Cut Score and Reporting

A cut score represents the minimum score a candidate must achieve to be placed into a specific performance level. We use a structured process to determine these cut scores, ensuring they reflect meaningful skill levels. We collaborate closely with our SMEs to define performance levels by judging what a minimally competent candidate should be able to do. We rely on evidence-based methods, such as monitoring response accuracy across populations with P value, leveraging expert judgment through the Angoff method, and calibrating difficulty to cognitive load, to recommend and validate our cut scores. Ultimately, we finalize the cut scores to align with both our assessment goals and our clients’ expectations.

We use cut scores to categorize candidates fairly and consistently, upholding the validity and credibility of our assessments. Our cut scores form the foundation for reporting in standard setting, ensuring transparency and accountability throughout the process. We enable our stakeholders to understand and trust how we establish these standards, supporting the defensibility of our cut scores during audits or challenges. In our reporting, we provide instant panelist feedback and scoring analytics to help us track item performance. We also offer exportable summary reports for our stakeholders and visual dashboards that allow us all to quickly interpret the results.

In conclusion, setting accurate cut scores ensures fair performance classifications, and our structured process supports this. Clear, transparent reporting documents our methods and decisions, reinforcing the validity and credibility of our assessments.