Job Safety Test

The Job Safety Test is an apprentice-level technical assessment designed to evaluate an applicant’s foundational knowledge of workplace safety across industrial environments. This focused 50-question multiple-choice exam takes less than 30 minutes to complete and can be administered either online (with automated scoring) or on paper (scored by hand). Rather than measuring personality traits, it tests practical awareness of hazard prevention, tool handling, and secure equipment operations before a company invests onboarding or training resources.

Summary of the Job Safety Test:

Assesses: Job Safety
Skill Level: Apprentice
Test Format: 50 Items, Multiple-choice
Language: English
Format: Paper/Online

What It’s Best Used For

• Vetting entry-level industrial trades: Screening incoming job applicants or new apprentices for positions in manufacturing, construction, heavy equipment operation, or plant maintenance.
• Evaluating climbing and height protocols: Testing an applicant’s understanding of secure ladder and scaffold usage, climbing techniques, and safety equipment construction.
• Assessing heavy rigging safety: Verifying a candidate’s grasp of hitches, hoist placement, guidelines, troubleshooting, and rigging equipment positioning.
• Measuring machine and tool operation awareness: Reviewing crucial compliance concepts such as Lockout/Tagout (LOTO), machine guards, and the safe usage of pneumatic gear, grinders, and hand/power tools.
• Verifying basic electrical safety habits: Ensuring workers understand the risks associated with live electrical components, grounding, battery storage, switches, and disconnect devices.
• Checking general workplace hazard literacy: Confirming baseline familiarity with chemical handling, fire safety, Personal Protective Equipment (PPE), confined spaces, and excavation boundaries.

Measures the following:

A. Climbing Safety
1. Scaffold Construction
2. Scaffold Usage
3. Ladder Usage
4. Climbing Safety Equipment
5. Climbing Technique

B. Rigging Safety
1. Rigging Equipment Usage
2. Troubleshooting
3. Positioning
4. Hoist Placement
5. Guide Lines
6. Hitches

C. Machine Safety
1. Lockout/Tagout
2. Pneumatic Equipment
3. Flywheels
4. Machine Guards
5. Power Tool Safety
6. Hand Tool Safety
7. Grinder Safety

D. Electrical Safety
1. Live Electrical Equipment
2. Disconnect Devices
3. Electrical Switches
4. Batteries
5. Wire Safety
6. Grounding

E. Industrial Safety
1. Chemical Safety
2. Hazardous Materials
3. Protective Equipment
4. Fire Safety
5. Batteries
6. Confined Spaces
7. Excavation Safety

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 Job Safety Test 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.

© Ramsay Corporation