POLICE - International Personnel Management Association
POLICE - International Personnel Management Association POLICE - International Personnel Management Association
IPMA-HR’s POLICE Assessment Products POLICE 2 0 1 2 – 2 0 1 3 1
- Page 2 and 3: Table of Contents About Our Tests T
- Page 4 and 5: POLICE OFFICER 100 Series Content A
- Page 6 and 7: Supplemental Police Officer Tests A
- Page 8 and 9: Stock Promotional Tests Detective P
- Page 10 and 11: Public Safety Assessment Center Sys
- Page 12 and 13: Customized Test Service For Captain
- Page 14 and 15: Publications We offer a number of P
- Page 16: Phone: (800) 381-TEST (8378) Fax: (
IPMA-HR’s<br />
<strong>POLICE</strong><br />
Assessment<br />
Products<br />
<strong>POLICE</strong><br />
2 0 1 2 – 2 0 1 3<br />
1
Table of Contents<br />
About Our Tests<br />
Test Development ............................................................3<br />
Entry-Level Tests..............................................................3<br />
Promotional Tests ............................................................3<br />
Entry-Level Tests ................................................................4<br />
Supplemental Tests ............................................................6<br />
Police Officer Structured Interview System ........................7<br />
Test Development Discounts ..............................................7<br />
Stock Promotional<br />
Detective ..........................................................................8<br />
Corporal/Sergeant............................................................8<br />
Lieutenant ........................................................................9<br />
Assessment Center<br />
Sergeant ........................................................................10<br />
Lieutenant ......................................................................10<br />
Captain ..........................................................................10<br />
Customized Tests<br />
Captain/Major/Deputy Chief/Chief/Other ........................12<br />
Publications<br />
Entry-Level Police Officer Study Guide ............................14<br />
FREE ..............................................................................14<br />
Test Order Guide ..............................................................15<br />
Non-Police IPMA-HR Assessment Products ....................15<br />
Price List ............................................................................15<br />
By becoming a Test Security<br />
Agreement signer you get<br />
access to:<br />
n Free Test Technical Reports<br />
n Free Test Inspection Copies<br />
n Free Test Response Data<br />
Reports<br />
n Numerous FREE Publications<br />
Becoming a TSA signer is<br />
FREE—Just sign and<br />
mail/fax/e-mail the TSA form<br />
included with this catalog to<br />
begin reviewing our products!<br />
Visit our website for Help<br />
Videos to assist in choosing<br />
the right test.<br />
We are in the midst of renaming<br />
all our tests to a new naming<br />
scheme. You may not find the<br />
names you are used to in this<br />
catalog. To see the whole list of<br />
new vs. old test names please<br />
visit www.ipma-hr.org/<br />
assessment/tests/key
How Our Tests Are Developed<br />
The test development process for our tests is documented<br />
in each test’s technical report. The technical report and<br />
inspection copy should be the first documents you review to<br />
make an informed decision when choosing a test.<br />
The basis for developing an IPMA-HR test begins with a job<br />
analysis. Subject matter experts (SMEs) from departments across the country<br />
complete job analysis questionnaires giving us ratings on how important<br />
specific tasks are and how frequently they are performed. We also gather<br />
ratings on which knowledge, skills, abilities, and personal characteristics<br />
(KSAPs) are the most important for performing the tasks effectively. The SMEs<br />
who complete the questionnaires include job incumbents and their supervisors.<br />
Analyzing the data from the questionnaires gives us importance ratings for the<br />
most important KSAPs needed to effectively perform the job. These ratings are<br />
used as a blueprint to create test questions with high content relevance.<br />
Entry-Level Tests<br />
IPMA-HR has collected evidence<br />
of criterion relevance/validity for all<br />
of our multiple-choice entry-level<br />
tests. Collecting evidence of<br />
criterion relevance or criterionrelated<br />
validity is demonstrated by<br />
gathering test scores and job<br />
performance data showing that<br />
the test predicts important<br />
elements of job performance.<br />
What this means is that we first<br />
give the test to incumbent police<br />
officers, then we have their<br />
supervisors evaluate their job<br />
performance using a performance<br />
evaluation form. Finally, we<br />
conduct statistical analysis to<br />
show that the test scores really do<br />
predict job performance. An item<br />
analysis is also performed on the<br />
test data to assist in choosing the<br />
best questions for the test.<br />
Promotional Tests<br />
When developing a multiplechoice<br />
promotional test, IPMA-HR<br />
collects further evidence of<br />
content relevance by conducting a<br />
SME review of the test questions.<br />
Again, a SME is an individual who<br />
is extremely knowledgeable about<br />
the target job. Supervisory and<br />
administrative-level employees are<br />
used as SMEs for the question<br />
review process for promotional<br />
tests. SMEs are asked to rate the<br />
importance of each question, its<br />
clarity and its relevance to the job.<br />
Important: Multiple-choice Promotional<br />
tests are developed from highly regarded<br />
police reference materials that are<br />
compiled into a candidate reading list.<br />
Candidates must receive this reading list<br />
60 days or more prior to the exam in<br />
order to prepare adequately.<br />
3
<strong>POLICE</strong> OFFICER<br />
100 Series<br />
Content Areas PO-EL 101 TIP 1 PO-EL 102 TIP 1<br />
Ability to Learn and Apply<br />
Police Information (TIP) 25 25<br />
Ability to Observe and Remember<br />
Details (TIP)/(VID) 12 12<br />
Ability to Use Situational Judgment 20 20<br />
{100 Series combines Situational<br />
Ability to Problem Solve and Use Logic<br />
Judgment & Problem Solving}<br />
Reading Comprehension 8 8<br />
Vocabulary 15 15<br />
Ability to Follow Directions 20 20<br />
Police Interest Questionnaire - NC X X<br />
Format Paper Paper<br />
Test Time Limit 1:45 1:45<br />
TIP Time Limit 0:25 0:25<br />
Number of Questions 100 100<br />
Test Information Packet (TIP): Designed to assess candidates’ ability to<br />
read, learn and apply information of the type they will be required to learn on the<br />
job. TIPs are an essential, timed part of the tests they accompany. TIPs are<br />
distributed just prior to handing out the test booklets. Candidates have 25 minutes<br />
to read and review the information in the TIP. The TIP is then collected and the test<br />
booklets are distributed. A certain percentage of the test questions relate to the<br />
information in the TIP, in order to assess how well candidates are able to learn and<br />
absorb the material. TIPs must be returned with all unused tests.<br />
PO-EL 301 VID: This video test is a work sample test. Candidates first view a<br />
roll call meeting and then answer questions about it. Then they watch scenarios in<br />
which an emergency unfolds and they have to make a decision on how to best<br />
handle the situation. The last part of the exam contains traditional multiple-choice<br />
questions. Utilizing the videotaped scenarios may help to reduce the possibility of<br />
adverse impact. All instructions as well as a countdown timer are included in the<br />
video for ease of administration. (NOTE: updated form coming soon)<br />
4
200 Series 300 Series<br />
PO-EL 201-NC TIP 2 PO-EL 202-NC TIP 2 PO-EL 203-NC TIP 2 PO-EL 301 VID<br />
25 23 29 X<br />
25 27 21 25<br />
12 5 5 40<br />
8 6 4 11<br />
X 4 10 11<br />
X 5 1 X<br />
X X X 3<br />
30 30 30 X<br />
Paper Paper Paper Paper & Video<br />
1:45 1:45 1:45 2:35<br />
0:25 0:25 0:25 N/A<br />
100 100 100 90<br />
Non-Cognitive Ability (NC): The non-cognitive part of the 200 series is a<br />
Police Interest Questionnaire, which assesses the candidates’ interest in police<br />
service work. Inclusion of a non-cognitive component can give you a fuller<br />
assessment of each candidate and assist in reducing adverse impact.<br />
1<br />
- Parallel Form - Statistically equivalent in terms of raw score means, standard<br />
deviations, error structures, and correlations with other measures for any given<br />
population. Both tests can be used during the same recruitment, but agencies<br />
should review the technical report to determine whether adjustments are<br />
necessary.<br />
2<br />
- Comparable Form - These tests use different questions to measure the same<br />
KSAPs for which statistical similarity has not been demonstrated. To increase<br />
test security, Agencies may alternate between these tests during different<br />
recruitments.<br />
NOTE: A Candidate Study Guide is available for preparing candidates for Entry-<br />
Level Police Tests. See page 14 for details.<br />
NOTE: Each of these tests can be paired up with any of the Supplemental Tests<br />
listed on the following page to assist agencies in getting a fuller picture of each<br />
candidate’s abilities.<br />
5
Supplemental Police Officer Tests<br />
Any of the Entry-Level Tests from the previous page<br />
can be combined with either of the following:<br />
Police Officer – Background Data Questionnaire<br />
PO-BDQ 201-NC — 50 Items in 30 minutes<br />
Measure your candidates’ non-cognitive<br />
abilities. This biodata questionnaire assesses<br />
candidates’ background and personal<br />
characteristics that traditional ability tests are<br />
not designed to assess.<br />
This test shows a highly significant correlation<br />
with police officer job performance with<br />
virtually no adverse impact on minority group<br />
candidates in the study group.<br />
Since the PO-BDQ 201-NC measures qualities that are not assessed by a<br />
standard cognitive ability test, it is required that this test be given in conjunction<br />
with one of IPMA-HR’s entry-level police officer tests or a similar assessment tool.<br />
Police Officer – Report Completion Exercise<br />
PO-RCE 101 & 102 (VID) — 6 minutes for Video & 30 minutes for<br />
Incident Report Form<br />
The PO-RCE is a video-based<br />
simulation exercise for entry-level<br />
police officers and was designed<br />
to assess skills related to<br />
observation, listening, and written<br />
communication. As candidates<br />
watch the video, they are to take notes and assume they are the officer at the<br />
incident occurring on the video. Instructions and a countdown clock are<br />
presented in the video. Two video-based scenarios are available.<br />
The test booklet includes an Incident Report Form to be completed by the<br />
candidates. This form includes fields for names, addresses, etc. and a section<br />
for a written summary of the incident that occurred in the video.<br />
Departments choosing to administer the PO-RCE develop their own scoring<br />
criteria using the scoring guidelines, sample evaluation rating scales, and rating<br />
forms that are included in the test administration packet. Flexibility in scoring<br />
gives departments the ability to customize the scoring to fit their needs.<br />
NOTE: Unlimited use of PO-RCE video is available for a one-time fee of $500 for<br />
one scenario and $750 for both scenarios. However, the Incident Report Form is<br />
available for lease only and is not included with video purchase.<br />
6<br />
Areas Assessed:<br />
n Work History and Habits<br />
n Physical Preparation<br />
n Dealing with People<br />
n Integrity<br />
n Self-confidence<br />
n And more!<br />
Potential Uses:<br />
n In combination with a written test<br />
n As a hurdle following another test<br />
n Training Academy Assessment
Coming in Summer/Fall 2012<br />
Police Officer Structured Interview System<br />
The Police Officer Structured Interview System (POSIS) is a structured oral<br />
interview process that will include:<br />
n Panel Member training materials, including a training manual and videos of<br />
mock candidates to assist in training on scoring procedures.<br />
n Structured oral interview questions that you choose to ensure they are<br />
appropriate for your department.<br />
n A structured, easy-to-use scoring system and rating sheets.<br />
The POSIS has been proven effective, and was developed by a consultant with<br />
over 30 years of experience researching and administering police officer<br />
structured oral interviews.<br />
Please contact IPMA-HR’s Assessment team for more information.<br />
Would you like to get up to 35% off of your next<br />
Test Order?<br />
In an effort to keep our tests updated and current, IPMA-HR is continually<br />
running Test Development Studies and we need your agency’s help in order<br />
to make these studies a success. There are many benefits to participation<br />
including increased test defensibility, substantial discounts on IPMA-HR<br />
tests, and the satisfaction of knowing you are assisting the profession by<br />
helping us create effective and fair tests for selection and promotion. Also,<br />
ask about our new VIP Consortium!<br />
NEW – Online Testing Coming Soon. Would you like your agency to be in<br />
the pilot test? Contact the Research Associate at 703-535-5252 or e-mail at<br />
testdevelopment@ipma‐hr.org<br />
7
Stock Promotional Tests<br />
Detective<br />
PDET 101 — 100 items in 2 hours 30 minutes<br />
The PDET 101 was developed to<br />
assist in promoting qualified<br />
candidates to the detective<br />
position and was designed to<br />
assess critical abilities related to<br />
the content areas described.<br />
The PDET 101 Reading List<br />
prepares candidates to take this<br />
exam. The reading list is required<br />
CONTENT AREAS<br />
and candidates should receive the reading list 60 to 90 days prior to the test<br />
day so they have adequate time to order and study the materials in the books.<br />
New for Spring 2012<br />
IPMA-HR is launching a Public Safety Job Posting website<br />
PublicSafetyCompass.com — Visit today!<br />
— Contact us with your job openings! —<br />
ITEMS<br />
Police Investigation Procedures 29<br />
Laws Related to Police Work 37<br />
Concepts for Writing and<br />
Completing Reports, Records and<br />
Paperwork 34<br />
Corporal/Sergeant – Supervisory Level<br />
PSUP 301, 302, 303 — 100 Items in 2 hours 30 minutes<br />
The PSUP series of promotional<br />
tests are suitable for the<br />
supervisory level (Corporal or<br />
Sergeant) and were designed to<br />
assess critical abilities related to<br />
the content areas described.<br />
CONTENT AREAS<br />
Laws Related to Police Work<br />
Police Field Operations<br />
Investigative Procedures<br />
ITEMS<br />
24<br />
24<br />
15<br />
The PSUP Reading List prepares<br />
candidates to take this exam.<br />
The reading list is required and<br />
candidates should receive the<br />
reading list 60 to 90 days prior<br />
Supervisory Practices 27<br />
Reports, Records, and<br />
Paperwork 10<br />
to test administration so they have adequate time to order and study the<br />
materials in the books.<br />
8
Lieutenant – Command Level<br />
PL 301 — 100 Items in 2 hours 30 minutes<br />
CONTENT AREAS<br />
ITEMS<br />
Police Procedures: Patrol<br />
and Investigation 24<br />
Laws Related to Police Work 27<br />
The PL 301 is a promotional test<br />
suitable for the command level<br />
(Lieutenant) position and was<br />
designed to assess critical<br />
abilities related to the content<br />
areas described.<br />
Concepts of Supervision<br />
Concepts of Administration<br />
25<br />
24<br />
The PL 301 Reading List<br />
prepares candidates to take this<br />
exam. The reading list is<br />
required and candidates should receive the reading list 60 to 90 days<br />
prior to test administration so they have adequate time to order and study<br />
the materials in the books<br />
“As repeat customers – I have always been pleased with IPMA-HR’s services.<br />
From ordering to returning & billing. It’s been a great working relationship.<br />
Thank You.”<br />
- Cathy Lame Bull, Columbia River Inter-Tribal Fisheries Enforcement,<br />
Hood River, OR<br />
DID YOU KNOW?<br />
IPMA-HR’s Assessment Department<br />
has a blog!<br />
Visit asr.ipma-hr.org for Assessment News,<br />
Product Updates, and Monthly Articles.<br />
9
Public Safety Assessment Center<br />
System (PSACS)<br />
IPMA-HR offers the PSACS to help assess the promotional potential of police<br />
personnel for the positions of sergeant, lieutenant, and captain. The system is<br />
carefully designed to allow agencies to administer an assessment center<br />
without incurring the added expense of hiring a consulting firm.<br />
Chief Joseph D. Bishop; City of Columbia, Tennessee:<br />
“The assessors and candidates were very impressed with the training they<br />
received. By having the opportunity to practice all phases of the assessment<br />
process, the assessors became very familiar with each exercise which gave<br />
them confidence when the actual scoring process began. Candidate training<br />
provided the candidates with a good understanding of exactly what was<br />
expected of them during all three exercises. We did not get one complaint<br />
about our promotional process.”<br />
The PSACS is based on legal and<br />
professional guidelines and was<br />
designed by professional<br />
consultants who have more than<br />
25 years of experience<br />
developing and administering<br />
police assessment centers at all<br />
levels of government. Research<br />
has shown that the assessment<br />
center method of testing<br />
accurately predicts performance<br />
on the job. In addition to having<br />
withstood court scrutiny, the<br />
assessment center method is well<br />
accepted by candidates and is<br />
viewed as a fair assessment tool.<br />
Assessment centers also provide<br />
valuable information that can be<br />
used for both individual and<br />
organizational development.<br />
Each PSACS contains<br />
detailed information<br />
including:<br />
n Assessment Center Model and<br />
Exercise Materials<br />
n Content Validation Guidelines and<br />
Materials<br />
n Project <strong>Management</strong> Plan<br />
n Assessor Trainer Guidelines and<br />
Training Materials<br />
n Sample Scoring Forms, Rating<br />
Scales and Scoring Guidelines<br />
n Candidate Orientation Guidelines<br />
and Orientation Materials<br />
n Miscellaneous Support Materials<br />
n CD-ROM containing Assessor<br />
Training and Candidate Training<br />
PowerPoint Presentations as well as<br />
examples of support materials<br />
Chief Bill Hogan; City of Asheville, North Carolina:<br />
“After each of 3 exercises was administered, candidates made very positive<br />
comments on the job relatedness and fairness of the system. The assessors<br />
thought the scoring process was outlined very thoroughly. I received all the<br />
information I needed to make confident promotional decisions. Their on-site<br />
employment testing specialist added to the professionalism of the system and<br />
assisted us in ensuring the assessment center ran smoothly.”<br />
10
Sergeant PSACS<br />
The PSACS for Sergeant<br />
includes a Subordinate Role<br />
Play Exercise, a Video-Based<br />
Technical Exercise, and a<br />
Video-Based In-Basket<br />
Exercise designed to assess<br />
the following competencies:<br />
Lieutenant PSACS<br />
The PSACS for Lieutenant<br />
includes a Subordinate Role<br />
Play Exercise, a Video-Based<br />
Operational Exercise, and a<br />
Video- Based In-Basket<br />
Exercise designed to assess<br />
the following competencies:<br />
Captain PSACS<br />
The PSACS for Captain includes<br />
an Interactive Leadership Exercise,<br />
a Video-Based Public<br />
Interaction Exercise, and a<br />
Video-Based <strong>Management</strong> Written<br />
Exercise designed to assess<br />
the following competencies:<br />
n Problem Identification and Analysis<br />
n Decision Making/Decisiveness<br />
n Oral Communication<br />
n Written Communication<br />
n Interpersonal and Community Relations<br />
n Planning and Supervising<br />
n Applied Technical Knowledge<br />
n Analysis and Problem Solving<br />
n Decision Making/Judgment<br />
n Technical and Professional Knowledge<br />
n Oral Communication<br />
n Written Communication<br />
n Interpersonal Effectiveness/Influencing<br />
n Analysis and Problem Solving<br />
n Decision Making/Judgment<br />
n Oral Communication<br />
n Written Communication<br />
n Interpersonal Effectiveness/Leading<br />
n Planning, Coordinating, and Resource<br />
<strong>Management</strong><br />
Next Step: Please visit bit.ly/psacs to submit a PSACS inquiry, after<br />
which point an IPMA-HR staff member will contact you with more information.<br />
Assessment Center Educational Materials—$249.00<br />
The Assessment Center Educational Materials (ACEM) contains everything<br />
you need to know about administering and scoring an assessment center<br />
process. If your agency would like to learn more about how to run an<br />
assessment center, but does not need the exercises that are included in<br />
the PSACS described above, the ACEM is what you have been looking for.<br />
NEW<br />
REDUCED<br />
PRICE!<br />
The ACEM Administration<br />
Manual includes:<br />
n Assessment center overview<br />
and model<br />
n Content validation guidelines<br />
n Sample project management plan<br />
n Sample assessment center<br />
schedules<br />
n Strategies for compiling scores<br />
and establishing eligibility lists<br />
n Candidate feedback suggestions<br />
n Test monitor preparation<br />
The following manuals<br />
are also included:<br />
n Assessor Trainer Guidelines and<br />
Assessor Training Manual<br />
n Candidate Orientation Trainer<br />
Guidelines and Candidate<br />
Orientation Manual<br />
n CD w/ Assessor Training and<br />
Candidate Orientation PowerPoint<br />
Presentations & Word documents<br />
containing sample support<br />
materials (e.g., forms, schedules,<br />
feedback report, etc.).<br />
11
Customized Test Service<br />
For Captain/Major/<br />
Deputy Chief/Chief and Other Ranks<br />
Do you need something that’s a little different from our off-the-shelf tests?<br />
Something that’s customized to fit your needs? Look no further than IPMA-<br />
HR’s Customized Test Service, Semi-stock Test Service and Item Writing<br />
Service. We have you covered. Customization allows agencies to assess the<br />
competencies promotional candidates need in order to achieve effective<br />
performance at different ranks within their specific public safety departments.<br />
Semi-Stock Test<br />
Service:<br />
Agencies can customize an<br />
IPMA-HR stock test to create<br />
a semi-stock test. A semistock<br />
test is a unique blend of<br />
questions that appear in<br />
IPMA-HR’s promotional stock<br />
tests and questions that you<br />
can add from another source<br />
(IPMA-HR item bank or Item<br />
Writing Service).<br />
Questions<br />
from<br />
IPMA-HR<br />
Stock Test<br />
Questions<br />
from Item<br />
Bank<br />
Semi-<br />
Stock<br />
Tests<br />
Questions<br />
from Item<br />
Writing<br />
Service<br />
Customized Test Service:<br />
Agencies can create customized tests for upper-level positions in order to<br />
meet their individual needs. Questions from our Item Bank are used to create<br />
the test, with the option to use questions from our Item Writing Service.<br />
Questions<br />
your Agency<br />
has Written<br />
Questions<br />
from our<br />
Item Bank<br />
Customized<br />
Tests<br />
Questions<br />
from Item<br />
Writing<br />
Service<br />
Questions<br />
from Item<br />
Writing<br />
Service<br />
12
Item Bank:<br />
IPMA-HR’s item bank is<br />
filled with public safety<br />
questions from many<br />
technical, supervisory<br />
and administrative<br />
content areas.<br />
Item Writing Service:<br />
Agencies can use their own texts,<br />
departmental policies, and standard operating<br />
procedures from which our professional item<br />
writers can create up to 25 new questions for<br />
inclusion on your customized or semi-stock<br />
test or to add to your own in-house test.<br />
“The quality of your test products and the service you provide is outstanding.<br />
I use only IPMA-HR for police testing. Thank you – I never worry with<br />
IPMA-HR!”<br />
- Leslie Moss, City of Moscow, ID<br />
General Customized Test Information:<br />
n Knowledge Areas that are available for your test are listed in the<br />
customization packet so that you can identify the content you need.<br />
n Source Material consists of highly regarded textbooks in the field. From a<br />
list we provide, you choose which books we will use to develop your test.<br />
n Preliminary Draft is available with extra questions, so you can select the<br />
most appropriate questions for your test.<br />
n Reading List for candidate study purposes is provided early in the<br />
customization process so you can allow your candidates 60‐90 days of<br />
study time.<br />
TO GET STARTED<br />
Please contact Assessment Services for your<br />
FREE Semi-Stock or Customized Test Packet.<br />
13
Publications<br />
We offer a number of Publications to help you<br />
with your Assessment Process, including:<br />
Entry-Level Candidate Study Guide<br />
Agency Rate $15<br />
Candidates may purchase an individual study guide direct from IPMA-HR at a<br />
slightly increased price — Go to PublicSafetyCompass.com<br />
IPMA-HR offers one study guide for all of our entry-level police officer tests.<br />
This study guide is designed to help candidates prepare to take IPMA-HR's<br />
entry-level tests. The goal of this study guide is to:<br />
n Answer frequently asked questions about the test forms.<br />
n Describe the content areas that are assessed by the different tests, review<br />
the different types of questions candidates will see when taking either test<br />
form, and present sample questions for each content area.<br />
n Share basic test-taking tips that may help improve candidates’ overall test<br />
performance.<br />
n Provide candidates with a practice test and answer sheets.<br />
n Explain the answers to the practice test questions.<br />
“Thanks for helping me get through another testing and hiring process.<br />
Your customer service and products are top-notch!”<br />
- Allyson Griffie, Mercy Flights, Inc., Medford, OR<br />
FREE Publications for<br />
TSA Signers:<br />
n Considerations in Addressing<br />
Adverse Impact<br />
n Considerations in Handling Item<br />
Challenges<br />
n Considerations in Implementing<br />
Selection Procedures<br />
n Considerations in Test<br />
Accommodations<br />
n Test Administration Handbook<br />
n Test Day Administration Guide<br />
If you would like to see all the<br />
Publications we offer or to<br />
request one, please visit us at<br />
ipma.org/assessment/<br />
publications or scan<br />
this QR code.<br />
14
NEXT STEP: Visit ipma-hr.org/assessment or call<br />
800-381-8378.<br />
1. Submit (or update) your Test Security Agreement.<br />
2. Request FREE inspection copies, tech reports, & response data reports for<br />
any tests you are interested in.<br />
3. Review said materials with your assessment personnel.<br />
4. Select a test.<br />
5. Decide on test date, quantity, and method of scoring.<br />
If choosing a promotional test, request the reading list and distribute it to<br />
candidates 60-90 days prior to test date.<br />
6. Order online or by calling 800-381-8378 (please order at least 2 weeks in<br />
advance to avoid rush fees)<br />
DID YOU KNOW?<br />
IPMA-HR offers many more Assessment Products including:<br />
n Fire Entry-Level & Promotional Tests<br />
n Correctional Entry-Level & First-Line Supervisor Tests<br />
n Emergency Communications Center Entry-Level and First-Line<br />
Supervisor Tests<br />
n Non-Public Safety Administrative Support Module Series & Generic First-<br />
Line Supervisor Tests<br />
Entry-Level<br />
PO-EL 100 TIP Series<br />
PO-EL 200-NC TIP Series<br />
PO-EL 300 VID Series<br />
Supplemental<br />
PO-BDQ 201-NC<br />
PO-RCE 100 VID Series<br />
Promotional<br />
PDET 101<br />
PSUP 300 Series<br />
PL 301<br />
PSACS<br />
Services<br />
Customized Tests<br />
Semi-Stock Tests<br />
Item Writing Service<br />
$15/per test<br />
$15/per test<br />
$15/per test<br />
$6/per test<br />
$7.50/per test<br />
$15/per test<br />
$15/per test<br />
$15/per test<br />
See Website<br />
For a full Catalog of<br />
Test Products visit<br />
http://www.ipmahr.org/assessment/tests<br />
$10/question (75 question minimum)<br />
+ $300 labor fee<br />
$20/booklet (75 question minimum)<br />
+ $300 labor fee<br />
$58/question (25 question maximum)<br />
+ $300 labor fee<br />
Administration fee of $90 (per test title) applies to entry-level,<br />
supplemental, and promotional test orders. Fee is waived for<br />
supplemental tests if ordered with an entry‐level test.<br />
15
Phone: (800) 381-TEST (8378)<br />
Fax: (703) 684-0948<br />
Email: assessment@ipma-hr.org<br />
www.ipma-hr.org/assessment<br />
1617 Duke Street • Alexandria, VA 22314<br />
Discover IPMA-HR! The public safety testing resource that stands out from the<br />
crowd and meets the demands of the day. We strive to use innovative techniques<br />
and new technology when developing our tests. Our public safety testing<br />
service offers stock, semi-stock and customized tests to meet your every need.<br />
Customer service is a prime concern for IPMA-HR so a customer satisfaction<br />
survey is sent with every order. We have a 99% satisfaction rating from our<br />
customers and for good reason. We deliver!<br />
n Great customer service<br />
n Competitive pricing<br />
n Continual test updates and ongoing<br />
validation to keep all products current<br />
n Experienced test developers<br />
n Continued growth in our product line<br />
based on customer input<br />
Don't just take our word for it ... ask our customers ... our entry-level and<br />
promotional police, fire, corrections, ECC and administrative support tests are<br />
used by more than 900 state and local governments who administer our tests<br />
to assess over 70,000 candidates per year and do so because we meet their<br />
needs. Give us a call or visit our website to see if we can meet yours!