Abstract
In this article, the authors review some of the distinctive characteristics of several self-reported ability/skill/efficacy measures and discuss the issues that need to be addressed in the construction: temporal dimensions, scaling, concurrent relationships to interest inventories, and other criteria. The authors report the development of the Kuder Skills Assessment, six self-efficacy scales congruent with the career cluster scales of the Kuder Career Search. It has been axiomatic from the beginning of vocational guidance (Parsons, 1909) that individuals are well advised to include some assessment of aptitudes or abilities in the mix of variables that should be considered in deciding on a career. Almost a century since, such thinking continues to be represented in a number of career theories (e.g., Dawis & Lofquist’s 1984 theory of work adjustment). The problem, still largely unresolved, is how abilities should be measured and, if measured accurately, whether they have useful validity.
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