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UCSD Layoff from Career Appointment: Apply by 7/14/2026 for consideration with preference for rehire. All layoff applicants should contact their Employment Advisor.

Reassignment Applicants: Eligible Reassignment clients should contact their Disability Counselor for assistance.

* A minor revision has been made to requisition #140471. Effective 8/13/2026, selected candidates may be hired at the Sr. Psychometrist level pending review of skills and experience. Two years of psychometric testing experience with demonstrated clinical rating skills, standardized scoring ability, and additional skills.*

The incumbent will work as a Psychometrist for UCSD Health Center for Brain Health and Memory Disorders in the Department of Neuroscience. Position has five major components: (1) Independent administration of psychometric measures; (2) Scoring of data generated by testing procedures; (3) Behavioral observation; and (4) Data management that includes data entry and running of various psychometric software scoring programs and (5) assisting in other administrative duties as assigned

• Graduation from college with a major in psychology or a closely related field including training in administering and scoring individual and group psychological tests; or an equivalent combination of education and experience.

• Demonstrated experience in performing independent administration of various psychometric measures, following strictly standardized procedures.

• Demonstrated experience in clinical rating skills and ability to strictly adhere to standardized scoring procedures on multiple tests.

• Demonstrated experience in keeping careful and thorough behavioral notes of patient demeanor during interviews and testing, sufficient for use in making conclusions regarding patient's posture and effort towards test taking.

• Training in administering and scoring individual and group psychological tests.

• Proven ability to summarize and score test data, following specific scoring rules.

• Demonstrated good clinical judgment in instances where proper scoring procedures are liberal or responses are borderline in quality.

• Proven ability to thoroughly and accurately score all test responses and to give proper weight to all relevant responses.

• Skill in extracting relevant items from a random, inexact patient response during relatively unstructured interview situation.

• Demonstrated ability in interviewing complex patients and the ability to accurately hear and record patient responses to test stimuli.

• Demonstrated perseverance in obtaining needed information from patients who are noncommittal or uncooperative to some degree.

• Ability to exercise considerable independent judgment and skill in managing patient scheduling, training of others, scoring, and other duties so that referrals to the neurospychological lab are handled efficiently.

• Proficient in using computer to run software scoring programs, type behavioral notes, and print needed items.

• Proven ability to relate professionally and maintain an appropriate clinical demeanor toward a wide variety of patients, over an extensive (several-hour) period.

• Ability to maintain friendly, helpful, non-obtrusive attitude towards all patients,employing patience and flexibility as needed to successfully conclude all tests scheduled.

• Diligence in planning workload, so that scoring takes place as promptly after testadministration as possible.

• Bilingual skills; ability to administer and score individual and group psychologicaltests both in English and Spanish as needed.

• Must be able to work various hours and locations based on business needs.
• Employment is subject to a criminal background check and pre-employment physical.

Pay Transparency Act

Annual Full Pay Range: $58,652 - $78,843 (will be prorated if the appointment percentage is less than 100%)

Hourly Equivalent: $28.09 - $37.76

Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).