Use the MultiCraft Diagnostic Test for selecting candidates with multi-craft knowledge in 16 areas.   Before you invest the time and money to train a new employee, test your applicants for skills like:

• Fabrication
• Electrical Applications
• Motors and Controls
• Process Control and Sensors
• Test Instruments
• PLC and Networking

This test provides the answers you need to make informed decisions.

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Assesses: MultiCraft Knowledge
Skill Level: Journey-Level
Test Format: 128 Items, Multiple-choice
Language: English

Available in Paper and Online

A new comprehensive diagnostic test, the MultiCraft Diagnostic Test covers 16 categories to better gauge the knowledge and abilities of your incumbent workforce. Save time and money by using this test to quickly and effectively find areas of weakness in your workforce. You can also use this test to help tailor your training programs to be as efficient as possible.

Content Areas

• Prints and Schematics
• Power Transmission
• Lubrication
• Hydraulics
• Pneumatics
• Pumps and Piping
• Building Maintenance
• Hand and Power Tools
• Fabrication
• Electrical Applications
• Motors and Controls
• Process Control and Sensors
• Test Instruments
• PLC and Networking
• Electronics and Instrumentation
• Electrical Facilities Maintenance

The MultiCraft Diagnostic Test Forms A and B were developed in 2017 as a solution for companies looking to diagnose training weaknesses within their organizations. They were devised based on data from the Maintest, which has been taken by more than 17,000 applicants and employed workers. Three psychologists and an electrical engineer reviewed the original and updated forms of Maintest. They then combined categories of 11 mechanical areas and 10 electrical areas.

The MultiCraft Diagnostic Test consists of 16 categories, each with 8 questions. Questions were chosen based upon difficulty, point biserial correlation, and relevance to the category, as well as currency. MultiCraft Diagnostic Test Form A was reviewed in April of 2021, at which time 2 questions were replaced and 2 questions were edited. The resulting test was renamed Form A2.

The tests are intended for use with incumbents as a training diagnostic tool for jobs where practical mechanical and electrical knowledge and skill are necessary parts of maintenance job activities.

Job analysis activities conducted during development of this test revealed that applicable titles are Maintenance Mechanic (any industry) and Electrician, Maintenance (any industry) as defined in the Dictionary of Occupational Titles (U.S. Department of Labor, 1991). The corresponding title on O*Net Online (National Center for O*NET Development, 2017) is Industry Machinery Mechanics.

Knowledge Areas Covered

A. Prints and Schematics
1. Electrical Schematics 2. Mechanical drawings 3. Assembly drawings	4. Electrical symbols 5. Relay logic 6. Solid state logic	7. Piping Diagrams 8. Pneumatic/Hydraulic
B. Power Transmission
1. Bearings 2. Gears 3. Belt drives 4. Chains & sprockets	5. Clutches, cams & couplings 6. Speed changers (reducers) 7. Cables & sheaves 8. Alignment	9. Motors 10. Brakes 11. Conveyors 12. Timing Components
C. Lubrication
1. Oils 2. Grease 3. Dry lubricants	4. Principles 5. Applications 6. Properties	7. Viscosity 8. Automatic Systems
D. Hydraulics
1. Pumps 2. Valves 3. Pressure regulation	4. Fluids 5. Filters 6. Hydraulic actuators	7. Seals
E. Pneumatics
1. Air supply systems 2. Regulation & control 3. Valves	4. Cylinders 5. Motors (air) 6. Air compressors	7. Air dryers 8. Air lubricators 9. System maintenance
F. Pumps & Piping
1. Pump Types 2. Seals 3. Alignment 4. Pressure	5. Piping Types a. Non-metallic b. Metallic 6. Accessories	7. Tubing, hoses & fittings 8. Specialized valves 9. Strainers, filters & traps
G. Building Maintenance
1. Rigging 2. Scaffolds and ladders 3. Cranes & hoists 4. Levers, jacks & screws	5. Combustion 6. Furnaces, boilers & heating systems 7. HVAC	8. Plumbing 9. Basic carpentry
H. Hand & Power Tools
1. Measurement Tools (Precision) 2. Power tools	3. Grinding Tools 4. Saws	5. Drills 6. Hardware (fasteners)
I. Fabrication
1. MIG/TIG Welding 2. Electrodes 3. Brazing & gas welding 4. Cutting	5. Burning 6. Machine Tools 7. Presses	8. Pipe cutting/threading machines 9. Lathes 10. Mill
J. Electrical Applications
1. Ohm’s law 2. Simple circuits 3. Current calculation	4. Resistance calculation 5. Inductance 6. Capacitance	7. Power distribution 8. Power supplies 9. Arc flash
K. Motors & Controls
1. DC 2. AC 3. Control Circuits	4. VFDs 5. Drives 6. Servos	7. Relays
L. Process Control & Sensors
1. Temperature 2. Pressure 3. Level 4. Proportional Integral Derivatives	5. Final elements 6. Actuators 7. Weigh Systems 8. Calibration 9. Density	10. Flow 11. Proximity 12. Vision
M. Test Instruments
1. Megger 2. Voltmeter 3. Ammeter	4. Multimeter 5. Infrared 6. Ultrasonic	7. Vibration analysis 8. Troubleshooting using Instruments
N. PLC & Networking
1. Symbols 2. Registers 3. Addressing	4. Input/output 5. Ladder Logic 6. Relays	7. Peripheral Equipment 8. Basic Programming
O. Electronics & Instrumentation
1. Digital/Analog Electronics 2. Encoders/Decoders 3. Converters	4. SCR 5. Transducers 6. Automation	7. Robotics
P. Electrical Facilities Maintenance
1. Construction, Installation, and Repair 2. Wiring 3. Cabling	4. Layout/fabrication 5. Conduit6. Panels	7. Lighting Systems 8. Safety Systems

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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