather suggestions in regards to the applicant’s job efficiency in past roles to predict their success at your company.

With all of this assistance, make sure to have a less complicated time selecting which candidates to movement forward in the hiring technique.

Reference exams can assist you evade hiring horror experiences and expensive personnel and administration headaches.

What suggestions when you ask a reference?

When establishing your list of reference examine questions, you'll want to examine the information you need to confirm concerning the job candidate. You may be attracted to the references’ insights in regards to the candidate on these themes:

Job efficiency

ability to remember and comply with instructions

ability to work well as a part of a crew

necessities for office conduct and ethics

pursuits, specialties and demeanor

means to provide directions and confirm that subordinates observe them (if they’re making use of for a management position)

anything that stands out on the candidate’s resume or emerged throughout their job interview

Some of those topics are extra appropriate to consult with expert references; others can be more appropriate to ask personal references. as an example, a former supervisor can speak to how smartly a candidate operates as part of a group, whereas an in depth friend or mentor can describe the candidate’s pursuits, specialties and demeanor.

just as there are specific questions be sure you under no circumstances ask a job candidate, there are questions you can’t ask a reference. You have to only ask questions that pertain to the job; inappropriate questions can field your business to discrimination claims.

agree with the following complicated questions be sure you certainly not ask references:

anything else regarding demographics or own counsel: Don’t ask a couple of candidate’s sexuality, age, religion or equivalent concerns.

anything regarding personal fitness: Don’t ask about a candidate’s clinical history or the existence of disabilities. which you can ask no matter if the candidate is capable of performing the initiatives the job requires.

anything related to credit ratings: despite the fact you could request a credit rating from a job applicant, the fair credit Reporting Act bars you from asking references about an applicant’s credit score rating.

anything else concerning family unit: Don’t ask whether a candidate has (or plans to have) little ones or a companion. in case you be anxious that a job applicant with a household may now not have adequate time for the job, ask references if they suppose the job’s time calls for will go well with the candidate.

Gathering references is a vital step to ensuring you're making the top of the line hiring choices to your vacant positions. try these different information for hiring the best employees to build your crew as comfortably as viable.

32 reference examine inquiries to ask

Now that you simply comprehend what tips to request from a reference, you’re able to advance your record of reference check questions. below are 32 commonplace reference determine inquiries to use. You may consider some don’t practice to your business, but be sure to talk along with your hiring supervisor before doing away with any questions.

Introductory reference assess questions

Is there any guidance you and/or your company are unwilling or unable to provide me about the candidate?

in case you can’t share any assistance with me, can you connect me with any former personnel who worked closely with the candidate?

are you able to verify the candidate’s employment start and end dates, income and job title?

what's your relationship to the candidate, and the way did you first meet?

Reference assess questions for getting to understand the reference

for how long have you ever worked at your enterprise?

for a way long have you ever had your current job title?

for the way long did you work with the candidate, and in what capacities?

are you able to believe of any motives I should be speaking with yet another reference in its place of your self?

performance-linked reference check questions

What positions did the candidate have while at your enterprise?

In what roles did the candidate delivery and end?

What did these roles entail?

What were probably the most challenging ingredients of the candidate’s roles at your business?

How did the candidate face these challenges and different boundaries?

What are the candidate’s expert strengths, and how did they advantage your business?

In what areas does the candidate want improvement?

Do you think the candidate is certified for this job, and why or why now not?

Reference verify inquiries to ask managers

for the way long did you without delay or in some way control the candidate?

In what techniques became managing the candidate effortless, and in what approaches was it challenging?

How did the candidate develop during their time working under you?

What information do you've got for managing this candidate?

Reference examine questions to ask employees who stated to your candidate

for how lengthy did the candidate control you, and in what capacity?

What did you love most and least concerning the candidate’s administration style?

How did the candidate’s administration vogue help you grow and learn?

How might the candidate have more advantageous managed you and your co-workers?

Reference verify inquiries to ask co-laborers

for a way lengthy have been you among the many candidate’s colleagues, and in what skill?

What did you like most and least about working with the candidate?

How did you grow and be trained while working with the candidate?

How did the candidate aid you and your different colleagues?

In what methods may the candidate have been a far better co-worker to you and your colleagues?

Reference determine questions on ethics and conduct

Why did the candidate leave your enterprise?

Did this candidate’s conduct result in any place of work conflicts or situations of questionable ethics?

If the probability arose, would you be inclined and/or in a position to rehire the candidate, and why or why not?

simply as which you can communicate along with your hiring supervisor about potentially casting off certain questions from this listing, that you could focus on adding other questions. so long as any extra questions shed mild on how your candidate would perform all through employment along with your business and you don’t ask for personal information, there’s a superb probability you’re asking the right questions.

Some candidates could need extra scrutiny than others. Some employers behavior history assessments to verify job candidates and their credentials.

a way to behavior a reference check

in case you come to a decision to check references for brand spanking new hires, implement a proper system at your business. this can streamline the process of obtaining your candidates’ references. From delivery to conclude, your hiring group should still follow these steps to behavior an intensive reference assess:

make a decision how many references to gain from every applicant. Two or three may still suffice.

encompass a section for references in every job software. Ask candidates to consist of their references’ full names, cell numbers, email addresses and relationship to the candidate.

Get permission to contact the reference. consist of a clause on your job utility that the applicant signals to provide you with permission to contact their references. make sure to additionally electronic mail a reference to get their permission to ask them questions concerning the candidate.

come to a decision no matter if you’ll habits your reference checks by way of cellphone or e-mail. while sending questions through electronic mail will keep your enterprise time — primarily if you have a standard list of questions you send to all references — verbal exams by means of cellphone or video chat, and even in-adult conferences, can give you a clearer understanding of a candidate.

develop an inventory of reference determine questions. trust the record above to verify capabilities questions.

be careful for purple flags. no longer every candidate is absolutely fair on their resume, so do your analysis earlier than contacting a reference.

set up a typical note-taking system. Don’t predict to remember each factor you discussed all the way through a reference check. Work along with your hiring crew to boost a word-taking format and procedure the whole team can remember and use.

If an supplier discovers that a job candidate misrepresented their qualifications or lied on their resume, they can rescind the job offer.

Reference checks support employers make first rate hiring selections

Reference exams provide you with a chance to fill gaps that come up while you’re getting to recognize a candidate right through the interview manner. talking to an applicant’s very own references can inform you in the event that they’re the right healthy and assist you steer clear of a costly bad appoint. through enabling you to discover the candidate’s administration trend or opting for how they’ll reply below power, reference checks can inform you a whole lot greater than an interview on my own.

once you’ve carried out reference tests on your whole job candidates, remember to have all the information you should come to a decision which one is best for the job and attain out with a formal job present letter. If the candidate accepts, congratulate them and yourself — and start your onboarding system.

Natalie Hamingson contributed to this text.

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Examination for Professional Practice of Psychology Exam Dumps

EPPP Exam Format | Course Contents | Course Outline | Exam Syllabus | Exam Objectives

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EPPP PDF Sample Questions

EPPP Sample Questions

Killexams VCE Exam Simulator 3.0.9

Just download and read these EPPP Exam Braindumps before you go for real test

Latest 2023 Updated EPPP Real Exam Questions

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32 Reference check Questions remember to Ask

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