A Summary Of Interrater Reliability

A Summary Of Interrater Reliability
Research is a vital role to ensure the growth of psychology. There are several different types of research methods that a researcher may choose.
Regardless which kind of research method is selected it's likely that they will need a form of measurement for reliability. Having an effective
measuring tool is essential to produce valid research findings. The wrong type of measurement can skew data, cause possible unethical actions, and be
an overall severe threat to the validity and reliability of the research. When conducting research, researchers should only utilize the measurements that
are credible through evidence–based practice (EBP). We can measure reliability in several ways; we present the four most common methods: (1)
test–retest, (2) alternate forms, (3) internal consistency, and (4) interrater reliability (Thomas & Hersen, 2011, pg.30).
What is Interrater Reliability? IRR is a statistical approach used to quantify the degree of agreement among independent raters, while adjusting for
agreement that would be expected by chance alone (Hussain et al., 2014). Sometimes research requires a qualitative rating by two or more researchers.
If this occurs it's imperative that the researchers agree on an interrater reliability. For example, if two or more psychologists were observing an autistic
...show more content...
It's used throughout dozens of different fields and topic. One of the most popular topics is in professional sports. Some sport such as American
football, baseball, basketball, and boxing require more than two referees to preside over the game or match from a neutral standpoint. All referees
involved in professional sports have to go through specific training designed to understand the rules of the game so that all referees can be in
agreement. A simple yes or no is often not enough, sometimes judges are given a set of numbers such as 1–10 to describe something ranging from very
the worst to the
Get more content on HelpWriting.net

Paper-Rater Is Brutal Analysis
Well I must say that paper–rater is brutal. I was quite surprised by the review. I have always been told I am a well–spoken, well versed person. I
graduated High School at 16 years old in advanced courses. That was quite a long time ago, and as I have found out the hard way college is a lot
different. I received good feedback from the service and I will use it in the future on every paper I write. There are so many little mistakes we seem to
overlook. It broke it down for you and was so easy to use. Using frequently over used words can corrupt even the best essay. I received a grade of C
overall. I was quite disappointed in myself and my performance as I know I have the ability to do better. There were four places that should have had
commas

Rater Errors
There are numerous types of rater errors. If I had to choose four, I would choose leniency, severity, central tendency and first impression. The reason
for my choices are that at least once in my working career, I have dealt with managers and supervisors that were guilty of at least one of the errors.
Leniency errors are when management assigns each employee under their supervision high ratings or inflate the ratings. Leniency has been labeled
as one of the most troublesome of rating errors (Kane, Bernardin, Villanova, & Peyrefitte, 1995). One reason could be because it places every
employee on the same pedestal as far as ratings goes. Severity errors are when managers or supervisors assign low ratings to all the employees, which
is the opposite

Paper Rater: Student Analysis
I have used paperRater for many years. I stumbed on the site while attending Walden University in 2002. At that time I was teaching Social Studies
at a middle school in Georgia and it not only helped me with my papers but also correcting and grading my students' papers. I loves the cite. Not
only does it help me correct my grammar errors, but it helped me become a better writer. After retirg, I'd run out of money and had to stop school,
but here I am seven years later back in the saddle at Northcentral University work on my Ph.D. and ferociously using PaperRater to keep me from
plagiarizing. It is easy to use –– just paste the text you want analyzed and it tells you what you mistakenly forgot to quote or text written to closely
aligned with a research source....show more content...
However, most of all it gives me feedback on what I written (1) and unlike some of the grammar checkers, it explains in simplistic form what errors
were made and give suggesons for correcting. Paper Rater couldn't be easier to uses just paste in the text you want analyzed, choose what type of
content it is–essay, research paper, speech, etc.– and submit it for review (Webfreebies, 2010, p.1). Within seconds, Paper Rater generates a report that
analyzes several aspects of your submission (2). The premium service will allow me to pull the analysis of what sections match my research sources
so it can be re–written. I have just learned that PaperRater offers scholorships for their premum service. I am now back in school but retired from
teaching and on a fixed income. Even though the fee for the premium service is reasonable, I can't afford to pay for the service because I must watch
every penny spent. I would like to have the premium service for PaperRater, therefore I am writing this essay in the hope of a scholarship for the
premium

Automated Essay Scoring with E-Rater V.2.0
Research Report
Automated Essay Scoring With E–raterВ® v.2.0
Yigal Attali Jill Burstein
Research & Development
November 2005 RR–04–45
Automated Essay Scoring With E–raterВ® v.2.0
Yigal Attali and Jill Burstein ETS, Princeton, NJ
November 2005
As part of its educational and social mission and in fulfilling the organization 's nonprofit charter and bylaws, ETS has and continues to learn from
and also to lead research that furthers educational and measurement research to advance quality and equity in education and assessment for all users
of the organization 's products and services. ETS Research Reports provide preliminary and limited dissemination of ETS research prior to
publication. To obtain a PDF or a print copy...show more content...
An analysis of the e–rater v.1.3 features revealed that some of them were implicitly measuring essay length (i.e., number of words in the essay) or had a
nonmonotonic relationship with the human score. Features in e–rater v.2.0 were created by standardizing some features with regard to essay length, by
altering the definition of others to take into account the nonmonotonic relationship 1
with the human score, and also by creating new features. Below is a description, by category, of the 12 features included in the new feature set. Errors
in Grammar, Usage, Mechanics, and Style (Four Features) Criterion produces feedback about a total of 33 errors in four categories: grammar, usage,

mechanics, and comments about style. Most of these features are identified using natural language processing techniques (Burstein et al., 2003).
Counts of the errors in the four categories form the basis for four features in e–rater v.2.0, referred to herein as grammar, usage, mechanics, and style.
However, the features actually computed are the rates of errors in the four categories and are calculated for each category by counting the total number
of errors in that category and dividing this by the total number of words in an essay. Organization and Development (Two Features) In addition to the
various errors, the Criterion feedback application automatically identifies

Paperrater's Analysis
Therefore, I detest PaperRater because it degrades the quality of one's writing, offers inadequate feedback, and considers first–person narrative phrases
to be trite or inappropriate.
Recently, I submitted a work of writing that I had been working on and that I found very sufficient. I was proud of my piece of art and I believed that
it would receive high marks as I am accustomed to. However, PaperRater's insufficient system rated me as being equivalent or more adept than only
2% of fellow students entering high school. I contest with this rating profusely. All throughout elementary and middle school, I have received honorary
grades in my Language Arts classes and have scored extremely highly in reading comprehension, literary analysis, and...show more content...
Again, I was offering advice. Considering that the overall professionalism of that type of paper is not traditionally equal to that of a research paper,
report, or even a personal narrative, one must not expect it to be so. Would one expect a scientific explanation of cellular respiration to be at the same
reading level of a children's picture book? No, and the same goes for this example, although not near as extreme. For my type of document, using
second–person point of view intermixed with first–person and a sprinkle of third–person is not out of the picture. I consent that it is not preferable, as,
alas, there is always improvement that can be made in any work. I acknowledge that it was not my best work, and it may or may not have received
the grades I am accustomed to if I submitted it to a teacher. Perhaps I should back off and examine my original paper to see if it truly was enough to
warrant such an execution of PaperRater. However, I was not pleased with the nature of

Rater Bias
This assignment discusses two common errors that may occur when conducting a Performance Appraisal – the halo effect and rater bias.
The Halo effect and Rater bias are two potential performance appraisal problems that can cause potential rating errors (Dessler, 2008). These errors in
the evaluation render the appraisal, less valuable for the employee and for the company.
The Halo effect is a tendency to allow a positive (or desirable) quality, trait, or feature of an individual to affect the appraisal ratings. This means that
the supervisor or manager will base the entire appraisal solely on one positive trait or quality of that employee (Management Study Guide, n.d.). That
one desirable trait makes the supervisor believe that all traits possessed by the employee are desirable (Saylor Academy Open Textbooks, n.d.); rating
the employee a particular high on many other traits. For instance, a supervisor may give a higher rating to an attractive employee based on good looks,
or a manager may rate an employee with perfect attendance high on other aspects of work, based on impeccable attendance (Management Study Guide,
n.d.).
On the other hand, the supervisor or manager will base...show more content...
This means that the supervisor or manager will base the entire appraisal of certain employees on age, race, religion, disability, and gender. The
supervisor becomes prejudiced against certain employees based on that personal characteristic, rating certain employees higher or lower than others.
For instance, a supervisor may promote a male employee over a female employee if the supervisor is prejudiced against women. Similarly, a supervisor
may think that younger employees are more efficient than older employees, giving the younger employees a higher efficiency rating than older

What Is Inter-Rater Reliability?
The aim of the study was to verify the intra–rater and inter–rater reliability for visual estimates, goniometric and inclinometry measurements of elbow
extension. Through the analysis of reliability coefficients (ICC 1,1) and standard error of measurements, it would provide valuable indications on how
measurement procedures or methods could be altered to further improve inter–rater and intra–rater reliabilities while minimising SEM. In this
test–retest reliability study, unexpected measurements would be examined, factors that might have affected the reliability of observational estimations,
goniometric and inclinometry measurements would be evaluated and limitations of the study design would be addressed. Emphasis was specifically
placed on how the reliability of goniometric and...show more content...
A highly reliable measurement of ROM would yield consistent measurement results when successive measurements are taken on the same subject
under the same conditions. When the goniometric or inclinometry measurement is valid, an examiner can confidently use the results of a highly
reliable measurement to determine the mobility and flexibility of a joint or even diagnose a change in dysfunction due to the minimal measurement
error. Only by obtaining a reliable and consistent measurement of elbow range of motion can the presence of joint ROM limitation be diagnosed,
patients' improvements toward rehabilitation be evaluated, and the usefulness of therapeutic interventions be assessed. Based on the subject's
performance in range of motion assessments, appropriate range of motion exercises could then be assigned to patients who have a limited elbow
extension range. It is important for joint flexibility to be improved or maintained because motions such as elbow extension is essential for transfers,
propped sitting, reaching for objects and

How to organize the ideas in writing and what are raters sensitive to?
Abstract
Whether foreign language writing tests are rated by analytic scales, the organization of ideas is one of the aspects that are always assessed. It is
important to know which values do raters care more highly, the physical aspects of organization like paragraphing and markers or deeper textual
aspects for instance coherence of ideas. This study has tried to investigate when raters assigning a score for organization whether they value
paragraphing and cohesive devices or coherence. This study tries to ascertain what raters were more sensitive when rating writing for organization rating
scale. By evaluating the number of cohesive devices, number of paragraphs and...show more content...
Writing assessment started as a classroom practice during the 20th century. During 1930s, College Board changed from using direct writing assessment
to indirect form since the tests were cost–effective and they were believed to be more reliable. By 1950, more students with different background
attended colleges and universities therefore administrators used standard testing to decide how to place students and what and how to teach them. As
more students were placed in courses according to their standardized testing score, teachers started to notice a conflict between what students were
tested and what teachers taught actually. Because of this difference educators started writing assessments that were designed in the programmatic and
classroom levels. Therefore establishing methods of assessment started (Behzad, Nadia & George, 2011).
It should be noted that the fair and equitable use of writing assessment is so important because it is mostly used to make prominent decisions about
students or examinees. Writing assessment that is used for making decisions about educational conditions should provide equal opportunities for
students or examinees to know about rules, expectations and purposes of this assessment. If examinees don't have sources or criteria to evaluate or
judge their writing, then that assessment can be count unfair. Having valid writing assessment evaluation is a technical and complex activity.
Assessment requires a validation inquiry about theoretical

SAT Writing Reflection
Throughout my high school career it has been my goal to get a certain score on the SAT essay portion. As soon as I finished the test, I knew for a fact
that I did really well. However, three weeks later, I received my essay score and that was not the case. I sat down for several hours trying to figure out
how to accomplish my goal so I could attend college with an academic scholarship. I sat down in my room trying to be as optimistic as possible and
finally thought of an idea. That idea happened to be to attend a tutoring center so I could escalate my writing abilities. So, after doing research I found
the highest ranked tutoring center in Atlanta and scheduled a meeting the very next day. I met with a lady named Kim and we sat down together and
talked about my goals for the SATessay portion. After a brief discussion she asked me to write an essay so she could understand my writing abilities.
So, I sat in a room and it was timed writing test similar to the SAT and felt as if I did really well again. However, she read my essay and spoke with me
and said, "To become a better writer, you have to learn from other writers." She believe it or not told me to come back in two weeks after I finish
reading a whole SAT writing book....show more content...
Finally, I received it and went directly to my room and began working immediately. As soon as I finished reading the first essay, I took notes and
understood how descriptive the essay was. Each essay I read had specific details which made me realize how I was not being descriptive enough in
my essays. For two weeks straight I was just reading essays and taking notes to improve my writing skills as quickly as possible. The minimum I
studied was three hours a day considering how the SAT essay section can influence me with academic scholarship

Rater Bias And Halo Effect
Additionally, if the health care organization focus on using halo effect and rater bias to evaluate their employees, they will end up losing focus on
the objective of the company plus loose job related competencies. In conclusion, the two concepts uses similar format to assess or evaluate
employees. However, halo effect is a cognitive bias used by an individual such as feelings and thought (in analogy) where rater bias is the opposite
(group of leaders or mangers) where people allow an undesirable trait to influence their assessment of other traits.

The Importance Of Inter-Rater Reliability
1)Student–Related Reliability
It the most common learner–related issue in reliability is caused by temporary illness, fatigue, a bad day, anxiety, and other physical or psychological
factors. These factors may cause an inaccurate measure of the test making as it is not true the ability of the student since he/she is not performing at his
/her best.
2)Inter – rater Reliability
Indicates how consistent test scores are likely to be if the test is scored by two or more raters. Inter–rater reliability occurs when there is inconsistency
of scores between two or more test which is due to lack of attention during assessment that is the markers did not take into consideration the scoring
criterion.
3)Test Administration Reliability
Unreliability

Differences in Rater Behavior
Differences in rater behaviors are among the factors responsible for variability in the decision making process(DMP) during ratings. The
interference of either the rater rating style or rater experience determines the validity and reliability of the rating score and the rater themselves.
Factors related to rater inconsistencies identification and measurement in DMP is necessary to avoid factors underlying variability in decision
making process . Several studies have identified rater proficiency level, rater experiences and tasks as its factors. The purpose of this paper is to
critically review two articles that contribute to describe insights of rater behavior related to the factors studied. Barkaoui (2010) 'Variability in ESL
Essay...show more content...
Unlike Baker, Barkaoui limits the think aloud protocol as its only quantification of the rating scores, underestimating interference of the think aloud
protocol in the rating process(Barkaoui,2010,57). The difference in the number of participants may restrict the author from applying other
counterbalance methods in this case. Another important issue to point out is the data collection and presentation of the studies. Barkaoui (2010) rater
samples includes natives and non–natives, qualities that may distort the study results as an external factor(p.57). It is in doubt that such differences has
no impact on rating scores collected since other studies have claimed them as a factor that has an impact on raters rating performance. Regarding the
data presentation, Baker (2010) studies further demonstrates more distinctive details and explicit insights in each raters behavior details. It successfully
illustrate the data collected during the write aloud protocols in the findings discussions (Baker,2012,p.237–238). Barkaoui (2012) experimental study
disregarded the importance of participants comments by excluding these data. The think aloud elicited data were presented in the appendix with limited
reference in

What Is Inter-Rater Reliability?
Reliability of a measurement signifies an evenness between successive measurements, and can be broken down into two types. Intra–rater reliability
can be described as how accurately an examiner can replicate their own measurements, based on consistency between multiple measurements of the
same joint position or range of motion (ROM) on the same individual under the same conditions. Inter–rater reliability can be described as the
reliability between consistent measurements of the same joint position or ROM by different examiners on the same individual under the same
conditions. 1 Multiple studies focusing on joint measurement and the methods used signified that intra–rater reliability was accurate when compared to
inter–rater reliability. Examiners used the same universal goniometers, along with other devices to measure joint position and ROM. Their finding lead
them to the conclusion of measurements taken by the same person on the same individual were more accurate, than those compared to multiple
examiners taking the same measurements on the same individual. However,...show more content...
For example, in certain scientific investigations it can be beneficial not having to worry what rater measured a certain patient; the categories that each
patient is placed into can be done with confidence without asking what rater measured who.2 Inter–rater reliability can relate to instruments being used
in the clinic. If multiple therapists examine the same patient over the course of treatment, the reliability of the tool must be known.3 This can be
beneficial to all other therapists, knowing the tool being used is reliable for recording measurements. The benefit to intra–rater is less room for error; if
only one therapist is measuring and recording data of a patient, then there will be no questioning of what's being recorded, if their what they're
recording is

Rater Quiz
Crossing the Chasm
What's New? What's Not?
Strategic Management of Emerging Technology Hult School of International Business May 23, 2014
Disruptive Innovation
Sources of Wealth Creation in the Current Decade
Eating other people's lunch
Software eats hardware Op ex eats cap ex Services eat products
Leveraging next–generation technology
Social Mobile Analytics Cloud
2
Marketing Disruptive Innovation
High Risk
What Makes High–Tech Marketing Different?
Unproven products and promises Incompatible and incomplete infrastructure Social resistance to change
Low Data
No product history No company track record No best practices
3

Category Maturity Life Cycle...show more content...
category Technology–based leadership Another visionary in a different industry
This playbook is about creating budget
Crossing the Chasm
Target Customer Compelling Reason to Buy Whole Product Partners and Allies Distribution Pricing Competition Positioning Next Target Customer
Pragmatist function manager Fix a problem business process Application focus, standardized Recruited for specific whole product Direct sales
transitioning to VARs Value
–based, pain motivated Market vs. market Niche market leadership Adjacent niche market

Personal Statement : Senior Rater Philosophy
MEMORANDUM FOR: All officers and noncommissioned officers (NCO) senior rated by me. SUBJECT: Senior rater philosophy. 1. Purpose.
To describe my philosophy so that you understand how I will make rating decisions. 2. Intent. Leader development is the most important thing
leaders do. It is my goal that each of you achieves the highest level of responsibility and service your talents permit. I will balance that goal with my
duty to help identify the future leaders of our Army. 3. Bottom line up front. I believe highly competitive leaders consistently pursue the tough
assignments; do their very best in every job, no matter the job; receive the occasional Highly Qualified report; and, receive Most Qualified reports
in key developmental positions. 4. Senior Rater Comments. My comments will amplify the senior rater block check to send a clear message to the
board. I will focus on your potential for promotion, schooling, and command three to five years in the future. I will quantify your potential relative
to your peers with enumeration (e.g. "#2 of 15 MAJs," or "#1 of 5 CSMs") and avoid details that get in the way of clear communication. a.I reserve the
Most Qualified (MQ) block check for leaders with strong potential for promotion ahead of their peers (below–the–zone) and command at battalion and
above. These leaders have demonstrated through superb performance clear potential for greater responsibility and service (e.g. BN S2 who is clearly
ready to serve

My Shortcomings
Sitting through English class and completing grammar worksheets since the age of five, never really helped me reach academic success in the
English department. After many, many nights of trying to revise my essays to the point of perfection, I never fully understood. Never truly picking
up on the key to the phenomenal essay. I think my shortcomings came from the result of my effort, which was minimal and just enough to slide by
on the high school scale. The amount of time and effort I put in was just enough to pass the class and graduate as an honors student. However, once
I committed to Virginia Tech, I soon realized that that cute little game wasn't going to work anymore. Therefore, I set goals for myself, even before I
knew that I was taking this class. So, when you mentioned the goals memo, I knew exactly what my set goals would be. In order to achieve greatness
here at Tech, I would need to do a more than the minimum. Number one, I would need to quit my awful habit of procrastinating. College is all about
time management and that's what I intend to do, manage my time, well. Secondly, I desire to improve my bland vocabulary. I'd like to sound more
intelligent when I speak and write. And lastly, I plan to break my comfort zone academically, by participating in clubs and taking classes that challenge
my existing knowledge and allow me to learn new ideas.
I am an awful procrastinator, this semester I would like to challenge myself to manage my time better and to complete

Raters: A Possible Burst Analysis
Critics charged that they made complex however inconsistent models to ascertain the likelihood of default for individual mortgages too for the
securitized items made by packaging these mortgages. Raters esteemed a large portion of these organized items best level AAA material amid the
lodging blast,causing strong downsize them when the housing bubble

Senior Rater
As Gorman, Meriac, Roch, Ray, and Gamble (2017) stated: "Performance management involves the continuous process of identifying, measuring, and
developing the performance of individuals and groups in organizations providing both formal and informal performance–related information to
employees" (p. 193). The Army's performance management system succeeds in identifying performance measures for use through formal procedures
such as the annual OER. By constructing the OER to benefit the organization as it strives to achieve its strategic objectives of becoming an Army
capable of producing soldiers ready to support the Nation. The OER is a valid performance measurement that identifies the attributes and competencies
needed to lead soldiers as...show more content...
If the Army required a counseling form, DA Form 4856 located in Appendix D, as supporting documentation for the annual OER submission to the
Human Resources Command or HRC the promotion selection board could judge whether the tasks and duties described in the counseling are
supported in the OER. This would eliminate the substitution of the rater's support form being passed down to the rated soldier and force a
conversation to take place to discuss tasks and duties as well as the expected level of performance. Including the initial counseling would serve as a
performance agreement as recommended by Е ikГЅЕ™ (2013) and this accompanied by After Action Reviews periodically would serve as three
hundred and sixty–degree feedback fulfilling the daily management of performance or performance appraisal also recommended by Е ikГЅЕ™ (2013).
The inclusion of After Action Reviews as previously described would allow Major Hines the opportunity to receive direct feedback from other human
resources soldiers regarding sustainments and improvements that they might have to improve the performance of the Human Resources Officer and
the entire human resources section. This would not only increase the amount of feedback concerning performance for the Human Resources Officer,
but this could also increase the productivity of the

A Summary Of Interrater Reliability

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A Summary Of Interrater Reliability