Intellectual Developmental Disorder (IDD) diagnosis when IQ > 70

CDBC/BCAAN Education Bite, Originally emailed October 2, 2205

The DSM-5 allows for the diagnosis of intellectual developmental disorder (IDD) under certain circumstances when an individual has substantial intellectual deficits but an IQ score above 70. These situations are uncommon and often complicated, so psychologists should rely on careful clinical judgment and review multiple sources of information before deciding whether a diagnosis of IDD is appropriate. 

Diagnosis of IDD requires standardized testing, with IQ at least approximately 2 standard deviations below the mean 

IDD requires deficits in “intellectual functions…confirmed by both clinical assessment and individualized, standardized intelligence testing” (p.33, Criteria A). In the Diagnostic Features section, the DSM goes on to clarify that individuals with IDD have scores of “approximately two standard deviations or more below the population mean, including a margin for measurement error (generally +/- 5 points, p.37).” 

IQ scores may not fully reflect an individual’s functioning
The DSM-5 states, “IQ scores are approximations of conceptual functioning but may be insufficient to assess reasoning in real-life situations and mastery of practical tasks. For example, a person with deficits in intellectual functioning whose IQ score is somewhat above 65-75 may nevertheless have such substantive adaptive behavior problems in social judgment or other areas of adaptive functioning that the person’s actual functioning is clinically comparable to that of individuals with a lower IQ score (p.42).” 

Substantial impairment in intellectual functioning is required 

The DSM-5-TR emphasizes that an IQ “somewhat” above the typical IDD range may still warrant consideration of a diagnosis of IDD, but only when significant evidence of intellectual impairment is present. 

By adding the word “somewhat,” the DSM-5-TR clarifies that this is not intended to bypass requiring the presence of substantial impairment in measured IQ. Low adaptive functioning is necessary but not sufficient for a diagnosis of IDD. 

Psychologists must use clinical judgment to consider the various factors that can explain low adaptive functioning 

Adaptive scores may be explained by factors other than intellectual functioning. Standardized measures of adaptive functioning provide valuable information about the level of support needed in daily living domains, but they do not identify the underlying reasons for the support needs. Clinicians must therefore carefully consider co-morbid conditions, cultural influences, learning opportunities, and contextual factors when interpreting results. 

When co-morbid conditions are present, it may be useful to focus on daily functioning tasks less directly impacted by the condition. Although disentangling the effects of a co-morbid condition can be difficult, clinicians should consider whether the individual demonstrates impairments beyond what would be expected for the co-morbid condition. 

Cultural and contextual factors also play a critical role. Adaptive functioning expectations are shaped by cultural norms and opportunities for independence. Clinicians should ask: 

  • Do socio-economic or cultural factors limit the validity of standardized assessment tools? 
  • Are adaptive deficits evident across multiple environments (home, school, work, community), or do they reflect situational influences? 

Psychologists must use clinical judgment in interpreting the results of IQ tests 

In addition to IQ scores, clinical judgment regarding intellectual functioning should be based on file review, interviews, and observations, and should consider quantitative and qualitative evidence, including:  

  1. Early developmental history (Criterion C requires onset within the developmental period) 
  2. Developmental trajectory, including score patterns across multiple assessments 
  3. Educational and vocational history 
  4. Underlying developmental, psychological, medical, or neurological conditions affecting development 
  5. Cultural and language bias in IQ testing and culturally appropriate developmental expectations 
  6. Motivation and performance validity 

 Summary 

Diagnosing IDD when IQ is above 70 (+/- 5) means moving beyond test scores and weighing the broader picture of an individual’s functioning. Psychologists should ask: Are the observed adaptive deficits consistent, pervasive, and greater than expected for co-morbidities or environmental factors? Do they reflect longstanding developmental limitations rather than acquired impairments? Grounding the decision in developmental history, cultural context, and multiple sources of evidence helps ensure that the diagnosis is applied accurately, allowing for access to appropriate supports and services. Clear documentation of the clinical reasoning process is essential so that stakeholders understand how the decision was made. 

Note

Community Living BC (CLBC) requires a registered psychologist (not a school psychologist) to make a diagnosis of IDD with FSIQ > 75 in order to access CLBC services.  

CDBC guidance document: Complex neurodevelopmental profile

“Complex neurodevelopmental profile” is a term CDBC recommends assessment professionals use to describe how multiple areas of functional impairment interact and lead to support needs.

The assessment evaluation must incorporate information (as available) from the child’s school, caregivers, and at least two specialists/clinicians. A complex neurodevelopmental profile should be identified when there is evidence for at least two non-overlapping areas of significant functional impairment in the following domains:

  1. Social-emotional functioning (including emotional regulation)
  2. Communication
  3. Physical functioning (gross or fine motor functioning)
  4. Self-determination/independence (adaptive functioning)
  5. Academic/intellectual functioning (cognition, academic achievement, memory, attention, executive functioning)

CDBC recognizes that not all assessing professionals will use the same terminology. When the above criteria are met, if different terminology is used (e.g., neurodevelopmental disorder, complex neurodevelopmental disorder), it should be considered equivalent. For more information, please see the document: CDBC recommendation – Complex Neurodevelopmental Profile

Respectful and ethical work with interpreters

PHSA has a Language Policy that outlines the appropriate use of language services to reduce or eliminate language barriers to optimize the delivery of safe and equitable care. A few key and interesting points from this document:
  1. Staff are to make “all reasonable efforts” to obtain the services of a Qualified Interpreter.
  2. For Indigenous languages, an Indigenous Patient Liaison or Elder may assist with consent in lieu of a Qualified Interpreter.
  3. The need for interpreter, language required, and any refusal of interpreter must be documented in the patient record, in addition to any other language resources used (e.g., family members).
  4. “Interpretation” refers to the spoken/sign format and “translation” refers to the written format. For documents of two pages or less, the document can be “sight translated” by a Qualified Interpreter. PLS has a paid service available to translate written documents.
  5. Machine translation should only be used for non-medical conversation due to the risk of breach of confidentiality or miscommunication, where no other resources are available.
Practical tips
  1. Most of the time, sitting in a triangle is the best format to be able to communicate via interpreter, but the interpreter may have specific suggestions in your particular setting. With an ASL interpreter, the interpreter will typically stand next to you so that the patient can look back and forth between you and the interpreter easily. There are also lighting considerations with ASL interpretation.
  2. Speak directly to the patient or family member, facing them and not the interpreter. Use words like “you” and “you’re” and avoid saying things like “ask the patient.”
  3. Speak at your normal pace and volume. Speak using 1-2 sentences at a time but avoid breaking up a thought. Avoid asking more than one question at a time.
  4. Clarify unique vocabulary. Avoid jargon, slang, idioms, and acronyms. Be thoughtful with the use of humor – what you may intend as humor may not be the same in the patient’s first language.
  5. Keep in mind that sometimes there is not a direct equivalent term in another language. The interpreter may request an explanation or require more time to convey an unfamiliar concept.
Provincial Language Services has educational Resources and Education. Some highlights:
  1. Making Sense of Language: The Communication Conundrum (video with focus on intercultural communication)

The Gift of Being Different

The Gift of Being Different, a short documentary, follows Grant Bruno as he navigates the world of autism. Grant is a parent to Autistic children and a PhD researcher exploring autism in First Nations communities. Grant is a registered member of nipsihkipahk (Samson Cree Nation), one of the reserves that makes up Maskwacis, Alberta.

San’yas Core Indigenous Cultural Safety Training

We encourage all our clinicians to complete the San’yas Core Indigenous Cultural Safety Health Training, an 8-week, self-paced training program. If you are an employee of one the following health authorities, you may be able to access a pre-purchased training seat, free-of-charge: Provincial Health Services Authority, Northern Health Authority, Interior Health Authority, Fraser Health Authority, Vancouver Island Health Authority, Ministry of Health. Many of our clinicians have completed the training and have found it useful.

 

Autism & Neurodiversity in the Workplace – Free Professional Development Program

The UBC Centre for Interdisciplinary Research and Collaboration in Autism (CIRCA) has launched a free, self-paced, online professional development program: Autism & Neurodiversity in the Workplace.

“The program is designed to assist human resource professionals, employers, supervisors, managers, co-workers, job coaches and counsellors, autistic employees, parents, students, and anyone interested in inclusive employment to learn practical strategies on how to support all employees to be successful on the job.”

Here is the link: https://circa.educ.ubc.ca/autism-in-the-workplace/