Test/Assessment Development

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Test/Assessment Development

Organizations must be concerned about productivity. They must also be concerned about the fair, ethical and legal selection of their employees. Selecting quality employees is an integral part of enhancing and improving any organization's productivity. Properly developed and validated tests are critical for meeting the legal and ethical considerations for employee selection. We follow the professional and governmental guidelines in developing and validating tests for selection and promotion.

Cognitive and Knowledge Tests: We have expertise in developing both cognitive and knowledge-based tests using state-of-the-art, innovative methods. Cognitive tests are used predominantly for entry or basic level selection where specific, relevant skills will be taught on the job. Knowledge-based tests are excellent tools to select for promotion to positions using the premise that certain knowledge must exist prior to entry in order to perform the job. One aspect of PMGLC 's customer focus in this arena is the provision of on-site, same day computer scoring systems where appropriate and desirable.

Simulation Design and Administration: Our expertise extends to the creation and administration of management simulation assessment techniques. Two such examples are assessment centers and video-based simulations. We have developed and administered assessment centers to both large (more than 100) and small (less than 15) numbers of candidates. We use a wide range of simulations to assess candidates for both entry level and promotion. Examples of these simulations include in-basket exercises, group exercises, problem analysis exercises, counseling/coaching exercises, oral presentations, customer complaint exercises, and, for public safety positions, incremental incident exercises, and roll call exercises. The choice of exercises is based primarily on an understanding of the job through job analyses, interviews, information collected from critical incidents and relevant local issues. Organizational constraints such as labor agreements, resource availability, scheduling and expense, among other factors, are all considered in order to provide client centered service.

Video Simulations: In order to enhance the realism of the simulation and to reduce the time required for administration, video technology can be combined with any of the above mentioned simulations. For example, we often use video to provide simulation information and to record candidate performance for later assessment, thus reducing the need for role players and assessors at the assessment site. Use of this technology can significantly decrease administration time, which often allows for significant overall cost savings. As an example, candidates can watch a hypothetical situation much as they would a TV show. Candidates then respond to the situation as represented on the video. Candidate responses can be captured via audiotape, videotape, in writing, or any combination as appropriate. The use of video-displayed situations allows the organization to more closely simulate the “real” job during the testing situation. Recording candidate performance provides documentation of assessment and allows assessors the benefit of reviewing performance before giving a final score.

Structured Interviews: PMGLC also develops specific procedures to follow when conducting interviews, which are considered tests under the law. Structured, behaviorally based interviews are considered more reliable and predictive of performance on the job in contrast to unstructured interviews. Performance standards or guidelines for evaluating performance are typically developed to provide a similar baseline for evaluators or interview panel members to use in making judgments about candidate performance.