Electron Test

The Electron Test screens manufacturing or processing maintenance applicants for knowledge of AC/DC theory, schematics and print reading, digital and analog electronics and test instruments.

What It’s Best Used For

• Advanced Maintenance Selection: Screening new job seekers targeting electrical and electronic repair positions in complex factory floor or automated processing environments.
• Auditing Digital and Analog Mastery: Vetting an applicant’s functional mastery over electronic circuitry, digital logic systems, analog components, and operational test instruments.
• Testing Computer and PLC Literacy: Measuring a candidate’s baseline technical proficiency with industrial computers and Programmable Logic Controllers (PLCs).
• Assessing Distribution and Supply Safety: Checking a technician’s grasp of power supplies, regulators, electronic equipment rules, and power distribution grids.
• Verifying Blueprint Foundations: Benchmarking a candidate’s core understanding of basic AC/DC theory alongside their immediate capacity to read schematic layouts and prints.
• Legally Defensible Screening: Implementing a validated test framework built to help major companies, union plants, or teams under federal contracts establish fair, compliant cutting scores in line with EEOC guidelines.

The Electron Test can be used to help select manufacturing or processing maintenance candidates who have knowledge in the following areas:

• • AC/DC theory
• Schematics and print reading
• Digital and analog electronics
• Power supplies
• Motors, regulators, electronic equipment and power distribution
• Test instruments
• Computers and PLC

The knowledge areas measured by this test are presented in the manual. The test contains 60 items in a multiple-choice format. Electronics applicant norms are provided.

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 Electron Test 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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