Facilities Maintenance Technician

Use the Facilities Maintenance Technician to determine an individual’s general building maintenance, HVAC, plumbing and electrical skills.

FORMAT: 60 items, Multiple-choice
ASSESSES: Facilities maintenance knowledge
SKILL LEVEL: Journey-level
LANGUAGE: English

The Facilities Maintenance Technician Test was developed in 2020 as the result of requests from customers looking for an alternative to our BldgTest for use in manufacturing and processing plants.

What It’s Best Used For

• Vetting Journey-Level Technicians: Screening incoming external job applicants to ensure they possess the well-rounded technical skill set needed to maintain industrial facilities.
• Auditing HVAC & Auxiliary Systems: Evaluating a candidate’s functional understanding of heating, ventilation, air conditioning, and supporting plant infrastructure.
• Testing Electrical & Mechanical Mastery: Measuring a worker’s troubleshooting grasp of industrial electrical wiring, basic circuitry, and mechanical machinery principles.
• Assessing Blueprint Reading Skills: Checking an operator’s capability to accurately read, interpret, and apply information from facility prints and technical drawings.
• Measuring Plumbing & Piping Competency: Verifying an applicant’s foundational familiarity with facility piping setups, fluid systems, and plumbing fixtures.
• Ensuring Legally Defensible Hiring: Providing large firms, federal contractors, or unionized operations with a validated, job-related assessment that complies with EEOC Uniform Guidelines.

Sample Question

Box wrenches are safer than open-end wrenches because they are

A. larger.
B. smaller.
C. less likely to slip off.
D. more likely to produce leverage.

Categories tested include

• General Building Maintenance
• Prints & Drawings
• HVAC & Auxiliary Systems
• Plumbing & Piping
• Mechanical
• Electrical

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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