Mechanical Learner Series

Assesses Reading; Arithmetic; Measurement; Reading Prints & Drawings; and Basic Mechanical Knowledge,Troubleshooting and Problem Solving


Mechanical Learner Series is a basic skills test series originally designed to measure 5 different areas: Reading; Arithmetic; Measurement; Reading Prints & Drawings; and Basic Mechanical Knowledge. Later, a sixth test, Troubleshooting and Problem Solving, was added to the series to assess that aspect of a candidate.

This product was formerly known as the Mechanical Repair Apprentice Battery.

The Basic Mechanical Knowledge test measures knowledge of basic mechanical concepts, such as tools and tool use that could be expected of a mechanical apprentice.

The passages in the Reading test are related to basic mechanical concepts and concepts that a mechanical apprentice may be required to learn while on the job.

The Arithmetic test can be used to determine arithmetic skills that would be required of a mechanical apprentice.

The Troubleshooting and Problem Solving test is an addition to the original series that measures an mechanical apprentice’s ability to troubleshoot and problem solve.

The Reading Prints & Drawings test measures a mechanical apprentice’s ability to read mechanical prints and drawings.

The Measurement test assesses the ability to measure objects.

The 6 tests in this series are more demanding of job knowledge than a basic skills battery, but less demanding than our Mechanical Maintenance Trainee Test.

Each test is sold separately.

Complete Series (Online Only)
Assesses: Reading, Arithmetic, Measurement, Reading Prints & Drawings, Troubleshooting & Problem Solving, Basic Mechanical Knowledge
Skill Level: Apprentice
Test Format: 189 Items, Multiple-choice
Language: English

Basic Mechanical Knowledge
Assesses: Basic mechanical knowledge
Skill Level: Apprentice
Test Format: 49 Items, Multiple-choice
Language: English

Assesses: Ability to read and answer questions about what is read
Skill Level: Apprentice
Test Format: 40 Items, Multiple-choice
Language: English

Assesses: Arithmetic skills
Skill Level: Apprentice
Test Format: 32 Items, Multiple-choice
Language: English

Troubleshooting and Problem Solving
Assesses: Ability to troubleshoot and problem solve
Skill Level: Apprentice
Test Format: 27 Items, Multiple-choice
Language: English

Reading Prints & Drawings
Assesses: Ability to read prints and drawings
Skill Level: Apprentice
Test Format: 21 Items, Multiple-choice
Language: English

Assesses: Ability to measure using a rule
Skill Level: Apprentice
Test Format: 20 Items, Multiple-choice
Language: English


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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