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Maximize the potential in your organization with effective employee assessments and evaluations. Guide decision making in the selection of new staff and the promotion of existing personnel. ...

Maximize the potential in your organization with effective employee assessments and evaluations. Guide decision making in the selection of new staff and the promotion of existing personnel.

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FVTC Employee Assessment Guide FVTC Employee Assessment Guide Document Transcript

  • Business & Industry ServicesYour Guide to Employee AssessmentsASSESSMENT FOR BUSINESS www.fvtc.edu/assess Pre-employment Assessments Aptitude & Skills Testing Personality & Employee Inventories 360-degree Evaluations
  • Table of Contents 360o Evaluations ............................................................................................................................................................ 5 Accounting, Financial & Banking ................................................................................................................................... 8 Aptitudes ...................................................................................................................................................................... 11 Basic Skills................................................................................................................................................................... 13 Business, Office & Communication .............................................................................................................................. 17 Call Center ................................................................................................................................................................... 23 Career & Job Search Inventories ................................................................................................................................. 26 Computer Software & Simulations ............................................................................................................................... 28 Health & Dental............................................................................................................................................................ 30 Human Resources ....................................................................................................................................................... 35 Information Technology ............................................................................................................................................... 37 Leadership & Management .......................................................................................................................................... 40 Legal ............................................................................................................................................................................ 43 Personality ................................................................................................................................................................... 44 Sales, Marketing & Customer Service ......................................................................................................................... 51 Trades.......................................................................................................................................................................... 54
  • 3 | Assessment for Business BENEFIT FROM ASSESSMENTSReduce turnover and cut recruiting costs by assessing job candidates before making hiring decisions. Makeinformed hiring decisions by using assessments to match individual’s skills to the job requirements. Why Assess Potential Employees? Why Assess Current Employees? Investing in assessments costs less than hiring the Assessment helps in preparing for promotions through wrong person. skill development. Assessment helps employees adapt to changing job Assessment builds a qualified workforce. requirements. Assessment establishes goals for adults entering the Proper matching of job requirements and employees workforce. skills improves quality. Assessing helps to increase productivity. Assessment reduces turnover. Assessments can site areas of weakness and promote learning and training for the individuals to improve skill levels. Assessments can be used to identify training opportunities present within an organization. Companies choose to assess current employees to obtain critical information about the staff’s knowledge and performance. Why Use Fox Valley Technical College? Nationally standardized and validated assessments comply with Equal Employment Opportunity Commission (EEOC) and Americans with Disabilities Act (ADA) guidelines. Assessments can be used singly or in combination with other assessments. Assessment for Business is an unbiased testing source and keeps all assessments confidential.
  • Assessment for Business | 4Assessment for BusinessAT A GLANCEOur Advantage Convenient ServiceMaximize the potential in your organization with FVTC Assessment Specialists are ready to provideeffective employee assessments. Join employers assistance immediately upon your request. Meet withwho use standardized evaluations to guide our staff to discuss which assessments meet yourdecision making in the selection of new staff and needs and schedule candidates. Use our comfortable,the promotion of existing personnel. Benefit from quiet assessment center at Fox Valley Technicalevaluating skills and identifying gaps before College or a location at your facility. We’re happy tostarting your next training initiative. Choose from accommodate your requirements.over 1,000 employee assessments, including 360-degree evaluations, trades and apprenticeshiptesting, basic skill assessments, pre-employmentscreening and organizational needs assessments.A Human Resource PartnerHiring the wrong person can cost valuable time andmoney. Reduce turnover by using employeeassessments to match individuals to job positions,ensuring the best candidate is hired, promoted andtrained.Employee assessments can also be useful in upgradingthe knowledge of the general workforce. It can identifyskill-gaps and determine necessary areas of training.As job requirements change, assessing candidates andupdating training enables your organization to increaseproductivity while maintaining a knowledgeableworkforce. Fox Valley Technical College – Assessment for Business P: (920) 735-5718 | assess@fvtc.edu | www.fvtc.edu/assess
  • 5 | Assessment for Business 360˚ Leadership Navigator® for Executives360˚ Evaluations This is a 360° feedback instrument that measures the leadership skills that are most relevant for executives in todays organizations. It is designed to assess leadershipMulti-rater assessments collect behavior for senior-level executives. It provides for in-depthfeedback for the participant based feedback on a leaders workplace behavior based on 12 competencies, grouped into two dimensions:on peer and supervisor ratings Organizational Leadership: Strategic Management • Mission,and also includes self assessment. Vision, Values • Decision Making • Industry Knowledge • Financial Management • Influencing & Negotiating360° Leadership Navigator for Corporate Leaders Leading People: Developing Talent • Delegation • MotivatingThis is a managerial 360° feedback instrument that measures Top Performance • Communication • Teamwork • Integritythe leadership skills that are most relevant in todaysorganizations. It provides for in-depth feedback on a managers Campbell™ Leadership Index (CLI®)workplace behavior based on eight competencies: Business This instrument provides feedback to an individual aboutFocus • Develops Talent • Inclusiveness • Acts with Integrity • personal characteristics that are directly related to the natureResults Orientation • Customer Focus • Team Leadership • and demands of leadership. The CLI shows the comparisonCommunication Skills between Self and Observer ratings on 22 standardized scoring measures within these five main orientations: Leadership •The 360° Leadership Navigator Report Energy • Affability • Dependability • ResilienceThis report is comprised of four sections that providethe Manager with clear and complete feedback for Individual Development Survey (IDS)leveraging strengths and planning for development: The IDS is a 360° feedback instrument that focusesOverview • Competency Breakout Pages • Strengths upon the behavioral and personality characteristicsand Development Needs • Narrative Comments that have an impact upon work functioning. It is well suited for corporate training and developmentFleishman Job Analysis Survey Online © programs and measures an individuals skills on 11This is a widely researched and recognized multi-rater competency sets: Initiative/Risk Taking •approach to job analysis that provides the information Creativity/Innovation • Personal Integrity • Technicalneeded to make scientifically sound and legally Competency • Quality of Results • Diversity •defensible personnel decisions. It brings together a Planning/Execution • Team Work • Communicating •broad range of job abilities that have been identified Mentoring • Problem Solving/Decisionsthrough extensive research on human performancecapabilities and cover the cognitive, psychomotor, Job Requirements Questionnaire (JRQ)physical, sensory-perceptual, and social-interpersonal This is a single or multi-rater job analysis instrument thatrequirements of work. The F-JAS assesses on 73 helps to define the psychological and behavioral demands ofdifferent scales tapping a comprehensive range of a position. The JRQ is designed for integrated use with thecapacities in these domains: New Workforce Inventory (NWI). Used in this fashion, theCognitive: Verbal Abilities • Idea Generation & JRQ clarifies which NWI dimensions are critical in fulfillingReasoning Abilities • Quantitative Abilities • Memory • the demands of a position. The resulting profile providesPerceptual Abilities • Spatial Abilities • Attentiveness clear information about which job-related dimensions arePsychomotor: Fine Manipulative Abilities • Control vital to attend to when assessing candidates for a position.Movement Abilities • Reaction Time and Speed The JRQ measures the following six major dimensions:Abilities Flexibility/Adaptability • Innovation • Conscientiousness •Physical: Physical Strength Abilities • Endurance • Teamwork • Openness to Learning • Customer Orientation.Flexibility, Balance, and Coordination • Visual Abilities• Auditory and Speech Abilities
  • Assessment for Business | 6New Workforce Inventory (NWI) Professional Communication Inventory (PCI)This is a personality inventory designed specifically for use This instrument assesses an individual’sas an employee selection and assessment tool. It provides a communication abilities. The PCI is based on ratingscomprehensive picture of an individuals functioning in areas of skills rather than personality characteristics. Thecritical to success in a wide range of positions. It can be PCI is an instrument well-suited for coaching,used as a stand-alone assessment or used as a position- individual development assessments, and training inmatching tool in conjunction with its sister instrument, the situations where communication and relationship skillsJob Requirements Questionnaire (JRQ), a single or multi- are important. It also can be used as an outcomerater job analysis tool that measures the same dimensions measure after training. The PCI provides objectiveas the NWI. The NWI measures the following six major feedback about a manger’s behavior on twelve keydimensions: Flexibility/Adaptability • Innovation • factors that are grouped into two categories:Conscientiousness • Teamwork • Openness to Learning • Communication Skills: Speaking • Presenting toCustomer Orientation Groups • Listening • Conducting Meetings • Writing Relationship Skills: Approachability/Acceptance • TrustLeadership Assessment Survey • Flexibility • Support • Influencing Others • TechnicalThis instrument focuses upon an individual’s Expertise • Cooperationleadership skills and abilities. The LAS is a powerful360° multi-rater instrument for managerial andleadership development programs. Repeatedadministrations can serve as a professionalbenchmarking tool for the participant. The LASmeasures an individuals leadership on 16 competencysets: Initiative/Risk Taking • Motivating • Quality ofResults • Problem Solving/Decisions • Delegating •Diversity • Planning/Goal Setting • Vision • TechnicalCompetency • Communicating • Mentoring • Coaching• Personal Integrity • Creativity/Innovation •Empowerment • Team WorkManagement-Leadership Practices Inventory (MLPI)This instrument assesses a supervisor’s management andleadership skills. It is based on ratings of skills rather thanpersonality characteristics and permits self-ratings inaddition to those of employees, peers, and supervisors. It iswell-suited for executive coaching, individual developmentassessments, and training. It also can be used to identify Sales Development Surveytraining needs as well as an outcome measure after training. This instrument focuses upon sales skills. The SDS is aThe MLPI provides objective feedback on twenty key factors unique 360° multi-rater instrument for the development ofthat are grouped into three categories: sales professionals. The SDS measures an individuals skillsManagement Practices: Planning • Performance Standards • on 11 competency sets related to sales: Verbal/writtenEvaluating Performance • Delegation • Goal Setting • communication listening skills/presentation skills •Technical Expertise • Coaching • Facilitating Change • Timeliness • Handling concerns integrity/image personalRecognition initiative • Developing Partnerships • Product/marketInterpersonal Style: Directive • Participative • Approachable knowledge timeliness customer service • Presentation SkillsLeadership Practices: Communication • Strategy • • Problem solving/creativity developing partnerships •Empowering Employees • Teamwork • Resourcefulness • Personal Initiative • Listening Skills • Customer Service •Trust • Decisiveness • Self-Confidence Integrity/Image
  • 7 | Assessment for BusinessSports 360°Coach Survey (Coach360) Team Development Profile (TDP)This instrument collects information about a coachs ability to The TDP is a unique instrument for team developmentfoster, motivate, and manage the development of athletic that provides both individual and team-level feedback.excellence. Individuals complete a brief survey about the Applications include team building, identifying highcoachs current and expected performance in several areas potential team leaders, work group collaboration, andcritical to coaching effectiveness. The Coach360 assesses team needs analyses. Repeated administrations canthree competency sets that are critical to fostering athletic serve as a team development benchmarking tool. Theachievement: Defining Needs • Guiding Athletes • Reinforcing TDP measures the team and its members functioningPerformance on 13 competency sets: Flexibility • Personal Integrity • Quality of Work • Communication • ProblemSports 360° Leader Survey (Leader360) Solving/Decisions • Valuing Differences • TechnicalThis instrument collects information about an athletic Competency • Commitment • Customer Relations •administrator or head coachs leadership skills from several Organization/Focus • Supporting Others • Mentoring •individuals such as administrators, peers and colleagues, Empowermentdirect reports, players, and others. Individuals complete abrief survey about expected and current performance in Team Practices Inventory (TPI)several areas critical to effective leadership. The Leader360 The TPI is designed for use with groups in whichassesses an individuals skills on three competency sets teamwork is essential. It is designed especially forcritical to athletic leadership: Ethics and Integrity • Tenacity team assessments, identification of training needs andand Initiative • Inclusiveness as an outcome measure after team development and training projects. The TPI provides objective feedbackSports 360˚ Player Survey (Player360) about how a team functions on fourteen key factorsThe Player360 is a multi-rater instrument that collects that are recognized as essential to effective groupinformation about an athletes "inner game." performance: Goal Clarity • Cooperation • Role ClarityIndividuals complete a brief multiple-choice survey • Support • Structure • Trust • Energy/Accomplishmentabout current and expected attitude, performance, and • Communication • Competence • Standards •behavior. The Player360 provides extensive feedback Commitment • Recognition • Influence • Leadershipabout an athletes mental skills and attitudes. Itassesses an athlete on three sets of skills that areimportant in achieving athletic excellence: SelfManagement • Athletic Self Image • Coping WithStressSports 360˚ Team Survey (Team360)The Team360 is a multi-rater instrument that allows allmembers of a team to rate each other. This toolprovides critical feedback about team functioning andthe relationships among teammates. All teammembers rate each other on current and expectedbehavior in areas critical to team work, cooperation,and athletic success. This feedback affords a powerfulmethod for identifying areas of team strength andcohesion as well as for targeting conflicts that are inneed of resolution. The Team360 assesses a teamsmembers on the following dimensions: TeamOrientation • Commitment to Success •Communication • Quality of Work
  • Assessment for Business | 8 Bank Teller - Teller KnowledgeAccounting, Financial & This test contains questions on common skills required by bank tellers, such as knowledge of banking products, proper bankingBanking procedures and issues related to security and fraud. Bookkeeping Fundamentals This test measures the candidates knowledge of bookkeepingFrom Bank Teller to Executive tasks and functions. Designed for accounting clerks and othersAccountant, measure your who handle bookkeeping tasks, this test covers the followingcandidates’ knowledge of all facets of topics: Accounts Payable, Accounts Receivable, Adjusting Entries, Business Math Conversions, Cash, Financialbookkeeping and finance. Statements, Fixed Assets, Inventories, Liabilities, Payroll, Recording Transactions, and Taxes. The candidate will need aAccountant calculator when taking this test.This test contains questions on common knowledgeand skills required by an accountant, including Business Documentsstandard accounting concepts, procedures and This test contains questions on understandingcalculations. business documents, such as checks, invoices, and bank statements.Accounts Payable FundamentalsThis test is part of the accounting fundamentals line of tests. It Consumer Financemeasure the candidates knowledge of processing payables Assesses an understanding of consumer finance issuesand vendor invoices and the posting of journal entries. including credit monitoring, debt concepts, educational finance,Designed for accounting clerks and others who handle the investment, planning and insurance.processing of accounts payable, this test covers the followingtopics: Assets, Cash Management/Reconciliation, Controls, Cost AccountingExpenses, Purchases, and Recording. The candidate will need This test contains questions on cost accountinga calculator when taking this exam. principles, procedures and calculations. It focuses on applications of various principles related to costAccounts Receivable/Billing accounting including: Deferred Costs • R & DThis test measure the candidates knowledge of processing Expenditures • Retail • Inventory • Standard Costreceivables and invoices. Designed for accounting clerks and Methodsothers who handle the processing of accounts payable, this testcovers the following topics: A/R Principles, Applying Cash, Bad Credit and CollectionsDebt/Collections, Cash Flow, Credit, General Ledger, Invoicing, Assesses an understanding of consumer and commercial creditand Reconciliation of Customer Accounts. The candidate will issues including billing procedures, credit and collection laws,need a calculator when taking this exam. rules and procedures.Advanced Accounting Credits and DebitsThis test contains questions on advanced accounting This test contains questions how various items would betopics such as taxes, auditing, financial accounting classified when posted to an account, as a credit or a debit.and accounting-related legal issues. Financial AccountingBank Teller - Money Handling This test measures the candidates knowledge of AmericanThis test contains questions related to working with financial accounting rules and procedures. Designed for thecurrency, checks and other items related to duties as a bank experienced accounting professional, this test covers theteller. Questions include interactive exercises in cashing following topics: A/R and A/P, Budgeting, Cost Accounting,checks, handling deposits, spotting fraudulent items and GAAP, Journal Entries, Tax and Payroll, and Types.reconciling a cash drawer.
  • 9 | Assessment for BusinessFinancial AnalysisThis test measures the candidates knowledge of financialanalysis in the United States including the metrics used and theregulatory organizations involved. Designed for the experiencedfinancial professional, this test covers the following topics:Analyzing Return, Analyzing Risk, Budgetary Control, Budgets,Cost of Capital, Financial Analysis, and Valuation Methods.Test-takers will need a financial calculator for this exam.Financial KnowledgeAssesses foundational knowledge of financial issues includingfinancial markets and business structures, financialmanagement and analysis concepts, currency markets,business ethics and law.Financial ManagementThis test measures the candidates knowledge of howcompanies manage their internal finances. This test covers thefollowing topics: Capital Budgeting, Capital Structure, FinancialStatements, Financing, Internal Reporting, Planning andControl, Market Concepts, Risk Concepts, and ValuationConcepts.Financial Professional Aptitude Inventory DepreciationThis test assesses the likelihood that a candidate will pass the This test is designed to assess an individuals knowledge andSeries 6 and/or 7 exams. It measures general reasoning, understanding of principles related to inventory andreading comprehension, and problem solving. depreciation.Financial Statements Math SkillsThis test is designed to assess an individuals knowledge This test contains questions on the most commonly usedabout the principles underlying financial statements. accounting math skills, such as calculations requiring addition, subtraction, multiplication, division, percentages and wordGeneral Accounting problems.This test measures a candidates knowledge and skill level inclassifying assets, calculating taxes and payroll, determining Payroll Fundamentalsdepreciation and gross profit margin, preparing worksheets and This test measures the candidates knowledge of processingfinancial statements, balancing accounts, interest calculations, receivables, invoices, and payroll. Designed for payroll clerksentering journal and General Ledger transactions, and and others who handle payroll processing, this test covers theknowledge of basic accounting formulas and principles. following topics: Bookkeeping, Fair Labor Standards Act, Payroll Calculation, Tax Forms, and Worker Status. You willInsurance need a calculator when taking this exam.Assesses an understanding of various aspects of healthinsurance including employer-related insurance, elements of Peachtree Accounting 9.0health insurance plans, insurance billing and coding. This test contains questions on the most commonly used Peachtree Accounting features such as analysis, banking,Insurance – Health reports and forms, application use as well as configuration andAssesses a broad understanding of insurance issues including setup.auto, business, health, life and property insurance. Also available: Peachtree Accounting 8.0 and Peachtree Accounting 2002
  • Assessment for Business | 10QuickBooks 2006This test contains questions on the most commonly usedQuickBooks features such as analysis, banking, reports andforms, application use as well as configuration and setup.Also available: QuickBooks 2001, 2002, 2003, 2005,QuickBooks Pro 2008Shorthand – Accounting (Audio)Using pen and paper, examinees transcribe audio text intoshorthand. Examinees then type their own shorthand notes intothe space provided on the computer screen.Spelling – AccountingExaminees select the correct spelling of words specific toaccounting environments.TaxesThis test contains questions on the most commonly usedaccounting tax skills, such as payroll form identification, tax law,Medicare and Social Security withholding, and capital gains.Teller TestThis is a timed-test that measures a persons ability to handleand count money accurately. It assesses the critical job skillsinvolved in accurately counting bills and coins in a timelymanner. It is comprised of questions that are based onsituations involving the handling of money and making change.Because of its design, the Teller Test is very well-suited forassessing applicants for positions that require the ability tohandle money. The Teller Test can also be used to provide anobjective evaluation of current employees as well as to evaluatethe effectiveness of workplace training programs.TerminologyThis test contains questions on common terminology used in allaspects of bookkeeping and accounting.Transcription – Accounting (audio)Examinees type a document that is read aloud.Typing Test – AccountingTests typing speed and error rate while copying a text.Vocabulary – AccountingExaminees are asked to select the correct meaning of wordsspecific to accounting environments.
  • 11 | Assessment for Business DAT - Language UsageAptitudes This test is an assessment designed to measure the ability to detect errors in grammar, punctuation, and capitalization. The items reflect present-day formal writing and the ability toMeasure your candidates’ abilities to use English properly.learn the jobs that are specific to DAT - Mechanical Reasoningyour company. This test measures the ability to understand basic mechanical principles of machinery, tools, and motion. TheAdvanced Numerical Reasoning Appraisal (ANRA) items represent simple principles that involve reasoningIdentify professionals and leaders who work efficiently and rather than specialized knowledge or training.effectively with business information: Financial Statements •Business Metrics • Key Performance Indicators DAT - Numerical AbilityThis assessment measures the ability to recognize, This test is an assessment designed to test an individualsunderstand and apply mathematical and statistical understanding of numerical relationships and facility inreasoning. It measures higher-level numerical reasoning handling numerical concepts. It measures the ability toskills that involve deduction, interpretation and evaluation. It understand and work with ideas related to numbers.also predicts the ability to: Select important numericalinformation for decision making • Compare quantitative DAT - Space Relationsinformation • Effectively break down information into This test measures the ability to visualize a three-essential parts or underlying principles • Evaluate the dimensional object from a two-dimensional pattern and tosufficiency of quantitative information available to reach visualize how this object would look if rotated in space. Itaccurate conclusions assesses the ability to "think in three dimensions."Cognitive Aptitude Test DAT - Verbal ReasoningThis is an assessment designed to identify individuals who This test is an assessment designed to measure the abilityhave the ability to solve problems, think on their feet, and to understand concepts framed in words. It measures thecan learn new concepts readily. ability to find commonalities among different concepts and toThe Cognitive Aptitude Test assesses the following domain: manipulate ideas on an abstract level. It assesses both anVerbal Reasoning • Mathematical/Logical Reasoning • individuals knowledge and abstract thinking ability.Overall Mental Aptitude Fleishman Job Analysis Survey Online ©Core Abilities Assessment This is a widely researched and recognized multi-raterThis assessment provides a brief measurement of cognitive approach to job analysis that provides the informationand reasoning abilities and is designed to predict success needed to make scientifically sound and legally defensibleacross broad range of entry to mid-level positions such as personnel decisions. It brings together a broad range of jobcustomer service representative, production, and frontline abilities that have been identified through extensive researchsupervisor. Based upon a combination of items that tap on human performance capabilities and cover the cognitive,verbal, numerical, and abstract reasoning skills, this psychomotor, physical, sensory-perceptual, and social-assessment provides significant information about a interpersonal requirements of work. The F-JAS assesses oncandidates ability to learn and perform on the job. It is useful 73 different scales tapping a comprehensive range offor both screening and clarifying an individuals ability to capacities in these domains:learn and become a successful employee. Cognitive: Verbal Abilities • Idea Generation & Reasoning Abilities • Quantitative Abilities • Memory • PerceptualDAT - Abstract Reasoning Abilities • Spatial Abilities • AttentivenessThis test is a non-verbal measure of reasoning ability. It Psychomotor: Fine Manipulative Abilities • Controlinvolves the ability to think logically and to perceive Movement Abilities • Reaction Time and Speed Abilitiesrelationships in abstract figure patterns. Physical: Physical Strength Abilities • Endurance • Flexibility, Balance, and Coordination • Visual Abilities • Auditory and Speech Abilities
  • Assessment for Business | 12Llobet Reasoning Test Watson-Glaser Critical Thinking AppraisalThis test is an assessment designed to assess an Better Thinkers Make Better Business Decisions. Improveindividuals ability to work with both verbal and numerical your hiring decisions and identify high-potential employeesconcepts. It is designed to predict an individuals ability to accurately and efficiently. This test measures overall criticalreason, learn quickly, and solve problems. thinking capability, based on an individual’s ability to: Make Accurate Inferences • Recognize Assumptions • ProperlyProfessional Employment Test Deduce • Interpret Information • Evaluate ArgumentsThis test is designed to assess the cognitive abilities that are The WGCTA is the most widely used assessment of criticalimportant for the successful performance of work behaviors thinking in business today. It is ideal for hiring, promotion,in professional occupations. Questions on the PET focus development and succession planning for roles requiring anupon data interpretation, reasoning, quantitative problem individual to work with business information to answersolving, and reading comprehension. The PET is intended questions, determine strategy, reduce risk and maximizefor use in the selection of personnel for professional, organizational performance.administrative, and managerial occupations. TheProfessional Employment Test assesses the followingcompetencies: Verbal Comprehension • QuantitativeProblem Solving • ReasoningAlso available: Professional Employment Test - ShortFormRavens Standard Progressive Matrices (SPM) andRavens Standard Progressive Matrices Plus (SPM Plus)This is a test of observation skills and clear-thinking ability. Itoffers insight about someone’s capacity to observe, solveproblems, and learn. The score can be used as an indicationof a candidate’s potential for success in professional,management and high-level technical positions that requireclear thinking, problem identification, holistic situationassessment, and monitoring of tentative solutions forconsistency with all available information. Each problem ispresented as a pattern or sequence of diagrammatic puzzleswith one piece missing. The task is to complete the patternor sequence by choosing the correct missing piece from alist of options. The problems become progressively moredifficult as the test taker proceeds through the problems inthe test.Also available: Raven’s Advanced Progressive Matrices(APM)Verbal Aptitude Battery (VAB)The VAB is a verbal aptitude assessment that is appropriatefor employment purposes. The sections include:Vocabulary: This section uses verbal concepts to indicate anindividual’s openness to new information and concepts andreflects the capacity to effectively store, categorize, andretrieve this information appropriately.Comprehension: This section assesses the ability toevaluate social behavior and identify behavior that is moresocially desirable.
  • 13 | Assessment for Business ABLE 3 – Reading ComprehensionBasic Skills This is comprised of two sections: Capitalization/Punctuation Conventions and Applied Grammar. Capitalization and punctuation conventions are measured by items whichSet the baseline of your company’s sample the correct use of capital letters and the correct useabilities by starting your assessment of periods, commas, question marks, apostrophes, and colons. Applied grammar is measured by items whichprogram with reading and math sample the correct use of adjectives, verbs, pronouns,skills. adverbs, and agreement of subjects and verbs. ABLE 3 – SpellingABLE 3 – Language This test is designed to measure an individual’s ability toThis test is comprised of a total of two sections: spell. In each item, the candidate chooses the incorrectlyCapitalization/Punctuation Conventions and Applied spelled word from among four options. The spelling wordsGrammar. Capitalization and punctuation conventions are were chosen that are representative of the types of wordsmeasured by items which sample the correct use of capital that adults need in written communication and sample theletters and the correct use of periods, commas, question most common phonetic and structural principles of spelling.marks, apostrophes, and colons. Applied grammar ismeasured by items which sample the correct use of ABLE 3 – Vocabularyadjectives, verbs, pronouns, adverbs, and agreement of This test is designed to assess the knowledge andsubjects and verbs. understanding of words that are frequently encountered by adults in their work or other daily activities. For each item,ABLE 3 – Number Operations the examinee is asked to read a sentence where threeThis test is designed to measure an individual’s ability alternatives are given for the last word in that sentence. Itto compute and use numbers. The objectives includes words sampled from general or applied vocabulary,measured include reading and writing numerals, from vocabulary associated with the physical and naturalinterpreting fractions, factorization, ratio proportion and sciences, and from vocabulary of the social sciences.percent; equations, and using zero as an operator.The candidate is also asked to use addition, Algebrasubtraction, multiplication, and division with whole This test is designed to test mathematics skills in the area ofnumbers, fractions, and decimals to compute answers algebra.to number problems an adult is likely to encounter.The subtest also includes computation using scientific Arithmeticnotation, computation with integers, and powers and Developed to evaluate the ability to perform basicroots. computations at various levels of difficulty. Covers the following areas: Ability to add, subtract, multiply and divideABLE 3 – Problem Solving whole numbers and decimals • Calculate percentages •This test is designed to measure an individual’s ability Solve simple formulas • Read tables and chartsto solve problems using numbers. The types ofproblems included represent those that an adult is Automatically-Scored Written Essay Testlikely to encounter and assess the ability to determine This assessment evaluates the candidate’s ability to usean outcome, to record and retrieve information, to written media to effectively and efficiently communicatemeasure, and to use geometric concepts. The test ideas and information. This trait is characterized by thealso measures the candidate’s ability to predict or to ability to present a message appropriate for the audience, toverify statistics and to estimate outcomes. organize the content in an understandable and appropriate manner, and to display appropriate levels of mechanical/grammatical skill within the writing.
  • Assessment for Business | 14Basic Skills Test #12 – Coding Fleishman Job Analysis Survey Online ©This test measures the ability to code information according This is a widely researched and recognized multi-raterto a prescribed system. The test taker reads a table approach to job analysis that provides the informationcontaining a list of items classified into categories, each item needed to make scientifically sound and legally defensiblewith a unique code. Then, he or she is shown a new set of personnel decisions. It brings together a broad range of jobinformation and selects the correct code from the provided abilities that have been identified through extensive researchalternatives. on human performance capabilities and cover the cognitive, psychomotor, physical, sensory-perceptual, and social-Basic Skills Test #1 - Language Skills interpersonal requirements of work. The F-JAS assesses onThis test measures the ability to recognize correct spelling, 73 different scales tapping a comprehensive range ofpunctuation, capitalization, grammar, and usage. The test capacities in these domains:taker reads a sentence, part of which is underlined, and then Cognitive: Verbal Abilities • Idea Generation & Reasoningdetermines whether the underlined section has errors in Abilities • Quantitative Abilities • Memory • Perceptualspelling, punctuation, capitalization, grammar or usage. Abilities • Spatial Abilities • Attentiveness Psychomotor: Fine Manipulative Abilities • ControlBasic Skills Test #8 - Following Written Directions Movement Abilities • Reaction Time and Speed AbilitiesThis test measures the ability to read and follow a set of Physical: Physical Strength Abilities • Endurance •rules. The test taker reads a set of rules and determines Flexibility, Balance, and Coordination • Visual Abilities •what action to take in various situations by applying them. Auditory and Speech AbilitiesBusiness Math Following InstructionsThis test measures the candidates knowledge of This test measures a candidates ability to follow detailedmathematics that is commonly used in business. Designed instructions and then select the correct course of action.for all professionals, this test includes the following topics: Determine the filing location based on written instructions.Calculating Markup and Markdown Percentage; Interest, Select the correct location.Invoicing, and Net/Gross; Markdown Price; Markup Price;Original Price Before Markdown or Markup; Price from Total General Select Numericalwithout and with Tax; Total from Algorithm, Chart, or This is an assessment of numerical reasoning andFormula. calculation that has been designed specifically for use for entry level technical, clerical, and administrative positionsBusiness Vocabulary and individuals whose education is limited to high school. ItThis assessment identifies the candidates ability to correctly assesses an individual’s ability to utilize numerical skills andidentify words common in business communications. reasoning. It has been developed as a measure of general numerical ability for positions that involve reasoning,Core Abilities Assessment analysis, and problem solving with numerical data andThis assessment provides a brief measurement of cognitive statistical information.and reasoning abilities and is designed to predict successacross broad range of entry to mid-level positions such as Geometry & Algebracustomer service representative, production, and frontline This test is designed to test mathematics skills in the areassupervisor. Based upon a combination of items that tap of geometry and algebra.verbal, numerical, and abstract reasoning skills, thisassessment provides significant information about acandidates ability to learn and perform on the job. It is usefulfor both screening and clarifying an individuals ability tolearn and become a successful employee.
  • 15 | Assessment for BusinessIdentity - Workplace Skills Math Fundamentals (Metric)This is an instrument designed to predict success in a This test measures the candidates knowledge of the corevariety of administrative roles. It measures critical factors areas of mathematics that are important in everyday life.such as mathematical and verbal reasoning, language skills, This test is based on the Math Fundamentals (U.S.) test, butattention to detail, and analyzing skills. This test helps where applicable, items have been converted to the Metricemployers to identify job candidates with the ability to Measurement System. This test covers the following topics:perform the basic skills that underlie a wide variety of Arithmetic Computations, Basic Geometry, Decimals,positions ranging from entry level through supervisory. It Fractions, Percentages, Ratio and Proportion, and Statisticsprovides a standardized percentile score and brief narrative and Graphs.interpretation for each of the following: Analysis Skills •General Math Skills • Detail Orientation • Grammar and Math-Intermediate SkillsSpelling Skills This test measures the candidates ability to quickly performIndividualized interview questions are also provided based intermediate level mathematical computations includingupon the candidate’s test performance. addition, subtraction, multiplication, and division.Industrial Reading Test Math Problem SolvingProductivity and safety start with reading. Accurately and This assessment measures the candidates ability to useefficiently identify individuals with the ability to read and basic mathematic computations to solve real-worldcomprehend rules, regulations, and manuals. This test problems.measures reading ability and comprehension with industry-relevant passages and questions. The higher the score, thegreater the likelihood your candidate will: Successfullycomplete technical training and orientation programs •Understand rules and regulations designed to protectemployees and ensure target quality and speed ofmanufacturing output • Repair products properly to reducethe frequency of service calls • Perform better overallThis test provides critical information when hiring: Serviceand Repair Technicians • Equipment Operators • FacilityMaintenance Employees • Production Employees • Roles inRegulated Facilities • Skilled Trade Professionals •ApprenticesMath-Basic SkillsThis assessment measures the candidates ability to quicklyperform basic mathematical computations including addition,subtraction, multiplication, and division. Measurement Designed to assess ability to measure accurately in ruleMath Fundamentals dimensions of wholes, halves, quarters, eighths, andThis test measures the candidates knowledge of the core sixteenths.areas of mathematics that are important in everyday life.Designed for everyone who is familiar with the Imperial Measurement, Reading & ArithmeticMeasurement System, this test covers the following topics: This test contains a series of three tests in the areas ofArithmetic Computations, Basic Geometry, Decimals, measurement, reading, & arithmetic. It was originallyFractions, Percentages, Problem Solving with Arithmetic, developed as a basic skills assessment for operatingRatio and Proportion, and Statistics and Graphs. engineers.
  • Assessment for Business | 16Professional Employment Test Skills ProfilerThe Professional Employment Test (PET) is designed to This test assesses a job applicants proficiency in severalassess the cognitive abilities that are important for the domains that are essential to work productivity and jobsuccessful performance of work behaviors in professional success. It helps gauge a job candidates ability to performoccupations. Questions on the PET focus upon data tasks such as problem solving, reasoning, analysis, andinterpretation, reasoning, quantitative problem solving, and communicating. As a result, the Skills Profiler is a powerfulreading comprehension. The PET is intended for use in the tool for assessing the skills of job applicants for any positionselection of personnel for professional, administrative, and where these abilities are critical. It also provides a percentilemanagerial occupations. This test assesses the following score and brief narrative description for the areas ofcompetencies: Verbal comprehension, quantitative problem language skills, math and reasoning skills, attention to detail,solving, and reasoning. vocabulary skills, and total skills profiler score.Also available: Professional Employment Test – ShortForm Writing Test This test consists of three short writing samples. EachRavens Standard Progressive Matrices (SPM) and sample requires the test-taker to print or write a memo,Ravens Standard Progressive Matrices Plus (SPM Plus) report to a manager, or a letter.This is a test of observation skills and clear-thinking ability. Itoffers insight about someone’s capacity to observe, solve Written Englishproblems, and learn. The SPM or SPM Plus score can be This test measures the candidates knowledge of Englishused as an indication of a candidate’s potential for success grammar and English reading comprehension. Designed forin professional, management and high-level technical experienced users, this test covers the following topics:positions that require clear thinking, problem identification, Articles, Comparisons, Conjunctions, General Questions,holistic situation assessment, and monitoring of tentative Misused Words, Nouns, Parallel Structure, Prepositions,solutions for consistency with all available information. The Pronouns, Specific Questions, and Verbs. Also available:SPM or SPM Plus score also can be used for developmental Written French and Written Spanishpurposes in occupational and educational settings. Thenonverbal aspect of each test minimizes the impact ofcultural or language bias.Also available: Ravens Advanced Progressive Matrices(APM)ReadingDesigned to measure the ability to read, comprehend, andanswer written questions based on a printed passage. Thistest consists of five reading passages with progressivelyhigher levels of readability. Additional versions available:Reading (Electronics & Instrumentation) • Reading (FoodIndustry)Ruler MeasurementThis assessment measures a candidates ability to read anEnglish unit ruler.Shop Math - Fractions and DecimalsThis tests a candidates knowledge of basic addition,subtraction, multiplication, and division of fractions, as wellas addition of decimals. It also tests the candidates ability toconvert fractions to decimals.
  • 17 | Assessment for Business Business ConceptsBusiness, Office & This test measures the candidates knowledge of general business fundamentals and practices in theCommunication United States. Designed for all business professionals, this test covers the following topics: Business Law, Financial Management, Financial Planning, GeneralMeasure the knowledge of your Business, Human Resources, Marketing, Operations, and Social Responsibility.candidates in standard officeprocedures, ethics, writing, typing or Business Ethics Awareness This test measures the candidates knowledge of thetime management. application of ethical principles in various workplace situations. Designed for all professionals with a broad knowledge of the ethical concerns in a businessAdministrative and Clerical Questionnaire (ACQ) environment, this test includes the following topics:This assessment is suitable for selecting persons for a Community/Societal Relations & Whistle-blowing,variety of administrative, clerical, and secretarial roles. Conflicts of Interest, Employer Policies, Ethical Issues,It utilizes a job applicants biographical data to predict Honesty & Confidentiality, Individual & Organizationaljob performance and identify individuals with the Differences, Respect of Property Rights, Safety,potential for high-level job performance. The ACQ Supplier/Vendor & Customer Treatment, and The Law.report targets the success attributes ofconscientiousness, teamwork, initiative, and problem Business Letter Composesolving. This assessment measures the candidates ability to accurately type and make corrections from a textAudio Transcription original containing grammar, punctuation, spelling, andThis assessment measures the candidates speed and formatting errors.accuracy at listening to a recording and transcribingthe data into a word processor. Business Letter Edit This assessment measures the candidates ability toBusiness Communications accurately make corrections from a business letterThis test assesses the ability to use basic grammar containing punctuation, spelling, and formatting errors.appropriately, use appropriate business tone, respondwith complete and accurate information, and apologize Business Mathwhen appropriate. This test measures the candidates knowledge of mathematics that is commonly used in business.Business Communications Writing Sample – Designed for all professionals, this test includes theGeneral following topics: Calculating Markup and MarkdownThis is an instrument that aids in the assessment of a Percentage; Interest, Invoicing, and Net/Gross;candidates writing proficiency. It requires candidates Markdown Price; Markup Price; Original Price Beforeto compose original answers to job-related scenarios. Markdown or Markup; Price from Total without and with Tax; Total from Algorithm, Chart, or Formula.Business Communications Writing Sample –Insurance Business Process ReengineeringThis is an instrument that aids in the assessment of a This test measures the candidates knowledge in thecandidates writing proficiency. It requires candidates modification and successful implementation ofto compose original answers to insurance industry- business processes. Designed for experiencedrelated scenarios. managers and human resources professionals, this test covers the following topics: Process, BPR Team, Tools and Techniques, Success Predictors, Building on BPR, and Leading to BPR Failure.
  • Assessment for Business | 18Business Vocabulary Data Entry-AlphanumericThis assessment identifies the candidates ability to This test is designed to assess an individuals ability tocorrectly identify words common in business enter data into a standard form. The test taker iscommunications. presented with real-life examples of data entry tasks involving a combination of text and numbers. The testBusiness Writing measures an individuals speed and accuracy on thisThis test measures the candidates knowledge of task. The Data Entry-Alphanumeric test measures:important types of business writing being used today. Gross speed in Keystroke Per Hour (KPH) • GrossDesigned for administrative professionals, this test errors • Adjusted errors • Net speed in KPH • Overallcovers the following topics: Business Letters, Other AssessmentFormats, Principles of Organization, Rules ofGrammar, Spelling, Style and Tone, and Vocabulary. Data Entry-Numeric This test is designed to assess an individuals ability toChange Management enter numeric data into a standard form. The test takerThis assessment measures the candidates knowledge is presented with real-life examples of numeric dataof conducting large-scale change in organizations. entry tasks. The test measures an individuals speedDesigned for experienced managers and human and accuracy on this task. The Data Entry-Numericresources professionals, this test covers the following test measures: Gross speed in Keystrokes per Hour •topics: Analytical Skills, Change Management Skills, Gross errors • Adjusted errors • Net speed in KPH •Change Planning Skills, Change Promotion Skills, Overall AssessmentInnovation Skills, and Interpersonal Skills Data Entry – Standard (Audio)Checking – Standard Examinees enter data into online forms from audioExaminees are asked to compare 2 sets of dates, input. Also available: Data Entry – Call Center andaddresses, names as well as words and phrases and Data Entry – Salesmark if they match or not. Also available: Checking –Numbers and Checking – Names Data Entry Ten Key This assessment measures the candidates ability toClassifying and Coding enter numbers using a numeric keypad. The testThis test measures the candidates ability to classify measures accuracy and speed. Also available: Dataand code items by categories. Entry Ten Key Split ScreenCoding – Standard Digital Literacy – ComputingExaminees are asked to select the correct Questions cover topics such as PC componentsabbreviation from a list of extensions, departments, (mouse, monitor, printers), data storage devicesnames, colors, cities and chemicals. Also available: (floppy disks, CDs, tapes), ports (keyboard, monitor,Coding – Letters and Coding – Numbers phone, printer) and storage capacity.Customer Service Digital Literacy – InternetQuestions include topics such as how best to deal with Questions cover topics such as applications (internetdissatisfied customers, proper telephone skills as well browsing, sending and receiving email, FTP clients) asas Customer Service techniques. well as terminology and general computing concepts. Digital Literacy - Software Skills Questions covering topics such as file management, system maintenance, commonly used features of Windows and Windows-based applications as well as terminology and general computing concepts.
  • 19 | Assessment for BusinessEditing & Proofing (Chicago Style) Essentials – GrammarThis test measures the candidates knowledge This test measures basic level language skillscentered on the Chicago Manual of Style. Designed for including the ability to identify statements that arewriters and editors, this test covers the following grammatically correct based on sentence structure,topics: Common Structural Areas, Common Errors, punctuation, and parts of speech.Numbers, Proofreading, Punctuation, and SubstantiveEditing. Essentials – Math This test measures basic level math skills includingEnglish Language Comprehension addition, subtraction, multiplication, division, fractions,This assessment tests a candidates ability to decimals and percents.understand the English language as it is used inbusiness settings. The test covers interpersonal Essentials – Spellingcommunication, business jargon, instructions and This test measures basic level spelling skills includingdirections, and business communication. the ability to identify correctly/incorrectly spelled words used in general and business environments. Essentials – Vocabulary This test measures basic level vocabulary skills including the ability to identify general and business terms. Filing – Standard Examinees must select the correct location for filing documents based on dates, numbers, names and companies. Also available: Filing – Names and Filing – Numbers General Clerical Grammar This assessment measures the candidates ability to correctly use the various parts of speech in written communication. It covers subject-verb agreement, sentence structure, and punctuation. General Clerical Spelling – (Multiple Choice or Short Answer) This assessment identifies the candidates ability to identify correctly spelled words in written communication. It covers plurals, prefixes, suffixes, abbreviations, and common errors. Grammar – BusinessEnglish Vocabulary Examinees are asked to select grammatically correctThis test measures the candidates knowledge of sentences specific to business environments.English vocabulary. Designed for all English speakers,this test covers the following topics: Analogies,Challenging words, Foreign words used in the Englishlanguage, and Professional terms.
  • Assessment for Business | 20Information Security Awareness Office ManagementThis test measures the candidates knowledge of This test measures the candidates ability to manage ainformation security. Designed for general computer business office. Designed for experiencedusers, this test includes the following topics: Computer professionals, this test covers the following topics:Best Practices, Computer Ethics & Misuse, ID & Data Interpersonal Communication, Administration,Information Theft, Internet Best Practices, Passwords, Organization, Clerical, Technology, HumanPhysical Security, Sensitive Information, and Viruses & Resources, Finance, Training and Development, andOther Harmful Software. Facility Management.Internet Research Techniques and Resources Office Manager SkillsThis test measures the candidates ability to find and Examinees are asked questions relating to managingevaluate information on the Internet. Designed for all staff, measuring employee performance andprofessionals, this test covers the following topics: productivity, and recommending raises andBrowsers, Consumer Information, Government Sites, promotions.Health and Medical, Internet Forums, Language Tools,Libraries, Maps and Atlases, People Search, Research Office ProceduresMethodology, and Search Engines. This test measures the candidates knowledge of typical administrative and support activities performedInterpersonal Communications in offices today. Designed for all support andThis test measures the candidates knowledge of how administrative professionals, this test covers theto employ effective verbal and non-verbal following topics: Computer, Correspondence,communication to send his or her message and Customer Service, Filing, Organization, Proofreading,manage conflicts. Designed for all professionals, this Scheduling, and Telephone Techniques.test covers the following topics: Communication andPerception, Group Communication and Team Work, Office Skills BatteryIntercultural Communication, Interpersonal This battery is a series of four brief tests designed toCommunication, Interviewing and Communication, measure basic office and clerical skills. It is well-suitedIntrapersonal Communication, Listening, Nonverbal for assessing the competencies of job applicants whoCommunication, Technology in Communication, will be performing clerical functions, especiallyVerbal Communication, and Language. secretaries, accounting clerks, file clerks, shipping and receiving clerks, and administrative assistants. It isLetter Setup – Block comprised of the four following SkillSeries™ tests:Examinees are asked to set up a standard letter in the Analyzing • Filing • Math • Attention to Detailstandard block format.Also available: Letter Setup - Alternative Block, ParaprofessionalLetter Setup - Letter Head Block and Letter Setup - This test measures knowledge and skills that areSemi Block necessary for assisting in the instruction of students. It measures the academic content areas of mathematics,Math – General reading, and grammar. The mathematics portionThis test contains questions that measure commonly measures basic skills in operations with wholeused math skills, such as addition, subtraction, numbers, fractions, decimals, and percentages. Themultiplication, division and percentages. reading portion requires the candidate to read short passages and demonstrate comprehension of the material. The grammar portion requires the candidate to identify and correct grammatical, punctuation, and capitalization errors, and choose the wording that most effectively expresses the idea of a sentence.
  • 21 | Assessment for BusinessPresentation Skills Split Screen TypingThis test measures the candidates knowledge of the This test measures a candidates speed and accuracyconcepts of preparing, delivering, and evaluating a in typing text presented on the computer screen. Thispresentation. Designed for any professional who test calculates a score based on the total number ofmakes presentations, this test includes the following keystrokes, time taken, and number of errors madetopics: Gathering Information, Learning Material, Pre- when typing six passages. The Split Screen TypingDesign & Preparation, Presentation Conclusion, Test uses the following method to determine the NetPresentation Delivery, Presentation Structure, Words Per Minute score: Net Words Per Minute =Presentation Types, Speaking Anxiety, and Types of ((Gross Words Per Minute * Time Taken) - TotalVisual Aids. Errors) / Time TakenProofreading TalentScout – ClericalThis assessment measures the candidates ability to This instrument is designed to assess the skillsread for errors involving spelling, punctuation, associated with clerical and administrative positions.grammar and word choice. It also measures the These include typing/keyboarding, using a word-candidates ability to correct those errors. processing program, language skills, and the ability to think logically. Portions of this assessment are basedReceptionist Skills upon a computer adaptive testing strategy in which theThis test contains questions relating to receptionist difficulty of items presented to a candidate is adjustedskills such as recognizing names and faces, taking based upon responses to prior items. This leads to amessages and forwarding calls. rapid determination of a candidate’s level in each area. The number of items administered to each candidateSecretarial Skills varies. This assessment provides a proficiency ratingThis test contains questions relating to secretarial and brief narrative interpretation for each of theskills such as recognizing names and faces, taking following: Typing Speed and Accuracy • Wordmessages, and using judgment and discretion. Processing Skills (Microsoft Word) • Spelling Skills • Language Skills • Logic and Reasoning Skills • OverallShorthand – Business (Audio) PerformanceExaminees transcribe a document that is read aloudinto shorthand, then type the document from their Technical Writingshorthand notes into the computer for automatic This test measures the candidates knowledge of thegrading. Also available: Shorthand – Accounting appropriate design and style for technical(Audio), Shorthand – Legal (Audio) and Shorthand documentation. Designed for experienced technical– Medical (Audio) writers, this test covers the following topics: Document Design, Document Development, Editing/ReviewingSpelling – Business Work, Guidelines/Style/Techniques, Job Overview,Examinees select the correct spelling of words specific Online/Hypermedia/Interactive Media, and Projectto business environments. Management.Spelling – General Telephone Message TakingExaminees select the correct spelling of words in Examinees see a telephone message displayed brieflygeneral use. Also available: Spelling – Accounting, and are then asked 5 questions relating to theSpelling – Geography, Spelling – Legal and message.Spelling – Medical Telephone SkillsSpelling - (Audio) This test contains questions relating to basic telephoneListening to an audio tape, examinees are asked to techniques, manners, judgment and discretion as welltype the correct spelling for various words. as message taking.Also available: Spelling - US Geography (Audio) andSpelling - International Geography (Audio)
  • Assessment for Business | 22Ten Key Workplace FundamentalsExaminees are asked to type numerical information This test measures the candidates knowledge ofusing the computer keypad. Scores measure speed workplace basics. It covers the knowledge and skillsand accuracy of input. needed to function in any type of workplace. This test is designed for anyone in the modern U.S. workforceTime Management and includes the following topics: BusinessThis test measures the candidates knowledge of how Communication, Diversity, Employer Expectations,to use time wisely in the workplace. Designed for the Human Resources, Legal Issues for Employees,average business worker, this test covers the following Personal Development, Planning and Scheduling, andtopics: Action Plans, Controlling, Decision Making, Security.Organizing, Planning, Scheduling, Time Usage, andTime Wasters.Transcription – Business (Audio)Examinees type a document that is read aloud. Alsoavailable: Transcription - Accounting (Audio) andTranscription – Medical (Audio)Typing TestThis test is designed to assess an individualskeyboarding skills. The test requires the test taker totype a series of text samples. It has a 5 minute timelimit and measures both a keyboarding speed andaccuracy. The Typing Test measures: Gross speed inKeystrokes Per Hour (KPH) • Gross errors • Adjustederrors • Net speed in KPH • Overall AssessmentAlso available: Typing Test – Accounting, TypingTest – Legal and Typing Test – MedicalVisual ComparisonThis test measures the candidates ability to efficientlycompare information and detect errors.Vocabulary – BusinessExaminees are asked to select the correct meaning ofwords specific to business environments.Vocabulary – GeneralExaminees are asked to select the correct meaning ofwords in general use. Also available: Vocabulary –Accounting, Vocabulary – Legal and Vocabulary –Medical
  • 23 | Assessment for Business CallCenterProCall Center This multifaceted tool can be used to help identify the best candidates for call center jobs, assess an individuals suitability for specific types of call center work, helpUse role-playing Call Center incumbents to improve their performance, and assess thesimulations to determine your potential for work as a team leader or manager. The CallCenterPro reports on the following scales: Prediction ofcandidates’ rapport and attention to Sales Potential • Business Development • Approach to Clientdetail with customers. • Need for Script/Structure • Managing Rejection • People Person • Detail Orientation • Overall AttitudeCall Center Basic Simulation - 10 Minutes Timed Call Center Sales ScenariosThis assessment measures a candidates speed and This test places a candidate in a simulation of a call centeraccuracy at listening and entering information in a simulated sales environment and asks the candidate to interact withcall center environment. Also available: Call Center Basic contacts and prospects at different stages of the sales cycleSimulation – Untimed (prospecting, information gathering/controlling the sale, dealing with objections and closing).Call Center Customer Service ScenariosThis test places a candidate in a simulation of a call center Codingcustomer service environment and asks the candidate to Examinees are asked to select the correct button on ainteract with a customer to solve problems and provide telephone from a list of extensions, area codes, countryinformation. codes and departments.Call Center Expanded Simulation - 10 Minutes Timed Collections ScenarioThis assessment measures the candidates ability to enter a This test is a four-call scenario assessment within acallers information into the appropriate fields within a call simulated environment. The test contains two inbound callscenter environment. The assessment measures accuracy as and two outbound calls. The candidate is measured on thewell as speed. Also available: Call Center Basic following abilities: debt recovery, anger handling, problemSimulation - Untimed solving, navigation, and customer service.Call Center General Terms Contact Center Retention PredictorThis assessment measures the candidates ability to listen This is a measure of background, experiences, attitudes,and to accurately spell standard English terms. judgments, and opinions that are associated with job tenure in entry-level contact center positions. It is designed toCall Center Sales assess a variety of factors affecting retention that areThis test includes questions on topics such as sales independent of job performance.strategies, features vs. benefits, needs vs. desires, closing asale as well as effective sales techniques. Contact Center Scenario – Untimed This assessment measures the candidates ability forCall Center Service customer service orientation, to handle an angry caller, toThis test includes questions on topics such as how best to solve customer service problems, to build rapport with thedeal with dissatisfied customers, proper telephone skills as caller, and to use a basic computer interface.well as Call Center Service techniques.
  • Assessment for Business | 24Contact Center Virtual Scenario Data Entry - Sales (Orders)This is for entry-level positions in a contact center The applicant is asked to type information from a sales orderenvironment. Sample tasks for these jobs include: Interact into an on-screen form.with customers on the phone to provide information, takeorders, and solve product or service issues; respond Data Entry – Standard (Audio)positively to difficult or irate customers; navigate within Examinees enter data into online forms from audio input.multiple open applications to find and view customer accountdetails; and type information quickly and accurately. Employee Screening Questionnaire-2 (ESQ2)Potential job titles that use this solution are: Call Center This is a personality-based selection assessment thatRepresentative, Contact Center Representative, Customer examines a job candidates work ethic and dependability. ItService Agent, and Customer Service Representative. predicts future job performance including an applicants probable job commitment, risk of engaging inCustomer Care Simulation counterproductive work behaviors, and the propensity forThe assessment measures the candidates ability to enter a positive work behaviors. The ESQ2 was designed to reducecallers information into the appropriate fields within a call the tendency to "fake good" through its innovative use of acenter environment. The assessment measures accuracy as forced-choice format. It is designed to reduce turnover, theft,well as speed. and absenteeism by eliminating high-risk applicants. The Employee Screening Questionnaire measures: CustomerThe Customer Relationship Management (CRM) Service • Productivity • Accuracy • Commitment and JobNavigation Satisfaction • Promotability • Alcohol and Substance Abuse •This test assesses candidate interactions within a real-world Unauthorized Sick Days • Driving Delinquency • Lateness •desktop environment by providing a workspace that Loafing • Sabotage or Production or Property • Safetysimulates multiple customer service based applications Infractions • Theft • Risk of Counterproductive Behavior •running on a Windows XP desktop. This test measures the Overall Hiring Recommendationcandidates ability to minimize, maximize, and resizeapplication windows, navigate and select items within open Postal Codes (Audio) - Listening to an audio tape,applications and tabbed windows, toggle between multiple examinees are asked to enter the abbreviated names for USscreens, copy and paste data, type text accurately, edit States, US Territories and Canadian Provinces.typed text, and use multiple applications to search for andassociate information. Spelling - (Audio) - Listening to an audio tape, examinees are asked to type the correct spelling for various words.Customer ServiceQuestions covering such topics such as dealing with angry TalentScout - Call Center - This instrument assessesand waiting customers, customer and company errors, customer service orientation, speed and accuracy of audioreading body language and effective sales techniques. data entry, and how well a candidate performs in various customer service scenarios. It is based upon a computerData Analysis adaptive testing strategy in which the difficulty of itemsExaminees are shown various price charts and asked to presented to a candidate is adjusted based upon responsesdetermine which price would be charged for different to prior items. This leads to an efficient testing experiencescenarios. and a rapid determination of a candidate’s performance level. The Audio Data Entry section requires the candidate toData Entry - Call Center (Audio) type words and numbers based upon auditory input whileListening to a simulated marketing call, examinees are the Call Center Service section is a computer-basedasked to type the required information into an on-screen simulation of tasks commonly required of call centerform. personnel. The TalentScout - Call Center Measures: Service Ability • Audio Data Entry • Call Center Service • OverallData Entry - Sales (Leads) PerformanceThe applicant is asked to type details from a business cardinto an on-screen form.
  • 25 | Assessment for BusinessTelemarketing Skills - This multiple choice test measuresan examinees knowledge of customer service, features andbenefits, needs versus desires, sales strategy and closingtechniques.Telephone Message Taking - Examinees see a telephonemessage displayed briefly and are then asked 5 questionsrelating to the message.Telephone Skills - This test contains questions relating tobasic telephone techniques, manners, judgment anddiscretion as well as message taking.Telephone Skills (2) – This test includes questions ontopics such as holding and forwarding calls, taking andleaving messages, telephone etiquette as well as telephoneterminology.Also Available:Call Center Banking ScenariosData Entry – ChecksData Entry – DecimalsSpelling – GeographySpelling - International Geography (Audio)Spelling - US Geography (Audio)
  • Assessment for Business | 26 Career Exploration Inventory, Third Edition (CEI)Career & Job Search This is a self-assessment career-planning tool that helps individuals to explore their goals for work, leisure, andInventories education. The test taker rates on whether they like or would like to engage in the listed activity. The CEI is a powerful career and leisure exploration tool useful for a wide range ofIdentify career interests and audiences and applications. It assesses an individuals patterns of interest. It reports on the following interestpreferences using an inventory clusters: Agriculture and Natural Resources ∙ Architecture and Construction ∙ Arts and Communication ∙ Business andassessment. Administration ∙ Education and Training ∙ Finance and Insurance ∙ Government and Public Administration ∙ HealthBarriers to Employment Success Inventory, Third Science ∙ Hospitality, Tourism, and Recreation ∙ HumanEdition (BESI) Service ∙ Information Technology ∙ Law and Public Safety ∙The BESI is a self-assessment tool that helps an individual Manufacturing ∙ Retail and Wholesale Sales and Service ∙to identify barriers and challenges to obtaining and Scientific Research, Engineering, and Mathematics ∙succeeding on a job. It provides a fast and effective way to Transportation, Distribution, and Logisticsidentify those persons who need immediate intervention orspecial assistance, uncovers barriers that may be missed in Career Orientation Inventory (COI)conventional screenings, and helps test-takers to identify The COI is a tool based upon John Hollands well-knowntheir problems and develop action plans to overcome them. RIASEC model of occupational themes. Test takers areIt assesses the following factors which may act as barriers to asked to rate themselves on a series of 20 clusters of threeemployment: Personal ∙ Career Planning ∙ Education and words by identifying those which are most and leastTraining ∙ Physical and Psychological ∙ Job Seeking Skills descriptive of themselves. It first identifies an individuals work preferences and then generates a listing of the jobsCareer Assessment Inventory – Enhanced Version and occupations that are most consistent with them. TheThis assessment compares an individuals occupational COI is appropriate for a wide variety of job-seekinginterests to those of individuals in 111 specific careers that populations. It is particularly useful for job search seminars,reflect a broad range of technical and professional positions vocational guidance settings, as well as for careerin todays workforce. The inventory is used by guidance exploration workshops. The COI provides a score for each ofcounselors to help students and adults develop career and the six RIASEC factors:study plans, and by psychologists and human resource • (R) Realisticprofessionals to advise individuals on career development. • (I) Investigative • (A) Artistic • (S) Social • (E) Enterprising • (C) Conventional
  • 27 | Assessment for BusinessJob Search Attitude Inventory (JSAI)This is a tool which provides a quick assessment of howmotivated an individual is likely to be in seekingemployment. The JSAI is particularly useful in identifyingthose individuals are who are more likely to get a job in lesstime than others as well as those persons whose will likelyneed a higher degree of extended attention in their jobsearch. As a result, the JSAI can be used to guide theallocation of program resources and clarify the need andtype of intervention that each job seeker requires. The JSAIis also well-suited as a program outcome measure when it isadministered as a pre-test and post-test. The JSAI assessesan individuals attitudes on four factors critical to job seeking:Luck vs. Planning • Uninvolved vs. Involved • Help FromOthers vs. Self-Help • Passive vs. ActiveJob Search Knowledge Scale (JSKS)This is a self-assessment tool that determines how much anindividual knows about looking for work. The JSKS alsoprovides guidance on the job search methods and tips forfinding work. It assesses an individuals knowledge of thefollowing five areas of job search: Identifying Job Leads •Direct Application to Employers • Resumes and CoverLetters • Employment Interviews • Following UpTransition-to-Work Inventory (TWI)The TWI is a self-assessment career-exploration toolthat links an individuals non-work activities to workand employment opportunities. Using 5 point scales,test takers rate their degree of interest in 84 non-workactivity statements. Because of its focus upon leisureinterests, the TWI can be particularly useful forpersons with limited work experience as well as foradults needing a fresh perspective such as those whoare seeking a new career or engaging in retirementplanning. The TWI assesses an individuals patterns ofnon-work interest in 14 career interest groups: Arts,Entertainment, and Media ∙ Plants and Animals ∙Mechanics, Installers, and Repairers ∙ Transportation ∙Business Detail ∙ Recreation, Travel, and OtherPersonal Services ∙ General Management and Support∙ Science, Math, and Engineering ∙ Law, LawEnforcement, and Public Safety ∙ Construction, Mining,and Drilling ∙ Industrial Production ∙ Sales andMarketing ∙ Education and Social Service ∙ Medicaland Health Services
  • Assessment for Business | 28 AutoCADComputer Software This test evaluates a users knowledge on a range of topics with an emphasis on the understanding and application of& Simulations the various tools available and the functions they perform. Other areas include creating, manipulating, and altering objects, annotating, dimensioning, and plotting drawings,Determine your candidates’ and using inquiry commands, layers, and the ribbon. This test is developed for candidates with a beginner tocomputer skills by choosing from intermediate level of experience with the program.a variety of software application Basic Computer Literacyassessments. This assessment evaluates a candidates knowledge of general computer terms. It also determines a candidatesACT! 2000 for Users ability to manage files, work with a Windows operatingThis test is intended to gauge the working knowledge of the system and application software, as well as access thetest taker in using ACT! 2000. The test covers such topics as Internet.database fields, lookups, the use of reports, contacts, andpreferences among several additional subject areas.Adobe AcrobatThis test is designed to assess the knowledge of test takerswith the creation, editing, manipulation, distribution andprinting of PDF documents. The topics covered includeworking with a PDF, toolbars, icon identification, security,and new features.Adobe DreamweaverThis assessment focuses on a number of topics includinglayouts, interface, designing, coding and HTML, CSS, andWeb site testing.Adobe IllustratorThis test is designed to assess an entry level test takersability to understand and use Illustrator. The assessment Corel Presentationsfocuses on a number of topics including drawing and This is a graphics application used to create overhead slidescoloring, transformations, type, tools, pathfinders and and computer-based presentations. The test assesses theeffects, the document environment, and printing. The test users ability to use common functions such as creating ataker will also be evaluated on the use of effective methods presentation, as well as more advanced functions includingin the creation of vector graphics as well as the Organization Charts and features that enhance slide shows.understanding of the software environment. Corel Quattro ProAdobe InDesign This is a popular spreadsheet application that is produced byThis test is designed to access a test takers ability to Corel. The test assesses the users ability to create andproperly produce projects and documents for Web or print develop a basic Quattro Pro workbook including formattingdesign by utilizing this program. With this in mind, the cells, using formulas and changing the overall appearance ofassessment presents questions that focus on a variety of the spreadsheet.topics that include colors, fonts and styles, tables, imagesand shapes, interactivity, layers, and page sizing.
  • 29 | Assessment for BusinessCorel WordPerfect Microsoft PublisherThis test assesses the users ability to create and develop a Test questions cover the most important and frequently usedbasic word processing document and a mail merge. It features of Microsoft Publisher such as creating andincludes basic, intermediate and advanced level questions applying master pages, creating tables, picture frames andas well as tests mastery of the most commonly-used text boxes, embedding and updating pictures and convertingcommands. and previewing for the web.Internet Explorer Microsoft WordTest questions cover the most commonly used Microsoft Test questions cover the most important and frequently usedInternet Explorer features such as customizing Internet features of Microsoft Word such as file management, editing,Explorer, file management, browsing web pages and formatting, printing, desktop publishing and customizingsearching the internet. Word.Microsoft AccessTest questions include the most commonly used MicrosoftAccess features such as file management, Access forms,queries, reports, tables, as well as tools and automation. See Page 37 for a listing of Information Technology assessments.Microsoft ExcelTest questions include the most commonly used MicrosoftExcel features such as file management, editing, formatting,analysis, customizing Excel and Excel and the Internet.Microsoft FrontPageTest questions cover the most commonly used FrontPagefeatures such as creating and modifying web sites,formatting web pages, inserting graphics and dynamicelements as well as managing and organizing web sites.Microsoft OutlookTest questions cover most commonly used MicrosoftOutlook features such as managing contacts, sending andorganizing emails, maintaining calendar entries and tasks.Microsoft PowerPointTest questions cover the most commonly used MicrosoftPowerPoint features such as file management, creating andediting presentations and slideshows, inserting and editinggraphics as well as tools and automation.Microsoft ProjectTest questions cover the most important and frequently usedfeatures of Microsoft Project such as creating projects,adding tasks, resources, noting milestones, enteringrelationships, costs, status, and editing Gantt.
  • Assessment for Business | 30 Dental Surgery Billing and CodingHealth & Dental This assessment measures the candidates skill in determining codes for diseases and injuries using the International Classification of Diseases, NinthWith so many diverse areas within Revision, Clinical Modification (ICD-9-CM). Thethe Health and Dental fields, we can assessment also evaluates the candidates knowledge and skill in coding using Current Proceduralhelp you determine your candidates’ Terminology (CPT) and Medicare claims submission.knowledge of terminology, symptoms, Dental Terminologybilling and coding. This assessment measures the candidates fundamental understanding of medical terms in the dental specialty.Chart Notes Transcription (Female or Male Voice)This assessment measures a candidates ability to Dosage Calculation Tests A & Btranscribe medical chart notes. This test measures examinees ability to calculate dosages required for the directed administration ofConsultation Report Transcription medications. Two complete tests are included,This assessment measures a candidates ability to allowing test administrators to test and retest or testtranscribe a medical consultation report. more exhaustively.Critical Care Scenarios Tests A & B Emergency Nursing Tests A & BThese two tests measure how successfully examinees These two tests assess examinees’ knowledge ofcan apply critical care nursing knowledge and skills emergency nursing, including triage, patientacross a variety of disciplines including cardio- assessment, a full range of systems disorders,vascular, respiratory, neurological, abdominal, renal, transfer/transport, disaster, legal/ethical issues,endocrine, and hematologic systems, shock, research and education. Two complete tests arelegal/ethical issues, caring practice, diversity, and included, allowing test administrators to test and retestcollaboration. Two complete tests are included, or test more exhaustively.allowing test administrators to test and retest or testmore exhaustively. Family Practice Billing & Coding ICD-9 This assessment measures the candidates skill inCritical Care Tests A & B determining code for diseases and injuries using theThese two tests assess examinees’ knowledge of International Classification of Diseases, Ninthcritical care nursing, including cardio-vascular, Revision, Clinical Modification (ICD-9-CM). Therespiratory, neurological, abdominal, renal, endocrine, assessment also evaluates the candidates knowledgeand hematologic systems, shock, legal/ethical issues, and skill in coding using Current Proceduralcaring practice, diversity, and collaboration. Two Terminology (CPT) and Medicare claims submission.complete tests are included, allowing test Also available: ICD-10-CMadministrators to test and retest or test moreexhaustively. Family Practice Spelling (Multiple Choice or Short Answer)Dental Spelling (Multiple Choice or Short Answer) This assessment measures the candidates ability toThis assessment measures the candidates ability to correctly spell words used in the Family Practicecorrectly spell words used in the Dental specialty. specialty. Family Practice Terminology This assessment measures the candidates fundamental understanding of medical terms used in the Family Practice specialty.
  • 31 | Assessment for BusinessFinance - Insurance - Health ICD-9-CM Coding (with manual)Assesses a broad understanding of insurance issues This test allows examinees’ knowledge of ICD-9-CMincluding auto, business, health, life and property insurance. coding, including classification, forms, index, conventions and coding.First Aid Core KnowledgeThis test measures the candidates knowledge of basic Labor & Delivery Nursingphysical assessment and wound/illness treatment. This test assesses examinees knowledge of labor andDesigned for all health care professionals, this test delivery nursing, including Apgar scores, fetalcovers the following topics: Allergic Reactions, positioning, labor stages, newborn norms andBites/Stings, Blood Borne Pathogens, Cardiac First disorders, diagnostics, and delivery and post-deliveryAid, Electrical Injury, Exposure To Cold, Exposure To procedures.Heat, Fever, Initial Assessment, Poisoning,Respiratory First Aid, Shock, Stroke, and Trauma. Medical Abbreviations This test includes questions covering knowledge of standardHealthcare-Employee Productivity Report medical and health insurance abbreviations.(HEPR™)This is a brief and easy to use screening measure that Medical Billinghelps to identify job applicants who have the potential This test measures the candidates knowledge ofto become highly productive staff members. It is medical billing procedures and regulations under thedesigned for use in healthcare settings. It is comprised various health plans popular in the United States.of behavioral and attitudinal items rated on 4-point Designed for experienced hospital administrators, thisscales and also “admissions” items that tap into the test covers the following topics: Electronic Claims,applicant’s past behaviors. This test helps to identify Managed Care, Medicaid and Medicare. Additionally,those candidates most likely to perform their work at this test covers areas in Medical Terminology, Bluethe highest and most efficient levels and to avoid Cross/Blue Shield, and CHAMPUS.engaging in counterproductive behaviors. Anevaluation of Recommended, Qualified Medical Billing (Entry Level)Recommended, and Not Recommended is offered on This test includes multiple-choice beginner questionsthe following dimensions: Productivity Attitude • Social on medical billings topics such as claims procedures,Behavior • Safety • Personal Achievements • Overall rejections and forms identification.Evaluation Medical Billing FormsHIPAA This test includes questions covering standard healthThis test assesses examinees understanding of national insurance billing forms in the United States.standard to protect the privacy of personal health informationas specified in the US Health Insurance Portability and Medical Coding (Standard)Accountability Act (HIPAA). This test includes questions covering ICD-9-CM Coding.ICD-9 and CPT 4 Coding (Hospital) Medical Secretary TestThis test measures the candidates knowledge within This test includes questions covering basic medicalthe 2006 content manuals of International secretary knowledge and skills.Classification of Diseases, Current ProceduralTerminology Coding and Health Care Financing Medical Transcription - Examinees type a medicalAdministrators Common Procedure Coding System. document that is read aloud.Designed for experienced medical office professionalsin a hospital setting, but an average performer should Medical Shorthandpass this test. This test covers the following topics: Examinees transcribe into shorthand a documentCPT-4 and HCPCS Basics, Coding and IPPS, Coding containing medical terminology that is read aloud, thenand OPPS, ICD-9-CM Basics, Practice Coding- type the document from their shorthand notes into theInpatient, Practice Coding-Outpatient, Utilizing CPT-4 computer for automatic grading.and HCPCS, and Utilizing ICD-9-CM.
  • Assessment for Business | 32Medical Spelling Neonatal ICU Nursing Tests A & BExaminees are asked to select the correct spelling of words These two tests assess examinees’ knowledge ofspecific to medical environments. neonatal intensive care nursing, including fetal and extrauterine assessment and development, a fullMedical Typing Test range of neonatal systems disorders, nutrition andThis assessment tests typing speed and error rate while feeding, and genetic and legal/ethical issues. Twocopying a text specific to medical environments. complete tests are included, allowing test administrators to test and retest or test moreMedical Vocabulary exhaustively.The applicant is asked to select the correct meaning ofwords specific to medical environments. OBGYN Billing and Coding This assessment measures the candidates skill inMedical Surgical Tests A & B determining code for diseases and injuries using theThese two tests assess examinees’ knowledge of International Classification of Diseases, Ninthmedical surgical nursing, including patient Revision, Clinical Modification (ICD-9-CM). Theassessment, a full range of systems disorders, and assessment also evaluates the candidates knowledgepediatric, cancer, perioperative and geriatric nursing. and skill in coding using Current ProceduralTwo complete tests are included, allowing test Terminology (CPT) and Medicare claims submission.administrators to test and retest or test moreexhaustively. OBGYN Spelling (Multiple Choice or Short Answer) This assessment measures the candidates ability toMedication Scenarios Tests A & B correctly spell words used in the OBGYN specialty.This test measures examinees ability to performstandard calculations required for the directed OBGYN Terminologyadministration of medications, as well as knowledge of This assessment measures the candidatessafe and effective medication procedures. Two fundamental understanding of medical terms used incomplete tests are included, allowing test the OBGYN specialty.administrators to test and retest or test moreexhaustively. Operation Report Transcription This assessment evaluates a candidates ability toMedical Office Skills transcribe an operation report.This test measures the candidates knowledge of theoffice skills involved in medical offices. Designed for Orthopedic Billing and Codingoffice personnel, this test covers the following topics: This assessment measures the candidates skill inGeneral Knowledge, Operations, Facility determining code for diseases and injuries using theMaintenance/Safety, Patient Charts/Medical Records, International Classification of Diseases, NinthCollections, Billing, Insurance Coverage, Biomedical Revision, Clinical Modification (ICD-9-CM). TheWaste, Medical Terminology, Employee Relations, and assessment also evaluates the candidates knowledgeEthics. and skill in coding using Current Procedural Terminology (CPT) and Medicare claims submission.Medical TerminologyThis test measures the candidates knowledge of Orthopedic Spelling (Multiple Choice or Shortcommon medical terms, prefixes, and suffixes being Answer)used today. Designed for all health care professionals, This assessment measures the candidates ability tothis test covers the following topics: Anatomical correctly spell words used in the Orthopedic specialty.Mapping, Cardiovascular System, Digestive System,Endocrine System/Lymphatic/Urinary Systems, Orthopedic TerminologyMusculoskeletal System, Nervous System, This assessment measures the candidatesReproductive System, Respiratory System, and fundamental understanding of medical terms in theSpecific Field-Related Terms/Etymology. Orthopedic specialty.
  • 33 | Assessment for BusinessPediatric Nursing Tests A & B Pharmacology Spelling (Multiple Choice or ShortThese two tests assess examinees’ knowledge of Answer)pediatric nursing, including childhood, infant, newborn, This assessment measures the candidates ability totoddler, preschooler, school age and adolescent correctly spell words used in the Pharmacologynorms and disorders, a full range of systems specialty.disorders, disability and cultural issues. Two completetests are included, allowing test administrators to test Pharmacology Terminologyand retest or test more exhaustively. This assessment measures the candidates fundamental understanding of medical terms used inPediatric Billing and Coding Pharmacology.This assessment measures the candidates skill indetermining code for diseases and injuries using the Psychiatric Nursing Tests A & BInternational Classification of Diseases, Ninth These two tests assess examinees’ knowledge ofRevision, Clinical Modification (ICD-9-CM). The psychiatric nursing, including diagnostics, earlyassessment also evaluates the candidates knowledge disorders, delirium, substances, schizophrenia;and skill in coding using Current Procedural anxiety, sleep, somataform, dissociative, sexual,Terminology (CPT) and Medicare claims submission. eating, and personality disorders; abuse factors, impulse control, psychotropic medications, andPediatric Spelling (Multiple Choice or Short defense mechanisms. Two complete tests areAnswer) included, allowing test administrators to test and retestThis assessment measures the candidates ability to or test more exhaustively.correctly spell words used in the Pediatric specialty. Surgery Billing and CodingPediatric Terminology This assessment measures the candidates skill inThis assessment measures the candidates determining code for diseases and injuries using thefundamental understanding of medical terms in the International Classification of Diseases, NinthPediatric specialty. Revision, Clinical Modification (ICD-9-CM). The assessment also evaluates the candidates knowledgePharmaceutical Terminology and skill in coding using Current ProceduralThis test measures the candidates knowledge of the Terminology (CPT) and Medicare claims submission.core terminology and concepts used within thepharmaceutical industry. Designed for allpharmaceutical professionals, this test covers the Surgery Spelling (Multiple Choice or Short Answer)following topics: Prescriptions, Drug Classifications, This assessment measures the candidates ability toPharmacy Law, Pharmacy Calculations, and correctly spell words used in the Surgery specialty.Pharmaceutical Preparations. Surgery TerminologyPharmacology Billing and Coding This assessment measures the candidatesThis assessment measures the candidates skill in fundamental understanding of medical terms indetermining codes for diseases and injuries using the surgery.International Classification of Diseases, NinthRevision, Clinical Modification (ICD-9-CM). Theassessment also evaluates the candidates knowledgeand skill in coding using Current ProceduralTerminology (CPT) and Medicare claims submission.
  • Assessment for Business | 34TalentScout - Medical Administration Additional Assessments Available:This test is designed to assess the skills associated Cardiovascularwith administrative positions in medical settings. These Dentalinclude medical office knowledge, medical office typing Endocrinespeed and accuracy, general word processing skills, Gastrointestinaland medical office service orientation. Portions of this Integumentaryassessment are based upon a computer adaptive Medical Insurancetesting strategy in which the difficulty of items Musculoskeletalpresented to a candidate is adjusted based upon Neurologicalresponses to prior items. This leads to an efficient Oncologicaltesting experience and rapid determination of a Ophthalmologicalcandidate’s level in each area. This test covers each of Otolaryngologythe following: Medical Office Knowledge • Typing PediatricSpeed and Accuracy • Word Processing Skills • PharmacologicalService Ability • Overall Performance Prefixes and Suffixes PsychiatricVision Billing and Coding RespiratoryThis assessment measures the candidates skill in Urinogenitaldetermining codes for diseases and injuries using theInternational Classification of Diseases, NinthRevision, Clinical Modification (ICD-9-CM). Theassessment also evaluates the candidates knowledgeand skill in coding using Current ProceduralTerminology (CPT) and Medicare claims submission.Vision Spelling (Multiple Choice or Short Answer)This assessment measures the candidates ability tocorrectly spell words used in the Vision specialty.Vision TerminologyThis assessment measures the candidatesfundamental understanding of medical terms in thevision specialty.
  • 35 | Assessment for Business CTS Certification PrepHuman Resources An assessment to prepare a candidate for CTS certification, including questions on employee relationships, discrimination laws, applicant screening, the hiring process,Are your Human Resource contracts, case law regarding staffing issues, and othercandidates and current employees issues covered in the CTS curriculum.well versed on the most recent Diversity Awarenessrequirements of the job? Let us help This test measures the candidates knowledge of the issues around working in a diverse workplace. Designed for allyou find the answer. employees, this test enables the candidate to demonstrate that he or she is knowledgeable about the benefits of aBehavioral Interviewing diverse workforce and the common areas where care mustThis test is designed for experienced human resources be shown to prevent misunderstandings due to differencesprofessionals and hiring managers. It measures the in backgrounds, gender, and abilities. This test includes thecandidates knowledge of basic concepts utilized in following topics: Diversity in Organizations, Diversity:behavioral interviewing, an approach based on the Concepts and Driving Forces, Managing for Diversity -assumption that past behavior predicts future behavior. The Policies & Programs, Organizational Roles and Culture, andtest covers the following topics: Analysis, Behavioral The Character of Diversity.Interviewing Techniques, Behavioral Traits, BusinessDynamics, Communication, Concern for Order and Quality, HIPAA (Privacy)Forms, Information Seeking, Interview Process, Legal This test measures the candidates knowledge of HIPAAObligations, Oral/Written Communication, and Situational Standards for Privacy. Designed for all professionals whoLeadership. are affected by the HIPAA Standards for Privacy, this test covers the following topics: General Knowledge, ImpactedBenefits and Eligibility Areas, Implementation, Interactions with External Parties,An assessment on issues and regulations concerning Regulatory Environment, and Workplace Privacy.benefits and eligibility, including questions on applicantscreening, discrimination laws and compensation HIPAA (Security)management. This test measures the candidates knowledge of complianceAlso available: Benefits Quick Assessment with the standards required by the Security and Electronic Signature Standards as they apply to HIPAA. Designed forChange Management healthcare professionals and focusing on non-technical asThis assessment measures the candidates knowledge of well as technical aspects of the HIPAA Standards forconducting large-scale change in organizations. Designed Security and Electronic Signatures, this test includes thefor experienced managers and human resources following topics: Computer Mechanisms, Computer Models,professionals, this test covers the following topics: Analytical General Knowledge, Implementation, Medical Records,Skills, Change Management Skills, Change Planning Skills, Organization, Security Basics, and Setup.Change Promotion Skills, Innovation Skills, andInterpersonal Skills HR Generalist An assessment covering general issues (including legalCPC Certification Prep issues and hiring processes) for the HR professional,An assessment to prepare a candidate for CPC certification, including questions on discrimination law, applicantincluding questions on employee relationships, screening, hiring processes, discrimination and benefits.discrimination laws, applicant screening, the hiring process, Also available: HR Generalist Quick Assessmentcontracts, case law regarding staffing issues, and otherissues covered in the CPC curriculum.
  • Assessment for Business | 36HR Legal Temp Services LegalAn assessment covering legal issues in HR, including An assessment covering legal issues concerning hiring andquestions on discrimination law, hiring processes, contracts, employment in a temporary staffing service, includingand staffing industry case law. questions on employee relationships, discrimination law,Also available: HR Legal Quick Assessment hiring processes, standards and ethics, contracts and candidate screening.Human Resources ConceptsThis test measures the candidates knowledge of the core Temp Services Operationsareas of Human Resources. Designed for human resource An assessment covering operational issues in a temporaryprofessionals and experienced managers, this test covers staffing service, including questions on employeethe following topics: Recruiting, Compensation, Benefits, Job relationships, hiring processes, contracts, benefits,Analysis, Labor Relations, Managing Employees, compensation and the hiring process.Occupational Safety and Health, Training and Development, Also available: Operations Quick Assessment and Tempand Strategic HR. Services Quick AssessmentInterviewing and Hiring Concepts Training Delivery and EvaluationThis test measures the candidates knowledge of the This test measures the candidates knowledge of the traininginterviewing and hiring process. Designed for the typical process from pre-training planning through post-trainingemployee and/or hiring manager, this test covers the evaluation of results. Designed for experienced trainers andfollowing topics: Situational Interviews, Candidate Fit, instructional designers, this test covers the following topics:Probing Skills, Types of Interviews, Legal Compliance, Direct Laboratory Exercises, Instructing Slower and MoreBehavioral Interviewing, Job Analysis, Behavior Traits, Capable Learners, ISD Process Stages, Learning Styles,Interview Quality Control, and Screening. Lesson Plan Development, Managing Learning Environment, and Test Question Construction.Interview and ScreeningAn assessment covering issues and laws regarding the Training Developmentinterview and screening process, including questions on This test measures the candidates knowledge of developingapplicant screening, hiring processes and discrimination. and delivering training programs. Designed for experiencedAlso available: Interviewing Quick Assessment trainers, this test covers the following topics: Analysis Methods, Audience Analysis, Design Materials, DesignSexual Harassment Awareness Strategy, Develop Instructional Materials, GeneralThis test measures the candidates knowledge of issues that Knowledge, Media, Project Management Plan, Purpose ofconstitute sexual harassment in the workplace. Designed for Training, Training Delivery, and Write Instructionalall employees, this test allows the candidate to demonstrate Objectives.his or her knowledge about sexual harassment issues. Thistest covers the following topics: Conduct of a Sexual Nature, Workplace FundamentalsConsequences of Sexual Harassment, Constructive This test measures the candidates knowledge of workplaceDischarge, Harassment Complaint, Hostile Environment, basics. It covers the knowledge and skills needed to functionLiability, Quid Pro Quo, Retaliation, Third-Party Harassment, in any type of workplace. This test is designed for anyone inUnwelcome Conduct, and Workplace Harassment. the modern U.S. workforce and includes the following topics: Business Communication, Diversity, Employer Expectations,Temp Services Generalist Human Resources, Legal Issues for Employees, PersonalAn assessment covering operational and legal issues in a Development, Planning and Scheduling, and Security.temporary staffing service, including questions on employeerelationships, hiring processes, contracts, applicantscreening and other topics.Also available: Temp Services Legal Quick Assessment
  • 37 | Assessment for BusinessInformation Cold Fusion This is a web authoring application, similar to MicrosoftsTechnology Active Server Pages, and is usually used in conjunction with a database. Cold Fusion files are HTML pages with additional Cold Fusion commands to query or update theMeasure skills by choosing from database. These additional commands are written in Cold Fusion Markup Language (CFML). When the page isa number of specialized IT- requested by the user, the CFML commands are executed on the server and a "pure" HTML file is returned to the webrelated assessments. browser. Cold Fusion can connect with any database that supports ODBC or OLE DB or one that has a native database driver.ACT! 2000 for AdministratorsThis is a multipurpose contact database management Computer Technical Supportsystem. Functions include record storage, retrieval, sorting, This test measures the candidates knowledge of how to setgrouping, reporting as well as four methods of up and maintain a PC. Designed for technicians with hands-correspondence. This test is geared toward the ACT! 2000 on experience, this test covers the following topics: Bootadministrator and is intended to gauge the skill level of such. Problems, General Hardware Basics, General Hardware Identification and Requirements, I/O Basics, Motherboard,ACT! 2000 for Developers Operating Systems, Specific Hardware, Storage Devices,This test is intended to gauge the working knowledge of the and Troubleshooting.test taker in developing ACT! 2000. The test covers suchtopics as database fields, layout design, automating ACT!, Crystal Reportscustomizing ACT!, conducting queries and the use of This test covers concepts of setting tables, creating reports,templates. grouping records, mapping data, formatting, and distributing reports using Crystal Reports. The test is appropriate forActive Server Pages (ASP) anyone who will use this software to create and disseminateThe ASP test covers knowledge related to this technology reports from data stored in a larger, more powerful databasesuch as: VBScript, Client-Side JavaScript, ASP such as Oracle or Sybase.Components, HTML, ANSI SQL, and Data Access.Knowledge of all of these areas is necessary for using ASP. Desktop Publishing TheoryThis test is intended for programmers and developers who This test measures the knowledge of concepts related to theproduce web-based applications in ASP. As a basic test, this pre-production processes involved in printing. Such topicaltool is an accurate indicator of ASP-related knowledge. areas include preparing color art, color theory, and proofing, among others.Adobe DreamweaverThis assessment focuses on a number of topics including E-Commerce Conceptslayouts, interface, designing, coding and HTML, CSS, and This test measures the candidates knowledge of e-Web site testing. commerce. Designed for individuals with broad knowledge of the industry and its trends, this test covers the followingAdobe Flash Professional topics: Backends, Business Models, E-CommerceThis test is designed to access a test takers abilities and Technology, General Understanding/Concepts,skills as an Adobe Flash developer. With this in mind, the Personalization, Purchasing, Security, Taxation/Shipping,assessment presents questions that focus on a variety of Technologies on the Horizon, and Types of E-commerce.topics that include fundamentals, setting up a Flash scene,motion tweens, movie clips and video, ActionScript andinteractivity, and animation basics.
  • Assessment for Business | 38Microsoft Office Help Desk Server AdministrationThis test is specifically for those in a help desk environment This test measures the candidates ability to administer athat will be supporting customers and clients who are using server using any platform. Designed for experiencedthe Microsoft Office software. It focuses on the elements that administrators, this test covers the following topics: disasterare new and on technical and practical aspects that clients recovery, hardware, management process, networkmay inquire about. The software included on this test are addressing and routing, optimization, security, storage,Word, Excel, PowerPoint, Outlook, and Access. users and resources.Network Security Software Quality AssuranceThis test measures the candidates knowledge of the This test poses real world questions which aim at assessingtechnical issues involved in maintaining network security. pre-employment skill levels in software quality assuranceDesigned for experienced network administrators, this test and covers entire process of software development. Findingcovers the following topics: General Knowledge, and preventing problems, adhering to standards andCommunications, Firewalls and Gateways, Intruder procedures, as well as monitoring and even improving uponManagement, and Intrusion Detection. the process regularly, are topics included herein. Additional topics include; core concepts, testing, requirements, projectNetwork Technical Support management, measurement, reviews, defect tracking, andThis test measures the candidates knowledge of setup, configuration management.configuration and maintenance of a local area network.Designed for technicians with hands on-experience, this test Software Testingcovers the following topics: Administration, Desktop This test aims at evaluating professional level candidatesSoftware, Hardware/Media, Internetworking, Support, and applying for positions in the Software Quality and TestingTCP/IP. field. The test covers the subject areas that are essential for todays job market requirements: Software Life Circle,PC Technical Support (Level 2.5) Testing technologies and methods, Test planning,This test measures a candidates ability to diagnose and Requirements analysis, Test procedure design, Test casetroubleshoot common problems relating to the technical design, Test debug and execute, Client-Server Testing, Websupport of microcomputers. It covers Windows NT 4.0, Testing , API Testing, Test result analysis / Bug reporting,Windows 2000, Windows XP, and Windows 98 operating Configuration Management.systems including their installation, hardware and softwareconfigurations, networking and network diagnostic utilities, Web Applications Developmentfile systems, printing, hard disk and memory configurations, This test measures a candidates knowledge and skill level inpreventive maintenance, and troubleshooting procedures. using various Web applications to build and manage Web sites. It covers client browsers, Web TV, text presentationProgrammer/Analyst Aptitude using HTML, XML, CSS, and PHP, scripting with JavaScriptThis test measures candidate skills that are typically found in and VBScript, ActiveX objects, Java applets,successful programmers and business analysts. It covers shockwave/flash, application programming using Java, C++,the following topics: Abstract Thinking, Analytical Reasoning, Perl, and Visual Basic, CGI programming, ISAPI/NSAPI, andAttention to Detail, Mathematical Problem-Solving, and ASP, distributed computing components including J2EE,Process Mapping. Corba, DCE and DCOM, application servers, firewalls and security methods, communication protocols, backendSAS 9 - Data Analyst database components and connectivity, error handling,This assessment measures understanding of the structure development tools, system integration, requirementsand design of SAS programming, data sets, and basic verification, Web testing tools, resource requirements,reporting. It will reflect the takers ability to access and domain name registration and Web hosting, ISPs, Web sitemanage SAS data, and summarize the data. The focus maintenance, administrative tools, configurationencompasses fundamental concepts and broad use of SAS management, site diagrams, and documentationacross disciplines. requirements.
  • 39 | Assessment for BusinessTechnical Help Desk Web Services ConceptsThis test measures the candidates knowledge of core This test measures the candidates knowledge of Webenduser problems using common office software in the Services. Designed for experiences Web architects andWindows NT and Novell platforms. Designed for software engineers, as well as application developers, thisexperienced help desk professionals, this test covers the test includes the following topics: Application Design,following topics: Connectivity, Desktop Installation and Application Implementation, Architecture, MajorTroubleshooting, Groupware, Internet Access, Network Frameworks, Protocol/API Groups, Roles, ServicePrinting, Network Protocols and Clients, Peer-to-Peer Description and Discovery Layers, and Transport and XMLNetworking, Using Server Resources, and Virus/Data Messaging Layers.Protection.Web Server AdministrationThis test measures the candidates knowledge of the keyissues and concepts in administering a web server. It covers See Page 28 for a listing ofthe following topics: Connectivity Issues, Data Integrity, Computer Software & Simulation assessments.General Knowledge, Monitoring, Planning, Protocols,Resource Access, Server Optimization, Server Security, andTroubleshooting.Additional Available Assessments:.NET Framework Firewall Administration Concepts PC Support Help Desk TechniciansAccess Programming Flash PeopleSoft DevelopmentActive Server Pages HTML Development PERL ProgrammingAJAX Internet Fundamentals PL/SQLApache Web Server Internet Security Concepts PowerBuilderASP.NET Development Java Programming Programming ConceptsASP/VBScript Development JavaScript Programming Project Management for IT ProfessionalsAssembly Language LAN/WAN Communications Relational Database Design (RDBMS)AutoCAD 14 Designers Linux Administration Ruby 1.8C# Programming Lotus Notes Software Business AnalysisC++ Programming Macintosh Technician Software Configuration ManagementCascading Style Sheets Microsoft Exchange Server Software Quality AssuranceCICS/COBAL Microsoft Exchange Server Software TestingCOBAL II Administration Sybase DeveloperCOBOL Programming MySQL SQL Server Administration/DevelopmentComputer Electronics Network Administration Structured Query Language (SQL)CSS Network Authentication Systems AnalysisCustomer Requirements Analysis Network Monitoring Systems Management Server (SMS)Data Modeling Concepts Network Security TCP/IP AdministrationData Warehousing Concepts Network Security Basics Transact SQLDB2 Administration/Programming Networking Concepts VBScriptDB2 5.x DBA Object Oriented Analysis & Design Visual Basic ProgrammingDisaster Recovery and Planning Concepts (or OO Concepts/Design Web Commerce SecurityDreamweaver Patterns) Web Design MasteryDynamic HTML Object Orientated Programming Web Services Applications EngineeringEthernet Networking Oracle Designer/Development Wireless Network TechnologyFiber Optics Oracle PL/SQL Programming XML Development/Concepts
  • Assessment for Business | 40 Devine Inventory/CoachBest This is a behavioral profiling instrument used byLeadership & organizations interested in maximizing the potential of their employees. The CoachBest provides managers withManagement customized feedback about the employee and presents a series of tools and suggestions about how to coach the individual to optimize his or her work behaviors andDetermine if your candidate functioning. Suggestions about how to serve as an effective coach are also outlined. The CoachBest describes a test-possesses the management style taker’s personality profile on a series of 33 behavioral and personality descriptors: Aggressiveness ∙ Creativeness ∙and leadership ability to best fit Decisiveness ∙ Listening ∙ Initiative ∙ Concentration ∙your team. Sociability ∙ Commitment ∙ Conflict Management ∙ Planning ∙ Closure ∙ Negotiating ∙ Vitality ∙ Self Responsibility ∙ Response to Change ∙ Communications ∙Change Management Intimacy/Closeness ∙ Detail Mindedness ∙ Instructiveness ∙This assessment measures the candidates knowledge of Intensity ∙ Mobility ∙ Schedule Orientation ∙ Goal Orientation ∙conducting large-scale change in organizations. Designed Competitiveness ∙ Authority Relationships ∙ Structure ∙for experienced managers and human resources Influence ∙ Time Competency ∙ Task Completion ∙ Learning ∙professionals, this test covers the following topics: Analytical Ego ∙ Presentation Style ∙ Emotional ComposureSkills, Change Management Skills, Change Planning Skills,Change Promotion Skills, Innovation Skills, and Hallmarks of Excellence® in LeadershipInterpersonal Skills Drawing from intensive research and analysis, this instrument analyzes a leaders pattern of competencies,DeMoulin Leadership Development Series (LDS) personal traits, critical thinking skills and emotionalThe LDS is designed to provide organizations with a viable intelligence and contrasts those results to performancesource of information for individual and/or group evaluations attributes (the "DNA") of proven high performance executiveto enhance managerial performance. The LDS is unique in leaders. The results reveal an individuals strengths andthat it provides a wide-ranging assessment of the limitations related to leadership qualities essential to shapemanagerial role and the leadership skills that are essential and to nurture an effective and enduring enterprise culture.for success in todays competitive business market. Because Developers of the instrument have identified nine leadershipof its developmental nature, the LDS is particularly well- competencies organized within a leadership modelsuited for pre-employment screening, identifying potential (mastering your core, forging the path and ensuringmanagers within an organization, coaching, executive execution) that describe behaviors of extraordinary leaders.training courses, and management development programs. The individual hallmarks have been developed fromThe LDS has three major components: instruments that measure competency-based leadershipManagement Style Inventory - Analyzes leadership type skills, personal traits, critical thinking skills and emotionalLeadership Potential Scale - Analyzes leadership aptitude intelligence factors. These leadership competencies are:Leadership Skills Inventory - Analyzes specific leadership Mastering Your Core: Values/Integrity • Emotional Maturity •skills (Decision-Making • Delegating • Communicating • Continuous LearningListening • Managing Time • Implementing) Forging The Path: Discernment/Decisiveness • Strategic Mindset • Effective Communication Ensuring Execution: Extraordinary Results • Energetic Team Building • Customer/Quality Orientation
  • 41 | Assessment for BusinessLeadership Opinion Questionnaire (LOQ) Management Team Role-Indicator (MTR-i) This is anThis tool provides insight into how they relate to their instrument that applies the concept of Jungian type to teamsupervisees on two dimensions important for organizational role functioning. As a result, MTR-i complements other Typeand managerial behavior. The LOQ has an extensive Indicators by facilitating the comparison between anresearch base and can be used for managerial individuals innate psychological type and his or her workdevelopment, workshops, as well as selection. It assesses team role. It is particularly useful because of its linking oftwo dimensions that are critical in supervisory leadership: Psychological Type to team role and facilitating theConsideration: The extent to which a manager is likely to exploration of potential differences between an individualshave job relationships with subordinates characterized by personality preferences and work persona. It assesses anmutual trust, respect, and two-way communication. individuals team role based upon his or her PsychologicalStructure: The degree to which a manager is likely to define Type. Eight team roles are utilized: Curator • Innovator •and structure his or her own role and those of subordinates Scientist • Crusader • Sculptor • Explorer • Conductor •toward goal attainment. CoachManagement Development Questionnaire (MDQ)This tool assesses the skills and competencies of managersand professional staff. It is based upon extensive researchexploring the skills required to be a successful manager intoday’s economy and business climate. Because of itsunique feedback report, it is especially suited for coachingand training executives and managers. One major use of theMDQ is for staff development because it is designed to helpmanagers better understand their strengths and weaknessesand identify areas for self-improvement. It can also be usedto assess the self-perceptions of job candidates by providingfeedback on those skills necessary for successfulmanagerial performance. The competence model measuresfive global management competencies. Each competencycan be broken down into four constituent components:Managing Change: Initiative • Risk Taking • Innovation •Flexibility and AdaptabilityPlanning and Organizing: Analytical Thinking • Decision Managerial Values Profile (MVP)Making • Planning • Quality Focus The MVP is an assessment that helps individuals to identifyInterpersonal Skills: Oral Communication • Sensitivity • the values that guide their decisions and actions. The MVPRelationships • Teamwork is designed to help people to identify their own values asResults Orientation: Achievement • Customer Focus • well as to understand how they may differ from or be similarBusiness Awareness • Learning to those of others. For teams, this can be very helpful forLeadership: Authority and Presence • Motivating Others • exploring differences that might underlie conflicts and otherDeveloping People • Resilience problems within the group. The MVP describes an individuals values orientation on the following dimensions: Utilitarianism • Individual Rights • Social Justice
  • Assessment for Business | 42Managerial, Professional, and Technical Questionnaire Restaurant Manager Assessment Report(MPTQ) This test has been specifically developed to assist in theThe MPTQ is suitable for use in selecting a wide range of identification of individuals who are well-suited for roles inmanagerial, professional, and technical positions. Rigorously food service management. It assesses a wide range ofvalidated against the on-the-job performance of current personal characteristics and qualities, including cognitiveemployees, this biodata assessment utilizes a job applicants aptitude, that are vital for successful functioning as abiographical data to predict job performance and identify restaurant manager. The Report is supplemented with aindividuals with the potential for high-level achievement. The narrative explaining the results, individualized interviewMPTQ reports on the three following dimensions: questions, and a review of possible developmental concernsLeadership and Drive for Results Index: Targets the success if the applicant is to be hired. The Restaurant Managerattributes of leadership, initiative, problem solving, and Assessment Report assesses the following dimensions:communication. Extroversion • Teamwork • Customer Service Orientation •Innovation Index: Targets three attributes (motivation, Optimism • Openness to Change • Conscientiousness •curiosity, and persistence) that have been demonstrated to Orderliness • Emotional Stability/Resilience • Assertivepredict technical innovation. Leadership • Task Structuring • Managerial Human RelationsThinking, Analysis, and Solutions Index: Provides an • Intrinsic Motivation • Long Tenure Potential • Integrity •indication of how well an individual would score on a general Work Drive • Overall Cognitive Abilitymental ability test and is based upon the ability of biodataitems to predict performance on a problem solving test thathas been found to be a strong predictor of actual jobperformance in many criterion-related validation studies.Office Manager SkillsExaminees are asked questions relating to managing staff,measuring employee performance and productivity, andrecommending raises and promotions.Office ManagementThis test measures the candidates ability to manage abusiness office. Designed for experienced professionals, thistest covers the following topics: InterpersonalCommunication, Administration, Organization, Clerical,Technology, Human Resources, Finance, Training andDevelopment, and Facility Management.Professional Employment TestThe Professional Employment Test (PET) is designed toassess the cognitive abilities that are important for thesuccessful performance of work behaviors in professionaloccupations. Questions on the PET focus upon datainterpretation, reasoning, quantitative problem solving, andreading comprehension. The PET is intended for use in theselection of personnel for professional, administrative, andmanagerial occupations. This test assesses the followingcompetencies: Verbal comprehension, quantitative problemsolving, and reasoning.Also available: Professional Employment Test – ShortForm
  • 43 | Assessment for Business Legal TerminologyLegal This assessment measures the candidates ability to correctly identify words in written communication.Measure your candidates’ basic Legal Typing This assessment measures the candidates speed andlegal knowledge. accuracy at typing a legal report. This typing test uses the following formula to determine the Net Words Per MinuteBankruptcy Law score: Net Words Per Minute = Gross Words Per Minute -This assessment measures a candidates knowledge of Total Errorsbankruptcy law definitions, types of debt, and the types ofbankruptcy. It also measures a candidates knowledge of the Legal Vocabularybankruptcy law proceedings. This assessment measures the candidates ability to correctly identify words in written legal communication.Contract LawThis assessment measures a candidates knowledge of Litigationcontract elements and terms, as well as classification of This assessment measures a candidates knowledge of trialcontracts. It also tests a candidates knowledge of types of basics, trial and appellate procedures, and trial documents.discharges and damages associated with contract law. This assessment also tests the candidates knowledge of types of evidence as well as the principles of jurisdiction andCriminal Law venue.This assessment evaluates a candidates knowledge ofbasic criminal law terms and the types of crimes. It also tests Staffing - Temp Services Legala candidates knowledge of the criminal law procedure. An assessment covering legal issues concerning hiring and employment in a temporary staffing service, includingGeneral Law questions on employee relationships, discrimination law,This assessment measures a candidates knowledge of hiring processes, standards and ethics, contracts andmunicipal, state, and federal court systems as well as the candidate screening.American legal system. This assessment also tests the Also available: Staffing - Temp Services Legal Quickcandidates knowledge of classifications of law. AssessmentLegal Shorthand (audio) Additional Assessments Available:Examinees transcribe into shorthand a legal document that Commercial Lawis read aloud, then type the document from their shorthand Legal Documentsnotes into the computer for automatic grading. Labor Law Legal AssistantLegal Research Medical LawThis assessment measures a candidates knowledge of Paralegalbasic legal research. This assessment tests the candidates Property Lawability to read and write legal citations, as well as decipherShepards citations.Legal Spelling (Multiple Choice or Short Answer)This assessment measures the candidates ability tocorrectly spell words in written communication.
  • Assessment for Business | 44 CareerEthic Inventory: Pre-Employment AttitudePersonality Assessment This assessment measures the attitudes of prospective employees. It assesses whether an individual is likely to beIdentify candidates who have disruptive in the workplace and enables employers to ascertain if an applicant is the best match for theirthe characteristics and organizational culture. It helps employers to identifybehaviors needed for the job individuals who will fit well within their type of organization. For example, an individual with high command and controlusing personality attitudes would be a good match for a highly structured work environment whereas an applicant with high self-disciplineassessments. may do well in a learning organization. The CEI measures: Warning Signal Attitudes: Justice Arbitration ∙ RelationshipApplicant Risk Profiler (ARP) Accounting ∙ DeservednessThis is an instrument designed to predict problematic Command-and-Control Attitudes: Respect for Authority ∙employee behavior such as engaging in workplace Risk Aversion ∙ Respect for Traditionaggression or bringing drugs or weapons to work. The ARP Learning Organization Attitudes: Empathy ∙ Self-discipline ∙helps employers to maintain a safe workplace by assessing Reciprocitya job candidates potential for harmful behavior. It is The CEI reports scores on each of these scales andespecially appropriate for applicants who will interact with provides a brief individualized narrative explaining thecustomers and co-workers or will be responsible for applicants results.company property, merchandise, or money. The ARPprovides a score and interpretation for each of the following: Customer Service Profile AssessmentIntegrity Scale ∙ Illegal Drug Use Scale ∙ Workplace Policy This assessment was developed specifically to selectCompliance Scale ∙ Workplace Aggression Scale ∙ Total employees for jobs with a heavy customer serviceApplicant Risk Profiler Score component. The CSP overall score is positively correlated to all of the following important behaviors in customer serviceBarriers to Employment Success Inventory, Third jobs: Passion for customer service ∙ Communication ∙ SalesEdition (BESI) ability ∙ Quality work standards ∙ Adaptability/resilience ∙This tool helps an individual to identify barriers and Managing work and time ∙ Energy ∙ Applied continuouschallenges to obtaining and succeeding on a job. It provides learninga fast and effective way to identify those persons who needimmediate intervention or special assistance, uncoversbarriers that may be missed in conventional screenings, andhelps test-takers to identify their problems and developaction plans to overcome them. The BESI assesses thefollowing factors which may act as barriers to employment:Personal ∙ Career Planning ∙ Education and Training ∙Physical and Psychological ∙ Job Seeking Skills
  • 45 | Assessment for BusinessCustomer Service Skills Inventory Devine Inventory/SelectBestThe CSSI test helps identify individuals with skills, The Devine Inventory/SelectBest is a behavioral profilingbehaviors, and traits indicative of success in service-oriented instrument used by organizations interested in maximizingpositions. This test’s items helps assess whether applicants the potential of their employees. The instrument is designedhave a desire to help customers, understand and satisfy for use in employee selection and promotion. Thecustomers needs, take responsibility for assisting SelectBest describes a test-takers personality profile oncustomers, cooperate with co-workers, put forth extra job series of 33 behavioral and personality descriptors:effort, and keep a reasonable balance between customer Aggressiveness ∙ Creativeness ∙ Decisiveness ∙ Listening ∙requests and company interests. Dimensions of Initiative ∙ Concentration ∙ Sociability ∙ Commitment ∙ ConflictMeasurement: Management ∙ Planning ∙ Closure ∙ Negotiating ∙ Vitality ∙Pressure Tolerance: Does not lose control in the face of Self Responsibility ∙ Response to Change ∙ Communicationsadversity and pressure. ∙ Intimacy/Closeness ∙ Detail Mindedness ∙ Instructiveness ∙Realistic Orientation: Makes realistic appraisals of what is Intensity ∙ Mobility ∙ Schedule Orientation ∙ Goal Orientation ∙doable and what is not. Competitiveness ∙ Authority Relationships ∙ Structure ∙Time Appraisal: Accomplishes tasks within time constraints Influence ∙ Time Competency ∙ Task Completion ∙ Learning ∙and deadlines. Ego ∙ Presentation Style ∙ Emotional ComposureIndependent Judgment: Is not afraid of making decisions.Responsiveness: Pays immediate attention to customer Drive for Service Indexproblems and concerns. This measures what is popularly described as theSensitivity: Shows flexibility to accommodate others. "hospitality gene" or an individual’s disposition towardBalanced Judgment: Does not make extreme or radical hospitality and service-mindedness. An individual’s drive fordecisions. service can be seen in the workplace through behaviorsPrecision Orientation: Is concerned with precision and such as: Displaying an uplifting and positive attitude ∙details. Showing compassion and care for others ∙ Voluntarily helping others who need it ∙ Seeking out ways to makeDevine Inventory/CoachBest others feel comfortable ∙ Demonstrating an energeticThis is a behavioral profiling instrument used by passion for serviceorganizations interested in maximizing the potential of their It is comprised of three underlying content areas:employees. The CoachBest provides managers with Agreeableness ∙ Emotional resilience ∙ Prosociabilitycustomized feedback about the employee and presents a Specific examples of the performance behaviors the Driveseries of tools and suggestions about how to coach the for Service Index has been shown to predict include:individual to optimize his or her work behaviors and Positive Spirit at Work ∙ Helping Behavior ∙ Hospitality ∙functioning. Suggestions about how to serve as an effective Respectful Behavior ∙ Customer Servicecoach are also outlined. The CoachBest describes a test-taker’s personality profile on a series of 33 behavioral and Employee Productivity Report (EPR™)personality descriptors: Aggressiveness ∙ Creativeness ∙ This is a brief and easy to use screening measure that helpsDecisiveness ∙ Listening ∙ Initiative ∙ Concentration ∙ to identify job applicants who have the potential to becomeSociability ∙ Commitment ∙ Conflict Management ∙ Planning ∙ highly productive staff members. The EPR™ is comprised ofClosure ∙ Negotiating ∙ Vitality ∙ Self Responsibility ∙ items that tap into the applicant’s past behaviors. ByResponse to Change ∙ Communications ∙ assessing candidate attitudes and behaviors deemed to beIntimacy/Closeness ∙ Detail Mindedness ∙ Instructiveness ∙ the strongest predictors of future job performance, it helps toIntensity ∙ Mobility ∙ Schedule Orientation ∙ Goal Orientation ∙ identify those candidates most likely to perform their work atCompetitiveness ∙ Authority Relationships ∙ Structure ∙ the highest and most efficient levels and to avoid engagingInfluence ∙ Time Competency ∙ Task Completion ∙ Learning ∙ in counterproductive behaviors. An evaluation is offered onEgo ∙ Presentation Style ∙ Emotional Composure the following dimensions: Productivity Attitude ∙ Social Behavior ∙ Safety ∙ Personal Achievements ∙ Overall Evaluation
  • Assessment for Business | 46FOCUS 20 Hogan Personality InventoryFOCUS 20 measures the Big Five Factor scales and twenty This is a Five Factor personality assessment specificallyfacets of these factors: designed for use in business settings. It provides aExtraversion: Friendly ∙ Outgoing ∙ Assertive ∙ Energetic comprehensive, business-based assessment of personalityAgreeableness: Trusting ∙ Genuine ∙ Considerate ∙ that is specifically designed to predict occupational successUnassuming and can be used for both selection or development. SpecificOpenness to Change: Imaginative ∙ Innovative ∙ Rule- applications include employability, individual assessment,breaking ∙ Adaptable selection, and individual development/coaching. The HPIConscientiousness: Competent ∙ Organized ∙ Achieving ∙ was developed in the context of socio-analytic theory. TheProactive Hogan Personality Inventory (HPI) is comprised of theEmotional Stability: Relaxed ∙ Contented ∙ Self-assured ∙ following scales:Resilient Primary Scales: Adjustment ∙ Ambition ∙ Sociability ∙Also Available: FOCUS 5:S, FOCUS 8 and FOCUS Interpersonal Sensitivity ∙ Prudence ∙ Inquisitive ∙ LearningCreativity Approach Occupational Scales: Service Orientation ∙ Stress ToleranceGolden Personality Type Profiler™ ∙Reliability ∙ Clerical Potential ∙ Sales Potential ∙ ManagerialThis uses Jungs Type Theory to unite Psychological Type, PotentialTemperament, Trait, and the empirically supported factormodels of personality and generates one comprehensive IntegriView Applicant Reviewsurvey and feedback report. Individuals respond to behavior- This questionnaire developed to evaluate the potential of joboriented questions, such as how one reacts to various applicants for dishonesty and physical aggression. It issituations. The GPTP uses Global Scales to generate a designed for individuals who are applying for "positions ofpersonality "type," while employing Facet Scales to trust," that is jobs which require employees to be honest anddemonstrate a persons individuality. In addition to assessing forthright and involve tasks such as handling money andtraditional personality "types," a number of identified goods or managing financial accounts. It is comprised ofpersonality traits are also examined. The following multiple choice and ranking items that tap into socialdimensions are reported: Extraverting-Introverting ∙ Sensing- attitudes, personal and past behavior, and future intentions.Intuiting ∙ Thinking-Feeling ∙ Organizing-Adapting ∙ Tense- It assesses an individuals risk of being dishonest orCalm physically aggressive in the workplace and an adjustment forAlso available: The Golden Personality Type Profiler faking is also included in the score calculation.Team Report™ Job Requirements Questionnaire (JRQ)Gordon Personal Profile—Inventory The JRQ is a single or multi-rater job analysis instrumentImprove Hiring Success by Assessing Important Personality that helps to define the psychological and behavioralCompetencies for Virtually all Jobs. Identify the degree to demands of a position. It is comprised of items rated onwhich your candidates possess the personality-based five-point scales by persons familiar with a position such ascompetencies necessary for success in your jobs. This job incumbents, supervisors, or "job architects" for newlyinventory measures important and universal traits that can created positions. The JRQ is designed for integrated usehelp you make the right hire for virtually any position within with the New Workforce Inventory (NWI). The JRQyour organization. The GPP-I for Employment Selection measures the following six major dimensions:measures: Assertiveness ∙ Responsibility ∙ Stress Tolerance Flexibility/Adaptability ∙ Innovation ∙ Conscientiousness ∙∙ Sociability ∙ Self-Confidence ∙ Cautiousness ∙ Original Teamwork ∙ Openness to Learning ∙ Customer OrientationThinking ∙ Personal Relations ∙ Vigor
  • 47 | Assessment for BusinessJob Stress Inventory (JSI) Manchester Personality Questionnaire (MPQ14.2)This is an instrument designed to assess perceived levels This questionnaire is specifically designed to provide aand sources of stress within an organization. The JSI can be comprehensive assessment of those key personality traitsused for the measurement of occupational stress at the that are likely to have a high impact on work success. It is anindividual, group, and organizational level. It is also suitable occupational personality test that focuses on traits relevantfor use as a repeated measure in order to assess changes in to creative and innovative behavior. Creativity is anperceived occupational stress over time. Customizations are increasingly important factor to consider in areas such asavailable to support use of this instrument in a wide variety recruitment, training, and coaching. It measures fourteenof group survey and research applications. The JSI factors critical to work performance: Originality ∙ Opennessassesses the following perceived workplace stressors: to change ∙ Social Confidence ∙ Communicativeness ∙Physical Demands and Danger ∙ Lack of Interpersonal Skills Rationality ∙ Conscientiousness ∙ Decisiveness ∙ Ruleof Supervisor ∙ Time Pressure ∙ Lack of Competence of Consciousness ∙ Assertiveness ∙ Empathy ∙ Independence ∙Others ∙ Red Tape ∙ Uncertainty ∙ Lack of Interpersonal Skills Competitiveness ∙ Perfectionism ∙ Apprehensionof Others ∙ Lack of Competence of Supervisor ∙ Lack ofControl ∙ Overall Stress Motives, Values, Preferences Inventory (MVPI) This assesses a persons core values and identifies what a person wants to do rather than what a person may do in certain situations. It is useful for evaluating the fit between a persons values and an organizations culture. It is also designed to predict occupational success and job satisfaction. The MVPI assesses an individuals values on the following scales: Recognition ∙ Power ∙ Hedonism ∙ Altruistic ∙ Affiliation ∙ Tradition ∙ Security ∙ Commerce ∙ Aesthetics ∙ Science New Workforce Inventory (NWI) Revised - This is a personality inventory designed specifically for use as an employee selection and assessment tool. It provides a comprehensive picture of an individuals functioning in areas critical to success in a wide range of positions. It can be used as a stand-alone assessment or used as a position-matching tool in conjunction with its sister instrument, the Job Requirements Questionnaire (JRQ), a single or multi-rater job analysis tool that measures the same dimensions as the NWI. The NWI measures the following six major dimensions: Flexibility/Adaptability ∙ Innovation ∙ Conscientiousness ∙ Teamwork ∙ Openness to Learning ∙ Customer Orientation Also available: New Workforce Inventory (NWI) - (Short- Form Personal Report) – Revised
  • Assessment for Business | 48OPQ32 PASS III – NetThis is a occupationally-based personality inventory that This is a pre-employment screening instrument that focusesdescribes an individuals preferred or typical behavioral style upon character and work attitudes. It is designed to provideat work. It is suitable for a broad range of applications a risk-assessment of potential hires and facilitates theincluding selection, training, career counseling, succession selection of top quality applicants. By minimizing personnelplanning, and team building. The OPQ32 assesses 32 work- problems, its use can lead to decreased employee turnoverrelated dimensions within the following domains: and reductions in theft and fraud. The PASS III - NetRelationships with People: Influence ∙ Sociability ∙ Empathy measures work related attitudes on three dimensions:Thinking Style: Analysis ∙ Creativity and Change ∙ Structure Trustworthiness ∙ Alienation/work ethic ∙ Drugs and drinkingFeelings and Emotion: Emotion ∙ DynamismVersions available: OPQ32i and OPQ32n Personal Competencies Inventory (PCI) The PCI provides information on an individuals abilities inORPHEUS several key areas ranging from strategizing to handlingIt is designed as a general-purpose occupational personality stress. Based on an emergent competency model, the PCItest and intended for use in selection, recruitment, helps people to understand their strengths and weaknessespromotion, and development contexts. The ORPHEUS as well as to identify where they need to focus their careeryields a “Big Five”-based profile supplemented by seven development efforts. It is designed as a training andevaluative scales. These are additional measures designed development tool and is appropriate for use with people into screen for ambiguous or inaccurate responding. Finally, it professional, managerial, and supervisory positions. Theuses a correction factor to account for response style. As a PCI assesses the following competencies that are based onresult, it provides a rather unique source of information analyses of company competency frameworks and researchabout an individuals strengths and weaknesses as well as findings on leadership and emotional intelligence: Strategy ∙preferences and style. The ORPHEUS assesses the Big Relationships ∙ Innovation ∙ Finance ∙ Knowledge ∙ Projects ∙Five dimensions labeled: Fellowship ∙ Conformity ∙ Detail ∙ Customers ∙ Ethics ∙ Motivation ∙ Learning ∙ Stress ∙Authority ∙ Emotion Empathy ∙ CommunicationSeven supplemental scales assess a persons strengths andweaknesses: Proficiency ∙ Patience ∙ Loyalty ∙ Initiative ∙ Professional Communication InventoryWork-orientation ∙ Fair-mindedness ∙ Disclosure This multi-rater instrument collects information about anFour measures screen for ambiguous or inaccurate athletic administrator or head coach’s leadership skills fromresponding: Dissimulation ∙ Despondency ∙ Ambivalence ∙ several individuals. The leader and each respondentInattention complete a brief multiple-choice survey.PASAT 2000 Questionnaire (PASAT 2000) QWIK-RELYThis is a rigorously constructed questionnaire designed to This is a work attitude questionnaire that measures anassess the personality attributes that are vital to success in a applicant’s work ethic. It focuses upon an applicant’ssales environment. It focuses on the behaviors most closely attitudes about coming to work on time, coming to workrelated to sales performance and is based upon extensive every day as scheduled, showing initiative, and working theresearch into those job tasks and behaviors critical to sales. whole time while on the job. It also has a series ofThe PASAT 2000 has eight main scales: Social Adjustment ∙ "admissions questions" which ask applicants about their pastMotivational Adjustment ∙ Emotional Adjustment ∙ work behavior. It is designed to measure an applicant’sAdaptability ∙ Conscientiousness ∙ Social Control ∙ Emotional potential reliability as an employee in hourly or non-exemptStability ∙ Self-Assurance positions. QWIK-RELY is designed to provide informationIn addition, the PASAT 2000 has three additional scales about a job applicant’s attitude toward work on five factors:designed to detect attempts to present false impressions: Motivation to Distort ∙ Attendance Attitude ∙ PunctualityAttentive Distortion ∙ Adaptive Distortion ∙ Social Distortion Attitude ∙ Quality of Work Attitude ∙ Overall Work Attitude
  • 49 | Assessment for BusinessServiceFirst Time Management Practices Inventory (TMPI)This is a pre-employment test that measures the customer The TMPI assesses an individuals time management skills.service orientation of job applicants and predicts which It helps individuals to identify their strengths andapplicants will deliver superior customer service. It assesses weaknesses in the areas of planning, prioritization, and taskan individuals personal characteristics as they relate to orientation. The TMPI is suitable for workshops on timeservice positions as well as how an applicant will handle management, work skills effectiveness training, as well asvarious situations that arise with customers. It is well-suited for self-study and improvement. The TMPI providesfor the selection of employees for customer service positions feedback on eight key factors related to effective timeand has been used to successfully select job applicants for management: Setting Priorities ∙ Planning ∙ Taking Action ∙positions such as customer service representative, service Resisting Involvement ∙ Paperwork ∙ Deadlines ∙ Self-technician, cashier, and receptionist. ServiceFirst reports on Confidence ∙ Overall Time Management Skillsthe following scales: Active ∙ Polite ∙ Helpful ∙ Personalized ∙Total Score Type Dynamics Indicator (TDI) The TDI is a questionnaire based on the notion of JungianService Relations Profile (SRP) Psychological Type. It is designed to assess an individualsThe SRP assists hiring managers by identifying those preference for one or the other sides of the four principalcandidates who exhibit strong interpersonal skills and who type scales, Extraversion-Introversion (EI), Sensing-Intuitionare willing to serve customers as well as cooperate with co- (SN), Thinking-Feeling (TF) and Judging-Perception (JP). Itworkers. By evaluating each candidates attitudes and is designed to provide insight into the test taker’sbehaviors with regard to service relations, the SRP preferences and provides a means platform for identifyingdetermines which candidates are the likeliest to be strengths, discovering areas for personal growth, andresponsive and cooperative toward clients and fellow staff. exploring potential career directions.The SRP measures a job candidate’ s attitudes across the Also Available: Type Dynamics Indicator-IW (TDI-IW) -following dimensions that are correlated with strong service The "IW" (or "I wish") version of the TDI includes itemsrelations: Valuing Interpersonal Relationships ∙ Self- examining the "ideal self," or "how I wish I were."Restraint ∙ Enjoying Helping Others ∙ Optimism Winning Profile Athlete Inventory (WPAI)Six Factor Personality Questionnaire The WPAI is an assessment tool specifically developed toThe SFPQ encompasses and extends the popular “Big Five” aid in the selection, drafting, and development of athletes. Itfactors of personality and the characteristics underlying provides a quick "snapshot" of an athletes level of mentalthese factors. It is suitable for use in both business and toughness and conscientiousness. It provides an objective,clinical settings. The SFPQ assesses the following standardized, and valid method of measuring the keypersonality dimensions: Agreeableness ∙ Extraversion ∙ psychological skills critical for athletic success. SeveralIndependence ∙ Industriousness ∙ Methodicalness ∙ prominent professional and college sports organizationsOpenness to Experience have benefited from the use of the WPAI. It identifies an athletes potential strengths and weaknesses in the followingTaylor-Johnson Temperament Analysis critical areas: Competitiveness ∙ Dependability ∙The T-JTA assessment is designed to help clients develop Commitment ∙ Positive Attitude ∙ Self Confidence ∙ Lie Scaleawareness of personal characteristics that influence their ∙ Planning ∙ Aggressiveness ∙ Team Orientation ∙ Willingnessrelationships with others. This test covers the following to Sacrifice Injury ∙ Trust ∙ Response Consistency Measurepersonality traits: Nervous/Composed ∙ Depressive/Light-Hearted ∙ Active-Social/Quiet ∙ Expressive-Responsive/Inhibited ∙ Sympathetic/Indifferent ∙Subjective/Objective ∙ Dominant/Submissive ∙Hostile/Tolerant ∙ Self-Disciplined/Impulsive
  • Assessment for Business | 50Work Personality Index Select (WPI Select) Workforce Effectiveness Index (WEI)The WPI Select is a work-oriented personality inventory that The WEI is designed for hourly workers and developedassesses the personal characteristics and tendencies that specifically for jobs in call centers, food service, retail,influence an individuals job performance. By measuring customer service, healthcare, and other similar positions.personality traits that are related to work, the WPI Select The WEI provides objective information about a candidateshelps to match the right person to the right job. It describes preferred or typical work style as it relates to successful joband identifies behaviors that predict work success. In doing performance including factors such as attendance, turnover,so, it also clarifies the type of the position and work work ethic, productivity, rule compliance, and theft. It isenvironment in which a person will best function. Work designed to measure and predict candidate strengths on thePersonality Index Select assesses 17 personality traits that following key success factors common to most hourly jobs:directly relate to work performance: Ambition ∙ Initiative ∙ Dependability and Work Quality ∙ Interpersonal and ServiceFlexibility ∙ Energy ∙ Leadership ∙ Persistence ∙ Attention to Support ∙ Counter-Productive Behavior ∙ Retention/TurnoverDetail ∙ Rule Following ∙ Dependability ∙ Teamwork ∙Concern for Others ∙ Outgoing ∙ Democratic ∙ Innovation ∙ Watson-Glaser Critical Thinking AppraisalAnalytical Thinking ∙ Self-Control ∙ Stress Tolerance Improve your hiring decisions and identify high-potential employees accurately and efficiently. This assessmentWork Profile Questionnaire-Emotional Intelligence measures overall critical thinking capability, based on anVersion (WPQei) individual’s ability to: Make Accurate Inferences ∙ RecognizeThe WPQei is designed to measure emotional intelligence, Assumptions ∙ Properly Deduce ∙ Interpret Information ∙and examines this set of personal qualities and Evaluate Argumentscompetencies within the context of work. It is well-suited forteam building, training, and coaching situations. It is basedon a conceptual model of emotional intelligence that hasseven components. An overall score for emotionalintelligence is generated in addition to a score on each of theseven competencies: Emotional Intelligence ∙ Innovation ∙Self-awareness ∙ Intuition ∙ Emotions ∙ Motivation ∙ Empathy∙ Social Skills
  • 51 | Assessment for BusinessSales, Marketing & Customer Service Skills Inventory The CSSI test helps identify individuals with skills,Customer Service behaviors, and traits indicative of success in service-oriented positions. This test’s items helps assess whether applicants have a desire to help customers, understand and satisfyFind the right candidate to meet all customers needs, take responsibility for assisting customers, cooperate with co-workers, put forth extra jobof your customers’ needs with the effort, and keep a reasonable balance between customerhelp of FVTC’s Assessment requests and company interests. Dimensions of Measurement:Specialists. Pressure Tolerance: Does not lose control in the face of adversity and pressure. Realistic Orientation: Makes realistic appraisals of what isCall Center – Sales doable and what is not.This test includes questions on topics such as sales Time Appraisal: Accomplishes tasks within time constraintsstrategies, features vs. benefits, needs vs. desires, and deadlines.closing a sale as well as effective sales techniques. Independent Judgment: Is not afraid of making decisions. Responsiveness: Pays immediate attention to customerCall Center Sales Scenarios problems and concerns.This test places a candidate in a simulation of a call Sensitivity: Shows flexibility to accommodate others.center sales environment and asks the candidate to Balanced Judgment: Does not make extreme or radicalinteract with contacts and prospects at different stages decisions.of the sales cycle (prospecting, information Precision Orientation: Is concerned with precision andgathering/controlling the sale, dealing with objections details.and closing). Customer Service Profile AssessmentCareer Automotive Retailing Scale (CARS) This assessment was developed specifically to select This instrument predicts sales performance in automobile employees for jobs with a heavy customer servicedealerships. In addition to guiding personnel selection, it component. The CSP overall score is positively correlated toprovides an estimate of the projected number of the units all of the following important behaviors in customer servicesold per month as well as a New Car versus Used Car jobs: Passion for customer service ∙ Communication ∙ Salesplacement recommendation. While quick to administer, the ability ∙ Quality work standards ∙ Adaptability/resilience ∙CARS assessment provides vital information pertinent to the Managing work and time ∙ Energy ∙ Applied continuousautomotive sales industry as well as suggested learningindividualized interview questions. It can also be used for thetraining and coaching of current employees, suggestions for Data Entry - Sales (Leads)improvement and development are also made. It is designed The applicant is asked to type details from a businessonly for use in sales personnel selection and training. The card into an on-screen form.CARS Report provides the following indices and information:Projected Units Sold • Overall Estimated Performance • New Data Entry - Sales (Orders)vs. Used Car Recommendation • Behavioral Tendencies • The applicant is asked to type information from a salesSuggested order into an on-screen form.Interview Questions • Areas for Development andImprovement Employee Teamwork Questions cover the ability to work cooperatively withCustomer Service other employees and administrators.Questions include topics such as how best to deal withdissatisfied customers, proper telephone skills as well asCustomer Service techniques.
  • Assessment for Business | 52 Restaurant Manager Assessment ReportIdentity – Sales This test has been specifically developed to assist inThis instrument measures critical factors in sales such the identification of individuals who are well-suited foras ambition, self confidence, and reliability. It helps roles in food service management. It assesses a wideemployers to identify job candidates with the ability to range of personal characteristics and qualities,persuade prospects and existing customers to including cognitive aptitude, that are vital forpurchase products and services. This assessment successful functioning as a restaurant manager. Themeasures: Assertiveness • Competitive Drive • Self Report is supplemented with a narrative explaining theConfidence • Stress Management • Candidness • results, individualized interview questions, and aOverall Predicted Performance review of possible developmental concerns if theIndividualized interview questions are also provided applicant is to be hired. The Restaurant Managerbased upon the candidate’s test performance. Assessment Report assesses the following dimensions: Extroversion • Teamwork • CustomerInventory Coding Service Orientation • Optimism • Openness to ChangeQuestions cover the ability to perform standard • Conscientiousness • Orderliness • Emotionalinventory coding. Stability/Resilience • Assertive Leadership • Task Structuring • Managerial Human Relations • IntrinsicInventory Sorting Motivation • Long Tenure Potential • Integrity • WorkQuestions cover the ability to perform standard Drive • Overall Cognitive Abilityinventory sorting. Retail MathLearning Products Questions cover the ability to perform basic mathQuestions cover the ability to learn new product related to retail sales.features, prices and selling points. Retail ReadingPASAT 2000 Questionnaire (PASAT 2000) Questions cover the ability to read and comprehendThis is a rigorously constructed questionnaire retail literature.designed to assess the personality attributes that arevital to success in a sales environment. It focuses on Retail/Sales Customer Servicethe behaviors most closely related to sales Questions cover topics such as dealing with angry andperformance and is based upon extensive research waiting customers, customer and company errors,into those job tasks and behaviors critical to sales. The reading body language and effective sales techniques.PASAT 2000 has eight main scales: Social Adjustment∙ Motivational Adjustment ∙ Emotional Adjustment ∙ Sales Achievement Predictor (SalesAP)Adaptability ∙ Conscientiousness ∙ Social Control ∙ SalesAP measures traits critical to sales success andEmotional Stability ∙ Self-Assurance in related fields such as customer service, salesIn addition, the PASAT 2000 has three additional management, marketing, and public relations.scales designed to detect attempts to present false Designed for both selection and training, the SalesAPimpressions: Attentive Distortion ∙ Adaptive Distortion ∙ Report provides information in a variety of domainsSocial Distortion related to a sales position including Sales Success, Motivation & Achievement, Work Strengths, Interpersonal Strengths, and Inner Resources. The report shows the individuals percentile rank on the following scales: Overall Recommendation • Sales Disposition • Managerial Style • Initiative/Cold Calling • Sales Closing • Customer Service/Inside Sales • Achievement • Motivation • Competitiveness • Goal Orientation • Planning • Initiative • Teamwork • Managerial • Assertiveness • Personal Diplomacy • Extroversion • Cooperativeness • Relaxed Style • Patience • Self-Confidence
  • 53 | Assessment for BusinessSales Development Survey Service Ability Inventory (SAI)This instrument focuses upon sales skills. The SDS is This test is designed to select applicants for service-a unique 360° multi-rater instrument for the oriented jobs and measures an individuals attitudesdevelopment of sales professionals. The SDS about providing quality customer service. A Deceptionmeasures an individuals skills on 11 competency sets Scale is also included that helps to detect individualsrelated to sales: Verbal/written communication who present themselves in an overly favorablelistening skills/presentation skills • Timeliness • fashion. It assesses an applicants service orientation,Handling concerns integrity/image personal initiative • team and interpersonal skills, patience, tolerance forDeveloping Partnerships • Product/market knowledge stress, and coping skills. As a result, the SAI is well-timeliness customer service • Presentation Skills • suited for jobs involving in-person or telephoneProblem solving/creativity developing partnerships • customer interaction as well as for administrative andPersonal Initiative • Listening Skills • Customer Service internal support positions that provide services within• Integrity/Image an organization. ServiceFirst This is a pre-employment test that measures the customer service orientation of job applicants and predicts which applicants will deliver superior customer service. It assesses an individuals personal characteristics as they relate to service positions as well as how an applicant will handle various situations that arise with customers. It is well-suited for the selection of employees for customer service positions and has been used to successfully select job applicants for positions such as customer service representative, service technician, cashier, and receptionist. ServiceFirst reports on the following scales: Active ∙ Polite ∙ Helpful ∙ Personalized ∙ Total Score Sales & PromotionSales Potential Inventory (SPI) Questions cover topics such as sales and promotionThis is a tool that helps to assess an individuals ability techniques.to become an effective sales professional. It has aDeception Scale that helps to detect individuals who Store Securitypresent themselves in an overly favorable fashion. It Questions cover topics such as shoplifting andfocuses upon a sales applicants ability to convert inventory loss prevention.prospects to customers, cope with rejection, andmanage challenging customers. The SPI is designed Telemarketing Skillsto help select top sales performers and is ideal for This multiple choice test measures an examineesretail, telemarketing, and outside sales positions. knowledge of customer service, features and benefits, needs versus desires, sales strategy and closing techniques.
  • Assessment for Business | 54Trades Assessments BldgTest This test is for use in selecting building maintenance candidates who have knowledge in the following areas:Recognizing high-performance Electrical • Print Reading • Plumbing • HVAC • General Repairs • Carpentry • Painting • Masonry •Clerical, Recordswhen hiring or promoting for your & Miscellaneousmanufacturing or trade Boilermakerorganization starts with This test was developed to measure the technical skillsassessment. required by job applicants or incumbents for jobs where technical knowledge of boilers is a necessary part of jobAir Conditioning Specialist activity. It can be used for both pre-hire selection orThis test is designed to test knowledge and skill in the area assessment of training needs. The Boilermaker test consistsof air conditioning. Categories tested include: Print Reading • of assessment of the following knowledge areas: Piping &Controls • Mechanical Maintenance • Combustion • Electrical Plumbing • Rigging • Welding, Burning, and Fabricating •• Welding • Machines and Equipment • Air Conditioning • Print Reading • Pneumatics • Furnaces, Boilers, & HeatingTest Equipment • Piping and Plumbing • Heating and Systems • Mathematics • Mechanical Maintenance • Tools,Ventilation • Refrigeration Materials, & Equipment • Towers & Reactors • Heat Exchangers & ReboilersApplied Power Bus MechanicThis test is an instrument that requires an individual to solve This is a journey-level test that measures the requireda series of logical problems. It assesses the ability to reason knowledge and skills for bus mechanics. This test can belogically and analytically and does not depend on prior used for assessing job applicants or incumbents. Categoriesknowledge. The Applied Power Test is part of the Power and tested include: Diesel Engines & Power Trains • InjectorPerformance Measures (PPM) series of tests. Systems, Exhaust, & Emissions • Electrical Systems, Controls & Sensors • Brakes & Air Systems • Steering &Auto Technician Suspension • Body Structures, Passenger Safety & ComfortThis test is intended for use with applicants and incumbentsfor jobs where knowledge and skill in the area of automobile Carpenterrepair is a necessary part of job activities. Categories tested This test measures knowledge and skill in the carpentryinclude: Electrical and Electronic Systems • Accessories, area. Categories tested include: Framing, Walls and Floors •Mechanical Maintenance & Equipment Installation • Prints, Concrete Work, Shoring and Surveying • Stairs, ScaffoldsSchematics & Diagrams • Welding, and Tools, Materials & and Ladders • Print Reading and Mathematics • Finishing,Equipment • Power Transmission and Lubrication • Fuel Trim, Repair and Fabrication • Tools, Materials andSystems and Internal Combustion Engines • Cooling and EquipmentHeating Systems, Inspection, Record Keeping, Mathematics& Environmental Concerns • Shop Machines Cellular Technician This test is designed for testing cellular technicians.Bennett Mechanical Comprehension Test (BMCT) Categories tested include Mathematics • Schematics andThe BMCT is an assessment that measures an individuals Print Reading • Power Supplies • Basic AC/DC Theory • Testaptitude to learn mechanical skills. Its items present simple, Instruments • Mechanical • Computers • Radios •frequently encountered mechanisms and situations. It Telecommunicationsrequires a working knowledge of basic mechanicaloperations and the application of physical laws. It focuses on Chemical Readingspatial perception and tool knowledge rather than manual This reading test contains passages related to chemicals atdexterity. It is especially well-suited for assessing job a 10.4 readability level.candidates for positions that require a grasp of the principlesunderlying the operation and repair of complex devices.
  • 55 | Assessment for BusinessChemTest DAT - Abstract ReasoningThis is a chemical knowledge test covering the following This is a non-verbal measure of reasoning ability. It involvesareas: Physical Knowledge • Acids, Bases & Salts • the ability to think logically and to perceive relationships inCompounds • Elements • Mechanical Principles • Gases & abstract figure patterns. The Abstract Reasoning Test is partFluids • Misc. of the Differential Aptitude Tests (DAT for PCA) series of assessments.CNC OperatorThis is a test designed to test the knowledge and skills of DAT - Language UsageCNC operators. Categories tested include: General CNC This is an assessment designed to measure the ability toKnowledge • Coordinate Systems • Interpolation • Tape detect errors in grammar, punctuation, and capitalization.Code and Program Structure • Tool Compensation • M- The items reflect present-day formal writing and the ability toCodes • Operations use English properly. The Language Usage Test is part of the Differential Aptitude Tests (DAT for PCA) series ofCombined Basic Skills assessments.This assessment was developed to enable a quickevaluation of literacy and performance skills required in DAT - Mechanical Reasoningmanufacturing and processing. Categories tested include: This test measures the ability to understand basicReading • Arithmetic • Inspection and Measurement • mechanical principles of machinery, tools, and motion. TheProcess Monitoring and Problem Solving Skills items represent simple principles that involve reasoningAlso available: Combined Basic Skills (Chemical rather than specialized knowledge or training. TheOperator), Combined Basic Skills (Custodial Services) Mechanical Reasoning Test is part of the Differentialand Combined Basic Skills (Food Industry) Aptitude Tests (DAT for PCA) series of assessments.Combustion Control Technician DAT - Numerical AbilityThis test is designed to test mechanical knowledge and skills This is an assessment designed to test an individualsfor combustion control technicians. Categories tested understanding of numerical relationships and facility ininclude: Electrical • Digital Electronics • Basic AC/DC Theory handling numerical concepts. It measures the ability to• Test Instruments • Mechanical • Computers & PLC • understand and work with ideas related to numbers. TheControl Concepts • Electronic Equipment • Combustion • Numerical Ability Test is part of the Differential AptitudeAnalog Electronics Tests (DAT for PCA) series of assessments.Construction (Carpenter/Painter/Sheeter) DAT - Space RelationsThis test measures knowledge and skill in the construction This test measures the ability to visualize a three-area. It includes a supplemental diagram. It is designed to dimensional object from a two-dimensional pattern and tomeasure knowledge and skill of construction specifically visualize how this object would look if rotated in space. Itrelated to carpentry, painting, and sheeting. This test assess the ability to "think in three dimensions." The Spacemeasures the following areas: Framing • Walls and Floors • Relations Test is part of the Differential Aptitude Tests (DATStairs • Scaffolds and Ladders • Finishing and Trim • Repair for PCA) series of assessments.and Fabrication • Concrete Work • Shoring and Surveying •Print Reading • Painting and Glass • Mathematics • Tools, DAT - Verbal ReasoningMaterials and Equipment • Sheet Metal • Riggin/Fabricating • This is an assessment designed to measure the ability toRoofing understand concepts framed in words. It measures the ability to find commonalities among different concepts and to manipulate ideas on an abstract level. It assesses both an individuals knowledge and abstract thinking ability. The Verbal Reasoning Test is part of the Differential Aptitude Tests (DAT for PCA) series of assessments.
  • Assessment for Business | 56Drafter (CAD Operator) ElectronTestUse this assessment, designed in conjunction with CAD This test is for use in selecting manufacturing or processingprofessionals, to simplify your search for new employees. maintenance candidates. Categories tested include: DigitalArmed with the results of CAD knowledge, youll be sure to & Analog Electronics • AC/DC Theory • Schematics, & Printchoose the best candidate for your CAD operator position. Reading • Power Supplies • Motors, Regulators, ElectronicCategories tested: Print Reading • Computer Aided Design Equipment, & Power Distribution • Test Instruments • Computers & PLCElecTestThis test was designed to measure the electrical knowledge Electrical Repair Apprentice Batteryand skills required for electrical maintenance jobs. It is This is a basic skills test battery measuring 5 different areas:intended for use with applicants or incumbents for jobs Reading: Measures an electrical apprentices ability to readwhere practical electrical knowledge and skill are necessary a passage and answer questions about the passage. Theparts of maintenance job activities. This test was developed passages are related to basic electrical concepts andusing content validation procedures using job experts to concepts that an electrical apprentice may be required todetermine the most applicable items to the electrical learn while on the job.maintenance job function. This test can be used where job Arithmetic: Can be used to determine arithmetic skills thatfunctions match those in the following function areas: Motors would be required of an electrical apprentice including• Digital & Analog • Schematics & Print Reading and Control addition, subtraction, multiplication of whole numbers andCircuits • Basic AC/DC Theory and Electrical Maintenance • decimals, addition and subtraction of fractions and simpleComputer & PLC and Test Instruments • Power Supplies • formulas.Power Distribution and Construction & Installation • Electrical Print Reading: Measures an electrical apprenticesMechanical and Hand & Power Tools ability to read mechanical and electrical drawings, prints, and schematics.Electrical Aptitude Test Troubleshooting & Problem Solving: Measures an electricalThis test was developed to measure a persons electrical apprentices ability to troubleshoot and problem solve.aptitude in the areas of mathematics, electrical concepts, Basic Electricity: Measures knowledge of basic electricityprocess flow, signal flow, electrical schematics, and concepts that could be expected of an electrical apprentice.electrical sequences. This assessment can be used to The 5 tests in this battery are more demanding of jobenable a quick evaluation of a persons electrical aptitude. knowledge than a basic skills battery, but less demanding than our Electrical Maintenance Trainee Test. Each test isElectrical Maintenance Trainee sold separately.This test is for use in selecting electrical trainees with oneyear of training or experience in the field. Categories tested Forklift Operatorinclude: Motors • Digital & Analog Electronics • Schematics This assessment measures a candidates knowledge ofand Electrical Print Reading • Control • Power Supplies • forklift safety, operation, and maintenance.Basic AC/DC Theory • Construction and Installation &Distribution • Test Instruments • Mechanical, Equipment HydraulicsOperation, & Hand and Power Tools • Computer & PLC • This test is designed to test knowledge and skill in the areaElectrical Maintenance of hydraulics. Categories tested include: Basic Knowledge • Maintenance • Troubleshooting.Electrician (Chemical)This test is for use in selecting chemical electricians whohave knowledge or experience in the following areas: Motors& Electrical Maintenance • Electronics, Instrumentation &Test Instruments • Schematics & Electrical Print Reading •Control Circuits • Power Supplies & Power Distribution •Basic AC/DC Theory • Mechanical & Hand and Power Tools• Construction & Installation and Mobile Equipment.
  • 57 | Assessment for BusinessIndustrial Reading Test IronworkerProductivity and safety start with reading. Accurately and This test was designed to test knowledge and skills forefficiently identify individuals with the ability to read and ironworkers. Categories tested include: Rigging • Welding,comprehend rules, regulations, and manuals. This test Burning & Heat-Treating • Layout, Cutting, Burning,measures reading ability and comprehension with industry- Assembly & Fabrication • Mechanical Principles & Repair •relevant passages and questions. The higher the score, the Tools, Materials & Equipment • Mobile Equipment Operationgreater the likelihood your candidate will: Successfully • Shop Machines (Operations, Maintenance & Use) • Steel,complete technical training and orientation programs • Metals & Materials • Power Transmission • Print Reading •Understand rules and regulations designed to protect Lubricationemployees and ensure target quality and speed ofmanufacturing output • Repair products properly to reduce Job Safetythe frequency of service calls • Perform better overall This test was developed to serve as a safety supplement toThis test provides critical information when hiring: Service many other assessments. Categories tested include:and Repair Technicians • Equipment Operators • Facility Climbing Safety • Rigging Safety • Machine Safety •Maintenance Employees • Production Employees • Roles in Electrical Safety • Industrial SafetyRegulated Facilities • Skilled Trade Professionals •Apprentices Laboratory Technician This test is designed to test knowledge and skills in theInjection Molding laboratory of laboratory technicians, specifically in theThe Injection Molding test was designed to measure manufacturing industry. Categories include: Chemicalknowledge and skill of the repair and maintenance of Processes • Mathematics • Inspection • Metallurgyinjection molding equipment. This test contains items in thefollowing knowledge areas related to injection molding Light Industrial Skills Test (LIST)equipment: Electrical • Hydraulics • Pneumatics • This is an instrument based upon the requirements of a lightSchematics & Print Reading • Computers and PLC • Power industrial workforce. The LIST assesses both the skills of jobTransmission • Electrical Troubleshooting applicants and their attitudes toward illegal drug use and reliability. Test questions examine math, reasoning, visualInspection & Measurement analysis skills and workplace attitudes. It evaluates theThis test is intended for use where candidates must be able ability of job applicants to solve "common sense" problems,to measure, inspect, and follow directions. Included are visualize defects in assembled items, reliably report to work,exercises in measuring objects, reading dials, determining function with minimal supervision, and be trusted to maintaindifferences and arranging items numerically and alpha- a safe working environment. As a result, it is well-suited fornumerically. assessing applicants who will be performing light industrial duties in manufacturing, shipping, distribution, andInstrument Technician warehouse environments. The LIST provides a percentileThis test is designed to test knowledge and skill in the score and brief narrative description for each of these areas:instrument technician area, specifically for chemical. Math and Reasoning ∙ Inspection ∙ Assembly ∙ Reliability ∙Categories tested include: Mathematics • Digital & Analog Drug Use Attitudes ∙ Total LIST ScoreElectronics • Schematics & Electrical Print Reading •Process Control • Power Supplies • Basic AC/DC Theory • Locomotive RepairTest Instruments • Mechanical • Computers and PLC • This test measures maintenance repair knowledge and skillsChemical Processes of locomotives. It contains items designed to measure knowledge and skill for the maintenance of locomotives atInstrumenTest (Refinery) the journey-level. This test contains questions on theThis test is for use in selecting instrument technicians who following items: Electrical • Pneumatics • Print Reading •have knowledge in the following areas: Mathematics & Basic Welding • Lubrication • Pumps & Piping • Rigging •AC/DC Theory • Analog & Digital Electronics and Power Mechanical Maintenance & Equipment Installation • ShopSupplies • Schematics and Elec. Print Reading • Process Machines • Tools, Materials, & Equipment • DieselControl • Test Instruments • Mechanical and Hand & Power MechanicsTools • Computers & PLC
  • Assessment for Business | 58Manufacturing Operations Questionnaire (MOQ) Maintenance Technician (Test 1 or 2)The MOQ is suitable to select persons for non-professional These are technical tests measuring knowledge and skill inroles in operations such as product manufacturing, the maintenance area at the lowest level above journey-levelpackaging, and warehousing. It utilizes a job applicants (C). They were originally designed for a corrugatedbiographical data to predict job performance and identify cardboard manufacturer and measure three maintenanceindividuals with the potential for high-level job performance. technician levels. They contain questions in the followingIt targets the success attributes of conscientiousness, areas: Print Reading • Lubrication • Welding • Mechanical•teamwork, initiative, and problem solving. Fluid Power • Machine Shop • Motors • Electrical • Rigging • Boilers and Steam • Plumbing • PumpsMechanical Aptitude TestThis is a short measure of the ability to learn and perform Maintenance Technician (Test 3 or 4)production and maintenance job activities. Developed to These are technical tests measuring knowledge and skill inassess mechanical aptitude, it is suitable for selection and the maintenance area at the above journey-level (B). Theymeasures the following knowledge areas: Household were originally designed for a corrugated cardboardObjects ∙ Work-Production and Maintenance ∙ School- manufacturer and measure three maintenance technicianScience and Physics ∙ Power Tools levels. They contain questions in the following areas: Print Reading • Lubrication • Welding • Mechanical • Fluid Power •Mechanical Understanding Machine Shop • Motors • Electrical • Rigging • Boilers andThis test is a performance instrument that assess an Steam • Plumbing • Pumpsindividuals understanding of basic mechanical principles.This assessment measures an individuals mechanicalaptitude, but it is not greatly influenced by prior experience Maintenance Technician (Test 5 or 6)or training. The Mechanical Understanding Test is part of the These are technical tests measuring knowledge and skill inPower and Performance Measures (PPM) series of tests. the maintenance area at the highest level above journey- level (A). They were originally designed for a corrugatedMachinist cardboard manufacturer and measure three maintenanceFor use in selecting journey-level machinist candidates who technician levels. They contains questions in the followinghave knowledge in the following areas: Heat Treating • areas: Print Reading • Welding • Mechanical • Fluid Power •Layout, Cutting, & Assembly • Print Reading; Steel, Metals, Machine Shop • Motors • Electrical • Electronics • Computers& Materials • Rigging • Mechanical Principles & Repair • and PLCMachine Tools • Tools, Material & Equipment • MachineShop Lubrication MainTestAlso available: Machinist Short Form This is a test that measures the practical mechanical and electrical knowledge of maintenance employees. CategoriesMaintenance Electrician (A or B) tested include: Hydraulics & Pneumatics • Welding • PowerThese tests are for use in selecting manufacturing or Transmission & Lubrication • Pumps • Piping & Rigging •processing maintenance candidates who have knowledge in Mechanical Maintenance • Shop Machines, Tools &the following areas: Motors • Digital Electronics • Analog Equipment • Combustion • Motors • Digital Electronics •Electronics • Schematics & Print Reading • Control Circuits • Schematics & Print Reading • Control Circuits • PowerPower Supplies • AC/DC Theory • Power Distribution • Test Supplies • Basic AC/DC Theory • Power • Distribution • TestInstruments • Mechanical Maintenance • Computer & PLC • Instruments • Computers & PLC • Electrical MaintenanceHand & Power Tools • Electrical Maintenance • Construction& InstallationNOTE: Maintenance Electrician B is more difficult than ourElecTest and Maintenance Electrician A is more difficult thanMaintenance Electrician B.
  • 59 | Assessment for BusinessMechanic Evaluation (C, B or A) Mechanical Repair Apprentice BatteryThe C, B, and A Mechanic Evaluation tests are for use in This is a basic skills test battery measuring 5 different areas:selecting manufacturing or processing maintenance Reading: Measures a mechanical apprentices ability to readcandidates who have knowledge in mechanical and a passage and answer questions about the passage. Theelectrical maintenance. NOTE: Each level progresses in passages in this test are related to basic mechanicaldifficulty, with A Mechanic Evaluation being the most concepts and concepts that a mechanical apprentice may beadvanced. Categories tested include: Print Reading • required to learn while on the job.Mechanical • Electrical • Plumbing • Lubrication • Arithmetic: Can be used to determine arithmetic skills thatPneumatics • Rigging • Welding • Machine Shop • Heating, would be required of a mechanical apprentice includingVentilation, Air Conditioning addition, subtraction, multiplication, and division of whole numbers and decimals, and addition and subtraction ofMechanical Maintenance Trainee fractions and simple formulas.This test is for use in selecting mechanical maintenance Measurement: Assesses the ability to measure objects.trainees with one year of training or experience in 12 content Reading Prints & Drawings: Measures a mechanicalareas. Categories tested include: Hydraulics • Pneumatics • apprentices ability to read mechanical prints and drawings.Print Reading • Welding • Power Transmission • Lubrication Basic Mechanical Knowledge: Measures knowledge of basic• Pumps • Piping • Rigging • Maintenance • Shop Machines mechanical concepts, such as tools and tool use that could• Tools, Material & Equipment be expected of a mechanical apprentice. The 5 tests in this battery are more demanding of job knowledge than a basic skills battery, but less demanding than our Electrical Maintenance Trainee Test. Each test sold separately. Mechanical Technician (C, B, or A) These tests are for use in selecting metals or manufacturing candidates who have knowledge or experience in the following areas: Hydraulics & Pneumatics • Print Reading • Welding & Rigging • Power Transmission & Lubrication • Mechanical Maintenance Principles • Pumps & Piping. Each level progresses in complexity, with Mechanical Technician A being the most advanced. MecTest This test designed for use with applicants and incumbents to measure journey-level mechanical knowledge and skills required for maintenance jobs. It is most often used for repair or maintenance mechanics where mechanical knowledge and skills are a necessary part of job activities. Categories tested include: Hydraulics & Pneumatics • Print Reading • Welding & Rigging • Power Transmission • Lubrication • Pumps & Piping • Mechanical Maintenance • Machines, Tools, & Equipment MIG Welding MIG Welding measures a candidates knowledge of general welding information such as welding techniques and joint types, as well as, MIG welding variables, transfer mechanisms, and troubleshooting. It also tests a candidates ability to interpret welding symbols.
  • Assessment for Business | 60Millwright MultiCrafTestThis test is used for selecting millwright candidates. This test is for use in selecting maintenance employees whoCategories tested include: Hydraulics & Pneumatics • have knowledge in seven different craft areas: Hydraulics &Burning & Fabrication • Print Reading • Power Transmission Pneumatics • Welding and Rigging • Power Transmission,& Lubrication • Pumps & Piping • Rigging • Mechanical Lubrication, Mechanical Maintenance, & Shop Machines,Maintenance • Shop Equipment & Tools • Materials & and Tools & Equipment • Pumps, Piping and Combustion •Equipment Motors, Control Circuits, and Schematics & Print Reading • Digital Electronics, Power Supplies, Computers & PLC, andMobile Equipment Mechanic Test Instruments • Basic AC/DC Theory, Power Distribution,This test is designed to test knowledge and skills of mobile and Electrical Maintenanceequipment mechanics. Categories include: ElectricalSystems • Pneumatics • Print Reading • Welding • Power Operating EngineerTransmission • Lubrication • Pumps • Piping • Rigging • This is a test of knowledge and skill in the operatingMechanical Maintenance • Shop Machines • Tools, Materials engineer area. It measures the following knowledge areas:and Equipment • Internal Combustion Engines • Hydraulics Process & Instrument Drawings • Boilers • Steam • Electrical • Combustion • Maintenance • Water Treatment • Pumps &Multi-Craft Aptitude Test Piping • Human/Machine Interface • Purified Water •This test is the answer for companies selecting multi-craft Auxiliary Systemsapprentices or trainees. The test consists of questionsrelating to mechanical and electrical aptitude and is OSHA Safety Violations Testdesigned to measure the ability to learn and perform This test is designed to test knowledge of safety specificallymechanical and electrical production and maintenance job related to OSHA safety and violations of OSHA safety.activities. This test includes questions in the following Categories tested include: Scaffolding • Fall Protection •categories: Hazard Communication • Lockout/Tagout • MachineMechanical Concepts: Household Objects • Work Guarding • Power Press • Mechanical Power • Electrical •(Production and Maintenance) • School (Science and Excavation • Machine Guarding (Abrasive Wheels)Physics) • Hand and Power ToolsElectrical Concepts: Electrical Mathematics • Process Flow • PipeTestSignal Flow • Electrical Sequences This test is for use in selecting journey-level Plumbers & Pipefitters who have knowledge in the following areas:MultiCraft Trainee Test Piping, Plumbing, & Combustion • Pumps • Hydraulics •Developed for use with applicants or employees who have at Pneumatics • Burning, Soldering & Fabrication • Printleast one year of mechanical and electrical training or Reading • Rigging • Mathematics & Layout • Mechanicalexperience. Categories tested include: Hydraulics & Maintenance and Tools, Materials & EquipmentPneumatics • Welding & Rigging • Power Transmission,Lubrication, Mechanical Maintenance, and Shop Machines, PLC TestTools, and Equipment • Pumps, Piping, & Combustion • This test was designed in response to many requests byMotors, Control Circuits, & Schematics and Print Reading • maintenance managers for a measure of knowledge andDigital Electronics, Power Supplies, Computers & PLC, and skills in repair and maintenance using Programmable LogicTest Instruments • Basic AC & DC Theory, Power Controllers (PLCs). Knowledge areas measured are: LadderDistribution, and Electrical Maintenance Logic • I/O Devices • Programs/Software • Systems • Troubleshooting Precision Measurement This test is designed to test the ability to measure, inspect, and follow directions. Categories tested include: Layout, Calculations, Figures and Formulas • Precision Measurement
  • 61 | Assessment for BusinessPre-Print Reading Reading Electrical Drawings & SchematicsThis test contains items assessing skills in pre-print reading. This test measures ability to read electrical drawings and schematics. Categories tested include: Drawings andPrinTest (Decimal or Fraction) Schematics • Basic Electrical Symbols • Wiring DiagramsFor use in selecting entry-level production or maintenanceemployees where the reading of prints and drawings is Refrigeration Mechanicrequired. Areas covered are: Views and Surfaces • Simple This test is designed to test knowledge and skills related toDrawings • Intermediate Drawings • Complicated Drawings refrigeration. Categories tested include: Print Reading • Lubrication • Welding, Burning, & Heat-Treating •Process Flow Mechanical • Pneumatics • Shop Machines & Equipment •Developed to measure the ability to follow the flow of liquid HVAC & Refrigerationor material through a chemical or industrial process,including reading gauges. Rough Carpentry The Rough Carpentry assessment measures a candidatesProcessing Speed knowledge of floor, wall, and roof framing. It also tests theThis test is a speed test that assesses an individuals ability candidates knowledge of wood joints and basicto recognize a stimulus and respond to it. It measures the measurements used in carpentry.ability to order and analyze data systematically in a time-efficient fashion. The Processing Speed Test is part of the Ruler MeasurementPower and Performance Measures (PPM) series of tests. This assessment measures a candidates ability to read an English unit ruler.Process MonitoringIn this test, the candidate answers job-related multiple- Senior Maintenance Technician Millwrightchoice questions about monitoring and controlling a This test measures knowledge and skills in the millwrightproduction process through the use of simulated dials and area above journey-level. It is designed to be more difficultcontrols. This test measures employee characteristics that than the Millwright test by measuring knowledge required byrelate to effectively operating a machine and responding to senior level millwrights. Areas measured include: Hydraulicsinstrument feedback within controlled limits. This test • Pneumatics • Burning & Fabrication • Print Reading •predicts job performance for entry-level employees within a Power Transmission • Lubrication • Pumps • Piping • Riggingproduction or manufacturing environment. • Mechanical Maintenance • Shop Equipment • Tool, Material, & EquipmentProduction Problem SolvingIn this test, the candidate answers job-related multiple- Senior Maintenance Technician Pipefitterchoice questions about performance in a manufacturing This test is designed to test knowledge and skills in theenvironment. It measures dimensions related to problem pipefitting area. Categories include: Piping and Plumbing •solving and practical decision-making skills, such as Pumps; Pneumatics • Burning, Soldering & Fabrication •following instructions or evaluating product specifications. Print Reading • Rigging • Mathematics • MechanicalThis test predicts job performance for entry-level employees Maintenance • Tools, Materials & Equipmentwithin a production environment. Senior Maintenance Technician WelderProject Engineer This test measures knowledge and skills in the welding areaThis test is designed to test the knowledge and skills used above journey-level. It is designed to be more difficult thanby project engineers. Categories tested include: Project the Welder test by measuring knowledge required by seniorManagement • Planning and Tracking • Network Planning level welders. Areas measured include: Print Reading •and Scheduling • Budgeting and Resource Control • Welder Processes • Types of Welds • Types of Joints •Mathematics • Chemistry • Economics • Electrical/Electronic Welding Positions • Filler Materials •Processes Related to• Mechanical • Materials • Civil/Structural Welding • Welding Defects • Repair Welding & Surfacing • Tools, Machines, & Equipment • Rigging • Pipefitting
  • Assessment for Business | 62Sheet Metal Worker Tool Knowledge & UseThis test is designed to test the knowledge and skill of sheet This test is designed to test knowledge of tools and theirmetal workers. Categories include: Layout and Fabrication • uses. Specifically applications of certain tools for certainHand & Power Tools • Fasteners • Ladders & Scaffolds • jobs, and tool recognition, and proper use of tools.Metals • Rigging • Mathematics • Mechanical Principles &Repair • Print Reading • Welding, Cutting, & Burning Tool Room Attendant This test is designed to test the knowledge and skills in theShop Math - Fractions and Decimals maintenance area required by tool room attendants.This tests a candidates knowledge of basic addition, Categories include: Electrical • Hydraulics & Pneumatics •subtraction, multiplication, and division of fractions, as well Print Reading • Tools, Materials & Equipment • Poweras addition of decimals. It also tests the candidates ability to Transmission • Pumps & Piping • Rigging • Maintenanceconvert fractions to decimals. Records • Mobile Equipment Toolmaker This test measures knowledge and skill in the toolmaker area. It is designed to measure the required knowledge and skills for a journey-level toolmaker. Areas measured include: Heat Treating • Layout & Assembly • Print Reading • Steels, Metals, and Materials • Rigging • Mechanical Principles & Repair • Machine Tools • Tools, Material & Equipment • Machine Shop Lubrication Trigonometry Test (CNC Mathematics) This test is designed to test knowledge of trigonometry. Categories tested include: Triangles • Angles • Pythagorean Theorem • Nomenclature • Sine and Cosine • Tangent and Cotangent • Miscellaneous Vehicle Mechanic This is a journey-level test that measures the required knowledge and skills for vehicle mechanics. It can be used for assessing job applicants or incumbents. Categories tested include: Diesel Engines & Power Trains • Injector Systems, Exhaust, & Emissions • Electrical Systems, Controls & Sensors • Brakes & Air Systems • Steering &Standard Timing Model SuspensionThe Standard Timing Model is a reasonably complex andingenious mechanical device incorporating attributes which Vibration Analysismake it ideally adaptable to various uses related to the This test is designed to test the knowledge and skillsselection, evaluation and training of production equipment required for vibration analysis.adjuster-mechanics. This provides a tangible mechanicalprocedure for determining, on a time basis, the candidate’s Warehouse & Shipping Readingcapacity to perform against defined and predetermined Designed to measure the ability to read, comprehend, andstandards. This method of selection will assure a sound basis answer written questions based on a printed passage.for identifying those individuals who appear to possess anatural mechanical skill and ability to diagnose and correctmachine malfunctions.
  • 63 | Assessment for BusinessWelder Additional Assessments Available:This test was developed to measure the technical skills Fire and Personnel Safetyrequired by job applicants or incumbents for jobs where Hazardous Materials (HAZMAT) Handlingtechnical knowledge of boilers is a necessary part of job Warehouse and Industrial Vehicle Safetyactivity. It can be used for both pre-hire selection or Automotiveassessment of training needs. It assesses the following Industrial Mathematicsknowledge areas: Print Reading • Welding Processes • Machine SkillTypes of Welds • Types of Joints • Welding Positions • Filler MatchingMetals • Processes Related to Welding • Welding Metals • MetalworkingWelding Defects • Repair Welding & Surfacing • Tools, PlumbingMachines, & Equipment Woodworking Basic Math Skills, Count and Stack, Ruler,Welder, Repair & Maintenance Safety, Shop Math, Units and ConversionThis test measures knowledge and skill in the area of Light Industrial Language Skillswelding. Categories tested include: Print Reading • Welding Pick and PackProcess • Types of Joints • Welding Positions • Filler Metals Shipping and Receiving• Processes Related to Welding • Welding Metals • Welding Count and StackDefects • Repair Welding & Surfacing • Tools, Machines, &EquipmentWeldTestThis test is for use in selecting journey-level welders whohave knowledge in the following areas: Print Reading •Welding, Cutting Torch and Arc Air Cutting • WelderMaintenance & Operation • Tools, Machines, Materials &Equipment • Mobile Equipment & Rigging • ProductionWelding CalculationsWind Turbine Technician TestThis test was developed to measure required knowledgeand skills for the maintenance of Wind Turbines. Knowledgeareas measured are: Wind Turbine Technology • MechanicalMaintenance • Hydraulics • Electrical Maintenance •Electronics
  • Assessment for Business | 64Training & FVTC Assessment SitesMeeting Space Appleton Campus (AP) 1825 N. Bluemound Drive P.O. Box 2277Fox Valley Technical College Appleton, WI 54912-2277 Toll Free: (800) 735-FVTC (3882)D.J. Bordini Center, Appleton Phone: (920) 735-5600 Fax: (920) 735-2582 D.J. Bordini Center (BC)The D.J. Bordini Center is a professional educational facility 5 Systems Drive P.O. Box 2277that provides the perfect setting for your next business meeting Appleton, WI 54912-2277or company training! For more information, visit us on the web Toll Free: (888) 735-0449at www.fvtc.edu/bc or call (920) 735-2576. Phone: (920) 735-2525 Fax: (920) 735-4771Conference Center Oshkosh Riverside Campus (OS)D.J. Bordini Center’s Conference Center can seat up to 150 N. Campbell Road175 participants in a theater-style format and 100 participants Oshkosh WI 54902classroom-style. Toll Free: (877) 272-4559 Phone: (920) 233-9191 Fax: (920) 236-6130Innovation & eLearning CenterOur Innovation Center is an inspiring classroom with a J.J. Keller Transportation Center (TC)non-traditional look which can seat up to 18 participants. The 1825 N. Bluemound Drive P.O. Box 2277new eLearning Center offers opportunities for distance delivery Appleton, WI 54912-2277and remote meetings. Phone: (920) 735-2442 Fax: (920) 735-4862Smart Classrooms Waupaca Regional Center (WP)D.J. Bordini Center’s SMART classrooms can be rented for 1979 Godfrey Drivehalf-day or full-day use. We have both single and double Waupaca, WI 54981classrooms that will seat 16 - 40 participants. Toll Free: (888) 324-3218 Phone: (715) 942-1700 Fax: (715) 942-1759Computer LabOur computer technology lab can seat up to 21 participants and FVTC Locationscan be rented for half-day or full-day use. For all FVTC locations visit www.fvtc.edu/locationsAdditional Amenities Contact Us  Three (3) computer kiosks in front lobby and Business & Industry Services - www.fvtc.edu/bis complimentary wireless internet access Assessment for Business - www.fvtc.edu/assess  Food service available upon request Customized Training - www.fvtc.edu/training Seminars - www.fvtc.edu/seminars  Free parking and handicap accessibility Specialized Equipment - www.fvtc.edu/facilities Locations - www.fvtc.edu/locationsFox Valley Technical College’s regional centers offer additionaltraining and meeting facilities. For more details contact theregional center closest to you. You can find them on the web atwww.fvtc.edu/fvtcrental.
  • 65 | Assessment for BusinessDiscover More What we deliver is driven by our commitment to provide responsive business & employer services Targeted Employee Assessments can save thousands in on- boarding costs and assists with talent acquisition • 360-degree Assessments • Aptitude Skills Assessments • Needs Assessments • Personality & Employee Inventories • Pre-employment Assessments Strengthen your critical talent pipeline by identifying the Customized Training & Services needed for your frontline, managerial and technical workforce • Curriculum Customization • Multimedia Development • Skills Training • Technical Assistance • Training Plans Seminars & Continuing Education maximized the potential of your people and processes through cost-effective seminars and continuing education workshops • 18 Seminar Categories • Instructor-led, Online & Blended • Seminars, Series & Certificates Leading-edge Specialized Equipment & Facilities provide access to hands-on training, testing and research capabilities -- often with the support of industry partnerships and alliances • Computer Labs • Industry-specific Equipment • Meeting & Training Space
  • Business & Industry Services - Assessment for BusinessFox Valley Technical College - D.J. Bordini Center5 Systems DriveP.O. Box 2277Appleton, WI 54912-2277 Recruiting, staffing and workforce developmentPhone: (920) 735-5718 Appleton decisions start with (888) 458-0449 Toll-freeFax: (920) 735-2533 NEEDS ANALYSISEmail: assess@fvtc.edu and targeted employee assessmentFVTC on the Web: Business & Industry Services - www.fvtc.edu/bis Seminars - www.fvtc.edu/seminars Customized Training - www.fvtc.edu/training Employee Assessment - www.fvtc.edu/assess Specialized Equipment & Facilities - www.fvtc.edu/facilitiesConnect with FVTC Business & Industry Services www.fvtc.edu/BISConnect Appleton Chilton Clintonville Oshkosh Waupaca Wautoma