Industrial Electrician Test

The Industrial Electrician Test is a technical skills assessment designed to evaluate an individual’s electrical knowledge and diagnostic capabilities in an industrial setting. Tailored for an above journey-level (C level) skill bracket, the test skips component-level electronics (like microchips or individual transistors) and focuses entirely on the troubleshooting, installation, and maintenance of user-serviceable industrial systems. The test consists of 60 multiple-choice questions, takes under an hour to complete, and can be administered online or in a traditional paper format.

Assesses: Electrical knowledge and skill
Skill Level: Above journey-level (C level)
Test Format: 60 Items, Multiple-choice
Language: English

The Industrial Electrician test focuses more heavily on diagnostics and troubleshooting in the industrial setting than the ElecTest does.  As a result, this test omits areas addressing component or sub-component level electronics, such as individual transistors, logic gates, or single-function chips. Instead, it focuses on troubleshooting of user-serviceable components and on proper installation and maintenance. Motors and industrial automation are other vital aspects, and are addressed in their own categories.

Content Areas

• Motors and Controls
• Schematics and Print Reading
• Computers, PLCs, and Automation
• AC/DC Theory and Test Instruments
• Process Control and Sensors
• Installation, Repair, and Power Distribution

What It’s Best Used For

• Vetting advanced industrial electricians: Screening external applicants or validating existing staff for highly technical positions that require practical electrical mastery.
• Evaluating system troubleshooting skills: Testing a candidate’s logical ability to diagnose, isolate, and repair faults in industrial equipment rather than micro-electronic circuits.
• Measuring automation and PLC literacy: Assessing an operator’s technical knowledge regarding computers, Programmable Logic Controllers (PLCs), automation systems, sensors, and process control systems.
• Verifying schematic and print reading competence: Ensuring that an incoming technician can safely and accurately interpret industrial electrical blueprints, technical drawings, and schematics.
• Assessing power distribution and motor systems: Evaluating knowledge related to AC/DC theory, electrical test instruments, heavy motors, controls, and general power distribution.
• Informing corporate promotional tracks: Providing management teams with data-backed insights to guide employee advancement or determine targeted safety and equipment training programs.

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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