Injection Molding Mechanic Test

The Injection Molding Mechanic Test is a journey-level technical skills assessment designed to evaluate an individual’s knowledge regarding the repair, setup, and maintenance of injection molding machinery. This focused exam consists of 109 multiple-choice questions and takes less than 30 minutes to complete. It can be administered either online (with automatic report generation) or in a physical paper format that is scored by hand.

Assesses: Maintenance and repair of injection molding equipment
Skill Level: Journey-Level
Test Format: 109 Items, Multiple-choice
Language: English

Available Paper and Online

The Injection Molding Mechanic Test was designed in 2006 to measure knowledge and skill of the repair and maintenance of injection molding equipment.

Content Areas

• Electrical
• Hydraulics
• Pneumatics
• Schematics and Print Reading
• Computers and PLC
• Power Transmission
• Electrical Troubleshooting

What It’s Best Used For

• Vetting plastics manufacturing mechanics: Screening external job applicants to ensure they possess the necessary mechanical and technical baseline before extending a formal offer.
• Evaluating system troubleshooting capabilities: Testing a technician’s logical competency to safely diagnose and isolate faults in complex industrial electrical and power transmission systems.
• Measuring automation and control literacy: Checking an operator’s technical knowledge regarding computers, automated controllers, and Programmable Logic Controllers (PLCs) unique to plastics production machinery.
• Verifying fluid power and air systems knowledge: Assessing a candidate’s practical grasp of industrial hydraulics and pneumatics mechanics.
• Assessing print and blueprint reading skills: Ensuring incoming maintenance personnel can accurately interpret mechanical schematics and structural plant drawings.
• Informing internal workforce tracking: Providing plant managers with objective metrics to guide internal employee promotions or identify specific areas for targeted mechanical training.

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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