Use the Maintenance Planner Test to assess journey-level candidates for a thorough knowledge of workflow processes, troubleshooting, and planning techniques.   Before you invest the time and money to train a new employee, test your applicants for skills like:

• Electrical
• Mechanical
• Print Reading
• Computer and CMMS
• Planning

This test provides the answers you need to make informed decisions.

Want more information about this test?  Get it now.  Please REQUEST MORE INFO and we’ll reply promptly.

Not the perfect fit?  No problem.  We have many similar tests to choose from.  See alternatives in the INDUSTRIAL & MECHANICAL SKILLS category section of our site.

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Assesses: Project Planning
Skill Level: Journey-Level
Test Format: 60 Items, Multiple-choice
Language: English

Available in Paper and Online

Matching the right resources to complete the tasks required for continuous operation is more important now than ever before. Use the newly developed Maintenance Planner Test to ensure you hire the person who can best accomplish that for you. This test, developed in November 2012 assesses the knowledge of prospective Maintenance Planners.

Maintenance Planners face the daily task of helping the maintenance department at their facility work efficiently and effectively. They must not only have the skills required to maintain the equipment using safe working practices, but must also have thorough knowledge of workflow processes, troubleshooting, and planning techniques.

To develop this test, we researched Maintenance Planner job descriptions and training programs across the country. Maintenance Planner Test is intended for use in selecting individuals who will be planning and coordinating maintenance projects.

Content Areas

• Electrical
• Mechanical
• Print Reading
• Computer and CMMS
• Planning
• Safety

 

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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