The Millwright Test was developed in 1989 as part of the development of a series of skills tests. This shortened version consisting of 60 items, was developed in a self-scoring format in July of 2000.
For use in selecting millwright candidates who have knowledge in the following areas: Hydraulics & Pneumatics; Burning & Fabrication and Print Reading; Power Transmission & Lubrication; Pumps & Piping; Rigging; Mechanical Maintenance; and Shop Equipment & Tools, Materials & Equipment.
This test contains 60 items in a multiple-choice format. In a group of 84 candidates, reliability was .86 with a mean score of 36.0, a standard deviation of 9.13, and standard error of measurement of 3.42.
The test was intended for use with applicants and incumbents for jobs where millwright knowledge and skill are necessary parts of job activities. Job analysis activities conducted during development of this test revealed that an applicable titles are Millwright (any industry) and Maintenance Mechanic (any industry) as defined in the Dictionary of Occupational Titles (U.S. Department of Labor, 1991). The DOT Definitions are shown below:
638.281-018 Millwright (Any industry)
Installs machinery and equipment according to layout plans, blueprints, and other drawings in industrial establishment, using hoists, lift trucks, hand tools, and power tools: Reads blueprints and schematic drawings to determine work procedures. Dismantles machines, using hammer, wrenches, crowbars, and other hand tools. Moves machinery and equipment, using hoists, dollies, rollers and trucks. Assembles and installs equipment, such as shafting, conveyors, and tram rails, using hand tools and power tools. Constructs foundation far, machines, using hand tools and building materials, such as wood, cement, and steel. Aligns machines and equipment, using hoists, jacks, hand tools squares, rules, micrometers, and plumb bobs. Assembles machines and bolts, welds, rivets, or, otherwise fastens them to foundations or other structures, using hand tools and power tools. May operate engine lathe to grind, file, and turn machine parts to dimensional specifications. May repair and lubricate machines and equipment. May install robot and modify its program, using teach pendant. May perform installation and maintenance-work as part of team of skilled trade workers.
438.281-014 Maintenance Mechanic (Any industry) alternate titles: fixer; mechanical maintenance services; machine over hauler, machine repairer; mechanical adjuster, repair mechanic; tool-and-machine maintainer.
Repairs and maintains in accordance with diagrams, sketches, operation manual, and manufacturer’s specifications, machinery and mechanical equipment, such as engines, pneumatic tools, conveyor systems, and production machines and equipment, using hand tools, power tools, end precision-measuring and testing instruments: Observes mechanical devices in operation and listens to their sounds to locate causes of trouble. Dismantles devices to gain access to, and remove defective parts, using hoists, cranes, hand tools and power tools. Examines form and texture of parts to detect imperfections. Inspects used parts to determine changes in dimensional requirements, using rules, calipers, micrometers, and other measuring instruments. Adjusts functional parts of devices and control instruments, using hand tools, levels, plumb bobs, and straight edges. Repairs or replaces defective parts using hand tools and power tools. Installs special functional and structural parts in devices, using hand tools. Starts devices to test their performance. Lubricates and cleans parts. May set up and operate lathe, drill press, grinder and other metal working tools to make and repair parts. May initiate purchase orders for parts and machines. May repair electrical equipment. May be designated according to machine repaired as Carton-Forming-Machine Adjuster (any industry); Machine Adjuster (tobacco); Maintenance Mechanic; Record Processing Equipment (recording).
Knowledge Areas Number of Items
• Hydraulics & Pneumatics
• Burning and Fabrication and Print Reading
• Power Transmission & Lubrication
• Pumps & Piping
• Mechanical Maintenance
• Show Equipment & Tools, Materials
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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