InstrumenTest (Refinery)

The InstrumenTest (Refinery) is a pre-employment technical skills assessment used by industrial employers to select qualified instrument technician candidates for refinery and processing operations. This focused 60-question multiple-choice exam evaluates an individual’s practical knowledge across critical maintenance and automation competencies. It can be administered online or on paper, taking less than 30 minutes to complete to give hiring teams objective metrics before investing time and budget into candidate training.

The InstrumenTest (Refinery) is for use in selecting instrument technicians and contains 60 items in a multiple-choice format.

What It’s Best Used For

• Selecting instrument technicians: Vetting incoming job applicants to ensure they possess localized refinery system expertise.
• Evaluating process control comprehension: Verifying a candidate’s practical grasp of automated loops and instrumentation monitoring.
• Testing schematic literacy: Checking an applicant’s baseline ability to accurately read and interpret complex electrical blueprints and industrial print drawings.
• Measuring hardware and tool mastery: Assessing functional knowledge of mechanical tools, power tools, diagnostic test instruments, and Programmable Logic Controllers (PLCs).
• Verifying foundational electronics theory: Reviewing an operator’s understanding of basic AC/DC currents, math, analog/digital circuits, and power supplies.
• Informing internal promotional tracks: Auditing current facility staff to guide smart employee advancement and specify targeted workforce training initiatives.

InstrumenTest (Refinery) test categories tested include:

• Mathematics & Basic AC/DC Theory
• Analog & Digital Electronics and Power Supplies
• Schematics and Elec. Print Reading
• Process Control
• Test Instruments
• Mechanical and Hand & Power Tools and Computers & PLC

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 of the InstrumenTest (Refinery) 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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