Assesses: Boilermaker knowledge
Skill Level: Journey-level
Test Format: 121 Items, Multiple-choice
The Boilermaker Test was developed to measure the technical skills required by job applicants or incumbents for jobs where technical knowledge of boilers is a necessary part of job activity. It can be used for both pre-hire selection or assessment of training needs.
The Boilermaker Test is a 121-item, multiple-choice test. Job analysis conducted during the development of this assessments revealed that applicable job titles include:
BOILERMAKER I (struct. metal) – Dictionary of Occupational Titles
BOILERMAKER II (struct. metal) – Dictionary of Occupational Titles
• Piping & Plumbing
• Welding, Burning, and Fabricating
• Print Reading
• Furnaces, Boilers, & Heating Systems
• Mechanical Maintenance
• Tools, Materials, & Equipment
• Towers & Reactors
• Heat Exchangers & Reboilers
O*NET™ Job Titles
Below are the O*NET job titles that were determined to be applicable to this test during the job analysis. Click the Job Title for more information about tasks performed, tools and technology used, job knowledge areas and abilities required, as well as related job titles.
This assessment is intended for use with jobs that are sufficiently related.
Construct, assemble, maintain, and repair stationary steam boilers and boiler house auxiliaries. Align structures or plate sections to assemble boiler frame tanks or vats, following blueprints. Work involves use of hand and power tools, plumb bobs, levels, wedges, dogs, or turnbuckles. Assist in testing assembled vessels. Direct cleaning of boilers and boiler furnaces. Inspect and repair boiler fittings, such as safety valves, regulators, automatic-control mechanisms, water columns, and auxiliary machines.
â€ O*NET™ is a trademark of the U.S. Department of Labor, Employment and Training Administration.
Please contact us for pricing and more information. Sample questions are not available for this instrument. Sample copies are available for purchase only.
We recommend that test validation be conducted for an organization that meets any of the following criteria:
- Is a highly visible national or international company
- Has more than 200 employees
- Has a labor agreement
- Has a federal contract
- Has ever had an EEO charge
- Needs professional assistance for setting cutting scores on tests
The Uniform Guidelines on Employee Selection Procedures (1978)1, developed by the EEOC, Civil Service Commission, Department of Labor and Department of Justice, are intended to establish a uniform Federal position in the area of prohibiting discrimination in employment practices. Regarding the use of tests and other selection procedures, the Guidelines state:
These guidelines apply to tests and other selection procedures which are used as a basis for any employment decision. Employment decisions include but are not limited to hiring, promotion, demotion, membership (for example, in a labor organization), referral, retention, and licensing and certification, to the extent that licensing and certification may be covered by Federal equal employment opportunity law. Other selection decisions, such as selection for training or transfer, may also be considered employment decisions if they lead to any of the decisions listed above. (Section 2B)
The Guidelines also state:
The use of any selection procedure which has an adverse impact on the hiring, promotion, or other employment or membership opportunities of members of any race, sex, or ethnic group will be considered to be discriminatory and inconsistent with these guidelines, unless the procedure has been validated in accordance with these guidelines. (Section 3A)
From the employer’s perspective, it is very useful to have a job-related test. When tests are job related, they have more credibility with the persons taking them, giving the test takers more confidence in their results and providing less likelihood of complaint or litigation. A validated test is usually the product of research by a psychologist. The resulting validation report is the documented evidence by a professional researcher of the validity of the selection procedure. In the event of complaint or litigation, the report would usually be entered into evidence. In addition, the author would provide testimony that the report reflects generally-accepted professional practice and is in conformance with the requirements of the Uniform Guidelines on Employee Selection Procedures.
1 Equal Employment Opportunity Commission, Civil Service Commission, Department of Labor, and Department of Justice. (1978, August). Uniform guidelines on employee selection procedures. Federal Register, 43, 38290-38315.
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