Arithmetic Tests (Battery)

Avoid hiring people whose arithmetic skills are insufficient for the work you intend to have them doing using the Arithmetic Tests (Battery), a set of 5 individual assessments!

What It’s Best Used For

This battery is best utilized during the initial screening phase for clerical, administrative, or industrial entry-level positions where day-to-day numerical accuracy is essential.

• Matching the Right Test to the Job: With five versions available, employers can pick the ideal match—ranging from the simple Arithmetic 2 (addition, subtraction, multiplication, and division) to the advanced Form MCY, which adds fractions, formulas, and chart reading.
• Preventing Operational Errors: It effectively flags applicants who lack the baseline numerical skills required for the job, helping you avoid costly bookkeeping or data errors before making a hire.
• Bypassing Language Barriers: The library includes Arithmetic Form A, a paper-based Spanish language variant, allowing managers to vet core computational skills fairly across diverse applicant pools.
• Flexible Corporate Scoring: Form CO-AR and Form MCY offer quick online scoring reports that seamlessly integrate into high-volume applicant screening workflows.

Arithmetic – Form CO-AR (Paper & Online)

This test was developed to evaluate the ability to perform basic computations at various levels of difficulty.

Assesses: Basic arithmetic
Skill Level: Entry-Level
Test Format: 24 Items, Multiple-choice
Language: English

Content Areas

• Addition
• Subtraction
• Multiplication and division of whole numbers and decimals
• Calculating Percentages
• Solve simple formulas
• Read tables and charts

Arithmetic 2 – (Paper Only)

This test was developed to evaluate the ability to perform basic computations at various levels of difficulty.

Assesses: Basic arithmetic
Skill Level: Entry-Level
Test Format: 24 Items, Multiple-choice
Language: English

Content Areas

• Addition
• Subtraction
• Multiplication and division of whole numbers and decimals

Arithmetic – Form MCY (Paper & Online)

Assesses: Basic arithmetic
Skill Level: Entry-Level
Test Format: 40 Items, Multiple-choice
Language: English

This test was developed to evaluate the ability to perform basic computations at various levels of difficulty including:

1. Level I: Addition, subtraction, multiplication & division of whole numbers
2. Level II: Addition, subtraction, multiplication & division of decimals
3. Level III: Addition, subtraction, multiplication, & division of fractions
4. Level IV: Percentages, simple formulas, reading tables and charts

Content Areas

• Addition
• Subtraction
• Multiplication
• Division
• Whole numbers
• Decimals
• Fractions
• Percentages
• Simple formulas
• Reading tables and charts

Arithmetic Form A – (Paper Only & Spanish)

This test was developed to evaluate the ability to perform basic computations at various levels of difficulty.

Assesses: Basic arithmetic
Skill Level: Entry-Level
Test Format: 24 Items, Fill-In-The-Blank
Language: English

Content Areas

• Addition
• Subtraction
• Multiplication and division of whole numbers and decimals

Office Arithmetic – (Paper Only)

This test was developed to evaluate the ability to perform basic computations at various levels of difficulty.

Assesses: Addition, subtraction, multiplication, and division of whole numbers & decimals and percentages, simple formulas, reading tables and charts
Skill Level: Entry-Level
Test Format: 40 Items, Fill-In-The-Blank
Language: English

Content Areas

• Addition, subtraction, multiplication & division of whole numbers
• Addition, subtraction, multiplication & division of decimals
• Percentages, simple formulas, reading tables and charts

 

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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