Electrical Learner Series

Ability to troubleshoot, problem solve, read and answer questions
about what is read, read electrical prints, arithmetic, knowledge of basic
electricity.

Description

Assesses: Ability to troubleshoot and problem solve, to read and answer questions about what is read, to read electrical prints, arithmetic, knowledge of basic electricity.

Skill Level: Apprentice

Test Format: 25-40 Items, Multiple-choice

Language: English

Available in paper and online forms (English only). All online tests are required to be proctored by a representative or third-party agent of the company.

The Electrical Learner Series is a basic skills test series measuring 5 different areas: Reading; Arithmetic; Electrical Print Reading; Troubleshooting & Problem Solving; and Basic Electricity. This product was formerly known as the Electrical Repair Apprentice Battery. Each test is sold separately.

1. The Troubleshooting and Problem Solving test measures an electrical apprentice’s ability to troubleshoot and problem solve.

2. The Reading test measures an electrical apprentice’s ability to read a passage and answer questions about the passage. The passages in this test are related to basic electrical concepts and concepts that an electrical apprentice may be required to learn while on the job.

3. The Arithmetic test can be used to determine arithmetic skills that would be required of an electrical apprentice including addition, subtraction, multiplication of whole numbers and decimals, addition and subtraction of fractions and simple formulas.

4. The Electrical Print Reading test measures an electrical apprentice’s ability to read mechanical and electrical drawings, prints, and schematics.

5. The Basic Electricity test measures knowledge of basic electricity concepts that could be expected of an electrical apprentice.

The 5 tests in this series are more demanding of job knowledge than a basic skills battery, but less demanding than our Electrical Maintenance Trainee Test.

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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