Electronics & Instrument Technician

The Electronics & Instrument Technician test screens industrial maintenance applicants for knowledge of AC/DC theory, schematics, installation, PLC and DCS, power distribution and test instruments.

Skill Level: Journey-level
Test Format: 100 Items, Multiple-choice
Language: English

Description

A 100-item test for use in selecting electronics and instrumentation technicians who have knowledge in the following areas: digital and analog electronics; electrical print reading, schematics and logic; process control; AC/DC theory; test instruments; mechanical; computers, PLC and DCS; power distribution; construction and installation; and motors.

What It’s Best used For

• Journey-Level Technician Selection: Screening external job seekers or benchmarking existing employees for upper-tier electronics and instrumentation maintenance roles.
• Vetting Hardware & Logic Systems: Evaluating a candidate’s operational understanding of digital and analog electronics, electrical print reading, schematics, and logic workflows.
• Auditing Automation & Network Controls: Checking an applicant’s technical proficiency with computers, Programmable Logic Controllers (PLCs), Distributed Control Systems (DCS), and general process control.
• Assessing Power Distribution & Infrastructure: Testing a technician’s baseline safety knowledge regarding power supplies, regulators, high-voltage distribution networks, construction, and physical installation layouts.
• Measuring Heavy Machinery & Core Theory: Benchmarking an individual’s grasp of basic AC/DC theory, motors, general electrical maintenance, mechanical principles, and test instruments.
• Legally Defensible Screening: Implementing a validated test framework built to help large companies, unionized plants, or organizations operating under federal contracts establish fair, compliant cutting scores in line with EEOC guidelines.

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 Electronics & Instrument Technician 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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