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Canada is on the forefront of literacy, and educators now have a new resource in their toolbox with the introduction of the WIAT-4: Wechsler Individual Achievement Test - Fourth Edition Canadian (WIAT-4 CDN). Developed after extensive research and based on robust feedback from educators, the WIAT-4 CDN is a game changer in literacy assessment. Highlights include new subtests to assess reading and writing fluency; updated scoring options, including a new phonological processing composite score; and a Dyslexia Index Score that supports efficient, reliable screening.

Overall, the WIAT-4 CDN’s updated content and process are designed to help clinicians and educators better support students and fulfill lofty national goals, such as those outlined in the 2022 Ontario Human Rights Commission Right to Read inquiry report.

Are you ready to upgrade how you measure student progress and achievement? The newly released Wechsler Individual Achievement Test - Fourth Edition Canadian (WIAT-4 CDN) is sure to be a game changer.

At Pearson, we’ve long anticipated this introduction and the impact it will have on schools as they embrace its improved flexibility and accuracy.

As a quick summary, the WIAT-4 CDN offers more subtests and updated scoring options. Its fresh content and process reflect clinicians’ needs and educators’ requests — all designed to help better identify the support students need to achieve more. Here’s everything you need to know about the new WIAT-4 CDN.

Education is driven by a shared goal: helping students grow and thrive. Assessments play a vital role in this journey, providing insights into student strengths, needs and progress. However, for students with learning differences, such as dyslexia, these assessments can present unique challenges.

Here’s how your school community can ensure an inclusive assessment experience for all students.

Growth scale values (GSVs) have gained traction as a more precise option for measuring outcomes in clinical trials.

Addressing misinformation and promoting evidence-based understanding

If you attended the 2024 ADHD Virtual Summit, you likely watched the ADHD Evidence Project Presentation by Dr. Stephen Faraone. Dr. Faraone is clinical psychologist, professor in the Department of Psychiatry at SUNY Upstate Medical University, and President of the World Federation of ADHD.

With the proliferation of AI-driven recruiting software, it may seem that candidate screening is becoming easier than ever. But, for specialized employee populations — security cleared personnel, police and public safety officers, critical infrastructure employees and more — finding quality candidates can’t be solved with technology alone.

Some specialized labor pools are extremely small, like cleared employees. Other security-focused jobs are physically demanding and dangerous. These types of roles can present mental health challenges due to their high-stress nature. As a result, organizations across government and the private sector are struggling to recruit new workers.

Fortunately, there are tools available to HR departments and staffing agencies tasked with finding employees for high-security positions. Personality, behavioral and cognitive assessments complement existing screening tools and interviews, and they help identify potential employees with the personality traits needed for success in high-pressure or security-cleared roles. 

“High-security jobs inherently require a high level of stress management, adaptability and personal integrity in a candidate,” says Patrick Moran, Pearson’s director of sales for government and public safety. “Personality measures capture these and other key aspects of a person’s presentation of themselves in these unique workplace settings.”

Assessments can improve the recruitment process for high-security candidates in a number of important ways, including: