Drafter (CAD Operator)

Hire the right person with the Drafter (CAD Operator) test and identify people with print reading and CAD knowledge.

Use this paper-and-pencil assessment, designed in conjunction with CAD professionals, to simplify your search for new employees. Armed with the results of CAD knowledge, you’ll be sure to choose the best candidate for your CAD operator position.

What It’s Best Used For

• Pre-Employment Screening: Vetting incoming external job seekers to ensure they possess the baseline operational skills required for a CAD Operator position.
• Verifying Shop Drawing Capabilities: Testing a candidate’s practical ability to produce a coherent set of shop drawings using engineering calculations, automated routines, and existing design details.
• Assessing Print Reading Precision: Evaluating an applicant’s proficiency in reading and coordinating structural or architectural drawings with technical math.
• Auditing Quality Control Skills: Checking whether a candidate can successfully identify design discrepancies between engineering calculations and architectural layouts.
• Screening for Senior Drafting Roles: Identifying advanced professionals who have the communication skills to work with customers or the leadership traits to provide guidance to junior drafters.
• Legally Defensible Selection Programs: Utilizing a structured, job-related assessment that can undergo custom validation studies to help larger or federally contracted companies comply with EEOC Uniform Guidelines.

Categories Tested

• Print Reading
• Computer Aided Design

The Drafter (CAD Operator) test contains 30 items in a multiple-choice format and requires 30 minutes to administer.

DRAFTER (CAD OPERATOR) – KNOWLEDGE, SKILLS & ABILITIES

1. Produce a coherent set of shop drawings from engineering calculations provided by company engineers.

2. Read and coordinate architectural and structural drawings with engineering calculations.

3. Identify discrepancies between architectural and structural drawings and calculations.

4. Utilize existing details, drawings and automated routines in order to optimize drawing production.

5. Produce customized isometric drawings having a realistic look and feel.

6. Communicate with the customers during the development of shop drawings.

7. Provide guidance and direction to other Drafters as required.

8. Have the ability to remain current with technical and industry developments.

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.

© Ramsay Corporation