Instrument Technician (Chemical) Test

The Instrument Technician (Chemical) Test is a technical skills assessment designed to evaluate an individual’s knowledge and proficiency regarding the installation, maintenance, and repair of instrumentation systems used in chemical processing environments. This focused, 60-item paper-and-pencil exam takes less than 30 minutes to complete and can be scored by hand or through an online report link. Rather than evaluating general personality traits, it isolates a technician’s specific mastery over industrial electrical systems, automated controllers, and chemical system dynamics before an employer commits onboarding or training resources.

This 60 item paper and pencil test is designed to test knowledge and skill in the instrument technician area, specifically for chemical.

What It’s Best Used For

• Vetting specialized plant technicians: Screening incoming job seekers or testing current personnel for roles like chemical plant instrument technicians, process control specialists, and industrial maintenance mechanics.
• Evaluating process control systems knowledge: Testing a candidate’s grasp of automated instrumentation loops, hardware calibration, and standard process controls.
• Verifying electronics and electrical print literacy: Ensuring an applicant can accurately read technical wiring schematics and understands digital, analog, and power supply frameworks.
• Measuring core electrical and physical theory: Assessing an operator’s fundamental knowledge of basic AC/DC theory, industrial mathematics, and mechanical principles.
• Assessing automation and PLC troubleshooting capabilities: Reviewing a technician’s familiarity with plant computers, automated networks, hardware test instruments, and Programmable Logic Controllers (PLCs).
• Checking industry-specific process knowledge: Validating that the candidate understands the unique physical variables, machinery layouts, and chemical processes relevant to refinery or plant operations.

Categories tested include:

• Mathematics
• Digital & Analog Electronics
• Schematics & Electrical Print Reading
• Process Control
• Power Supplies
• Basic AC/DC Theory
• Test Instruments
• Mechanical
• Computers and PLC
• Chemical Processes

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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