POLICE - International Personnel Management Association

IPMA-HR’s
POLICE
Assessment
Products
POLICE
2 0 1 2 – 2 0 1 3
1

Table of Contents
About Our Tests
Test Development ............................................................3
Entry-Level Tests..............................................................3
Promotional Tests ............................................................3
Entry-Level Tests ................................................................4
Supplemental Tests ............................................................6
Police Officer Structured Interview System ........................7
Test Development Discounts ..............................................7
Stock Promotional
Detective ..........................................................................8
Corporal/Sergeant............................................................8
Lieutenant ........................................................................9
Assessment Center
Sergeant ........................................................................10
Lieutenant ......................................................................10
Captain ..........................................................................10
Customized Tests
Captain/Major/Deputy Chief/Chief/Other ........................12
Publications
Entry-Level Police Officer Study Guide ............................14
FREE ..............................................................................14
Test Order Guide ..............................................................15
Non-Police IPMA-HR Assessment Products ....................15
Price List ............................................................................15
By becoming a Test Security
Agreement signer you get
access to:
n Free Test Technical Reports
n Free Test Inspection Copies
n Free Test Response Data
Reports
n Numerous FREE Publications
Becoming a TSA signer is
FREE—Just sign and
mail/fax/e-mail the TSA form
included with this catalog to
begin reviewing our products!
Visit our website for Help
Videos to assist in choosing
the right test.
We are in the midst of renaming
all our tests to a new naming
scheme. You may not find the
names you are used to in this
catalog. To see the whole list of
new vs. old test names please
visit www.ipma-hr.org/
assessment/tests/key

How Our Tests Are Developed
The test development process for our tests is documented
in each test’s technical report. The technical report and
inspection copy should be the first documents you review to
make an informed decision when choosing a test.
The basis for developing an IPMA-HR test begins with a job
analysis. Subject matter experts (SMEs) from departments across the country
complete job analysis questionnaires giving us ratings on how important
specific tasks are and how frequently they are performed. We also gather
ratings on which knowledge, skills, abilities, and personal characteristics
(KSAPs) are the most important for performing the tasks effectively. The SMEs
who complete the questionnaires include job incumbents and their supervisors.
Analyzing the data from the questionnaires gives us importance ratings for the
most important KSAPs needed to effectively perform the job. These ratings are
used as a blueprint to create test questions with high content relevance.
Entry-Level Tests
IPMA-HR has collected evidence
of criterion relevance/validity for all
of our multiple-choice entry-level
tests. Collecting evidence of
criterion relevance or criterionrelated
validity is demonstrated by
gathering test scores and job
performance data showing that
the test predicts important
elements of job performance.
What this means is that we first
give the test to incumbent police
officers, then we have their
supervisors evaluate their job
performance using a performance
evaluation form. Finally, we
conduct statistical analysis to
show that the test scores really do
predict job performance. An item
analysis is also performed on the
test data to assist in choosing the
best questions for the test.
Promotional Tests
When developing a multiplechoice
promotional test, IPMA-HR
collects further evidence of
content relevance by conducting a
SME review of the test questions.
Again, a SME is an individual who
is extremely knowledgeable about
the target job. Supervisory and
administrative-level employees are
used as SMEs for the question
review process for promotional
tests. SMEs are asked to rate the
importance of each question, its
clarity and its relevance to the job.
Important: Multiple-choice Promotional
tests are developed from highly regarded
police reference materials that are
compiled into a candidate reading list.
Candidates must receive this reading list
60 days or more prior to the exam in
order to prepare adequately.
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POLICE OFFICER
100 Series
Content Areas PO-EL 101 TIP 1 PO-EL 102 TIP 1
Ability to Learn and Apply
Police Information (TIP) 25 25
Ability to Observe and Remember
Details (TIP)/(VID) 12 12
Ability to Use Situational Judgment 20 20
{100 Series combines Situational
Ability to Problem Solve and Use Logic
Judgment & Problem Solving}
Reading Comprehension 8 8
Vocabulary 15 15
Ability to Follow Directions 20 20
Police Interest Questionnaire - NC X X
Format Paper Paper
Test Time Limit 1:45 1:45
TIP Time Limit 0:25 0:25
Number of Questions 100 100
Test Information Packet (TIP): Designed to assess candidates’ ability to
read, learn and apply information of the type they will be required to learn on the
job. TIPs are an essential, timed part of the tests they accompany. TIPs are
distributed just prior to handing out the test booklets. Candidates have 25 minutes
to read and review the information in the TIP. The TIP is then collected and the test
booklets are distributed. A certain percentage of the test questions relate to the
information in the TIP, in order to assess how well candidates are able to learn and
absorb the material. TIPs must be returned with all unused tests.
PO-EL 301 VID: This video test is a work sample test. Candidates first view a
roll call meeting and then answer questions about it. Then they watch scenarios in
which an emergency unfolds and they have to make a decision on how to best
handle the situation. The last part of the exam contains traditional multiple-choice
questions. Utilizing the videotaped scenarios may help to reduce the possibility of
adverse impact. All instructions as well as a countdown timer are included in the
video for ease of administration. (NOTE: updated form coming soon)
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200 Series 300 Series
PO-EL 201-NC TIP 2 PO-EL 202-NC TIP 2 PO-EL 203-NC TIP 2 PO-EL 301 VID
25 23 29 X
25 27 21 25
12 5 5 40
8 6 4 11
X 4 10 11
X 5 1 X
X X X 3
30 30 30 X
Paper Paper Paper Paper & Video
1:45 1:45 1:45 2:35
0:25 0:25 0:25 N/A
100 100 100 90
Non-Cognitive Ability (NC): The non-cognitive part of the 200 series is a
Police Interest Questionnaire, which assesses the candidates’ interest in police
service work. Inclusion of a non-cognitive component can give you a fuller
assessment of each candidate and assist in reducing adverse impact.
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- Parallel Form - Statistically equivalent in terms of raw score means, standard
deviations, error structures, and correlations with other measures for any given
population. Both tests can be used during the same recruitment, but agencies
should review the technical report to determine whether adjustments are
necessary.
2
- Comparable Form - These tests use different questions to measure the same
KSAPs for which statistical similarity has not been demonstrated. To increase
test security, Agencies may alternate between these tests during different
recruitments.
NOTE: A Candidate Study Guide is available for preparing candidates for Entry-
Level Police Tests. See page 14 for details.
NOTE: Each of these tests can be paired up with any of the Supplemental Tests
listed on the following page to assist agencies in getting a fuller picture of each
candidate’s abilities.
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Supplemental Police Officer Tests
Any of the Entry-Level Tests from the previous page
can be combined with either of the following:
Police Officer – Background Data Questionnaire
PO-BDQ 201-NC — 50 Items in 30 minutes
Measure your candidates’ non-cognitive
abilities. This biodata questionnaire assesses
candidates’ background and personal
characteristics that traditional ability tests are
not designed to assess.
This test shows a highly significant correlation
with police officer job performance with
virtually no adverse impact on minority group
candidates in the study group.
Since the PO-BDQ 201-NC measures qualities that are not assessed by a
standard cognitive ability test, it is required that this test be given in conjunction
with one of IPMA-HR’s entry-level police officer tests or a similar assessment tool.
Police Officer – Report Completion Exercise
PO-RCE 101 & 102 (VID) — 6 minutes for Video & 30 minutes for
Incident Report Form
The PO-RCE is a video-based
simulation exercise for entry-level
police officers and was designed
to assess skills related to
observation, listening, and written
communication. As candidates
watch the video, they are to take notes and assume they are the officer at the
incident occurring on the video. Instructions and a countdown clock are
presented in the video. Two video-based scenarios are available.
The test booklet includes an Incident Report Form to be completed by the
candidates. This form includes fields for names, addresses, etc. and a section
for a written summary of the incident that occurred in the video.
Departments choosing to administer the PO-RCE develop their own scoring
criteria using the scoring guidelines, sample evaluation rating scales, and rating
forms that are included in the test administration packet. Flexibility in scoring
gives departments the ability to customize the scoring to fit their needs.
NOTE: Unlimited use of PO-RCE video is available for a one-time fee of $500 for
one scenario and $750 for both scenarios. However, the Incident Report Form is
available for lease only and is not included with video purchase.
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Areas Assessed:
n Work History and Habits
n Physical Preparation
n Dealing with People
n Integrity
n Self-confidence
n And more!
Potential Uses:
n In combination with a written test
n As a hurdle following another test
n Training Academy Assessment

Coming in Summer/Fall 2012
Police Officer Structured Interview System
The Police Officer Structured Interview System (POSIS) is a structured oral
interview process that will include:
n Panel Member training materials, including a training manual and videos of
mock candidates to assist in training on scoring procedures.
n Structured oral interview questions that you choose to ensure they are
appropriate for your department.
n A structured, easy-to-use scoring system and rating sheets.
The POSIS has been proven effective, and was developed by a consultant with
over 30 years of experience researching and administering police officer
structured oral interviews.
Please contact IPMA-HR’s Assessment team for more information.
Would you like to get up to 35% off of your next
Test Order?
In an effort to keep our tests updated and current, IPMA-HR is continually
running Test Development Studies and we need your agency’s help in order
to make these studies a success. There are many benefits to participation
including increased test defensibility, substantial discounts on IPMA-HR
tests, and the satisfaction of knowing you are assisting the profession by
helping us create effective and fair tests for selection and promotion. Also,
ask about our new VIP Consortium!
NEW – Online Testing Coming Soon. Would you like your agency to be in
the pilot test? Contact the Research Associate at 703-535-5252 or e-mail at
testdevelopment@ipma‐hr.org
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Stock Promotional Tests
Detective
PDET 101 — 100 items in 2 hours 30 minutes
The PDET 101 was developed to
assist in promoting qualified
candidates to the detective
position and was designed to
assess critical abilities related to
the content areas described.
The PDET 101 Reading List
prepares candidates to take this
exam. The reading list is required
CONTENT AREAS
and candidates should receive the reading list 60 to 90 days prior to the test
day so they have adequate time to order and study the materials in the books.
New for Spring 2012
IPMA-HR is launching a Public Safety Job Posting website
PublicSafetyCompass.com — Visit today!
— Contact us with your job openings! —
ITEMS
Police Investigation Procedures 29
Laws Related to Police Work 37
Concepts for Writing and
Completing Reports, Records and
Paperwork 34
Corporal/Sergeant – Supervisory Level
PSUP 301, 302, 303 — 100 Items in 2 hours 30 minutes
The PSUP series of promotional
tests are suitable for the
supervisory level (Corporal or
Sergeant) and were designed to
assess critical abilities related to
the content areas described.
CONTENT AREAS
Laws Related to Police Work
Police Field Operations
Investigative Procedures
ITEMS
24
24
15
The PSUP Reading List prepares
candidates to take this exam.
The reading list is required and
candidates should receive the
reading list 60 to 90 days prior
Supervisory Practices 27
Reports, Records, and
Paperwork 10
to test administration so they have adequate time to order and study the
materials in the books.
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Lieutenant – Command Level
PL 301 — 100 Items in 2 hours 30 minutes
CONTENT AREAS
ITEMS
Police Procedures: Patrol
and Investigation 24
Laws Related to Police Work 27
The PL 301 is a promotional test
suitable for the command level
(Lieutenant) position and was
designed to assess critical
abilities related to the content
areas described.
Concepts of Supervision
Concepts of Administration
25
24
The PL 301 Reading List
prepares candidates to take this
exam. The reading list is
required and candidates should receive the reading list 60 to 90 days
prior to test administration so they have adequate time to order and study
the materials in the books
“As repeat customers – I have always been pleased with IPMA-HR’s services.
From ordering to returning & billing. It’s been a great working relationship.
Thank You.”
- Cathy Lame Bull, Columbia River Inter-Tribal Fisheries Enforcement,
Hood River, OR
DID YOU KNOW?
IPMA-HR’s Assessment Department
has a blog!
Visit asr.ipma-hr.org for Assessment News,
Product Updates, and Monthly Articles.
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Public Safety Assessment Center
System (PSACS)
IPMA-HR offers the PSACS to help assess the promotional potential of police
personnel for the positions of sergeant, lieutenant, and captain. The system is
carefully designed to allow agencies to administer an assessment center
without incurring the added expense of hiring a consulting firm.
Chief Joseph D. Bishop; City of Columbia, Tennessee:
“The assessors and candidates were very impressed with the training they
received. By having the opportunity to practice all phases of the assessment
process, the assessors became very familiar with each exercise which gave
them confidence when the actual scoring process began. Candidate training
provided the candidates with a good understanding of exactly what was
expected of them during all three exercises. We did not get one complaint
about our promotional process.”
The PSACS is based on legal and
professional guidelines and was
designed by professional
consultants who have more than
25 years of experience
developing and administering
police assessment centers at all
levels of government. Research
has shown that the assessment
center method of testing
accurately predicts performance
on the job. In addition to having
withstood court scrutiny, the
assessment center method is well
accepted by candidates and is
viewed as a fair assessment tool.
Assessment centers also provide
valuable information that can be
used for both individual and
organizational development.
Each PSACS contains
detailed information
including:
n Assessment Center Model and
Exercise Materials
n Content Validation Guidelines and
Materials
n Project Management Plan
n Assessor Trainer Guidelines and
Training Materials
n Sample Scoring Forms, Rating
Scales and Scoring Guidelines
n Candidate Orientation Guidelines
and Orientation Materials
n Miscellaneous Support Materials
n CD-ROM containing Assessor
Training and Candidate Training
PowerPoint Presentations as well as
examples of support materials
Chief Bill Hogan; City of Asheville, North Carolina:
“After each of 3 exercises was administered, candidates made very positive
comments on the job relatedness and fairness of the system. The assessors
thought the scoring process was outlined very thoroughly. I received all the
information I needed to make confident promotional decisions. Their on-site
employment testing specialist added to the professionalism of the system and
assisted us in ensuring the assessment center ran smoothly.”
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Sergeant PSACS
The PSACS for Sergeant
includes a Subordinate Role
Play Exercise, a Video-Based
Technical Exercise, and a
Video-Based In-Basket
Exercise designed to assess
the following competencies:
Lieutenant PSACS
The PSACS for Lieutenant
includes a Subordinate Role
Play Exercise, a Video-Based
Operational Exercise, and a
Video- Based In-Basket
Exercise designed to assess
the following competencies:
Captain PSACS
The PSACS for Captain includes
an Interactive Leadership Exercise,
a Video-Based Public
Interaction Exercise, and a
Video-Based Management Written
Exercise designed to assess
the following competencies:
n Problem Identification and Analysis
n Decision Making/Decisiveness
n Oral Communication
n Written Communication
n Interpersonal and Community Relations
n Planning and Supervising
n Applied Technical Knowledge
n Analysis and Problem Solving
n Decision Making/Judgment
n Technical and Professional Knowledge
n Oral Communication
n Written Communication
n Interpersonal Effectiveness/Influencing
n Analysis and Problem Solving
n Decision Making/Judgment
n Oral Communication
n Written Communication
n Interpersonal Effectiveness/Leading
n Planning, Coordinating, and Resource
Management
Next Step: Please visit bit.ly/psacs to submit a PSACS inquiry, after
which point an IPMA-HR staff member will contact you with more information.
Assessment Center Educational Materials—$249.00
The Assessment Center Educational Materials (ACEM) contains everything
you need to know about administering and scoring an assessment center
process. If your agency would like to learn more about how to run an
assessment center, but does not need the exercises that are included in
the PSACS described above, the ACEM is what you have been looking for.
NEW
REDUCED
PRICE!
The ACEM Administration
Manual includes:
n Assessment center overview
and model
n Content validation guidelines
n Sample project management plan
n Sample assessment center
schedules
n Strategies for compiling scores
and establishing eligibility lists
n Candidate feedback suggestions
n Test monitor preparation
The following manuals
are also included:
n Assessor Trainer Guidelines and
Assessor Training Manual
n Candidate Orientation Trainer
Guidelines and Candidate
Orientation Manual
n CD w/ Assessor Training and
Candidate Orientation PowerPoint
Presentations & Word documents
containing sample support
materials (e.g., forms, schedules,
feedback report, etc.).
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Customized Test Service
For Captain/Major/
Deputy Chief/Chief and Other Ranks
Do you need something that’s a little different from our off-the-shelf tests?
Something that’s customized to fit your needs? Look no further than IPMA-
HR’s Customized Test Service, Semi-stock Test Service and Item Writing
Service. We have you covered. Customization allows agencies to assess the
competencies promotional candidates need in order to achieve effective
performance at different ranks within their specific public safety departments.
Semi-Stock Test
Service:
Agencies can customize an
IPMA-HR stock test to create
a semi-stock test. A semistock
test is a unique blend of
questions that appear in
IPMA-HR’s promotional stock
tests and questions that you
can add from another source
(IPMA-HR item bank or Item
Writing Service).
Questions
from
IPMA-HR
Stock Test
Questions
from Item
Bank
Semi-
Stock
Tests
Questions
from Item
Writing
Service
Customized Test Service:
Agencies can create customized tests for upper-level positions in order to
meet their individual needs. Questions from our Item Bank are used to create
the test, with the option to use questions from our Item Writing Service.
Questions
your Agency
has Written
Questions
from our
Item Bank
Customized
Tests
Questions
from Item
Writing
Service
Questions
from Item
Writing
Service
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Item Bank:
IPMA-HR’s item bank is
filled with public safety
questions from many
technical, supervisory
and administrative
content areas.
Item Writing Service:
Agencies can use their own texts,
departmental policies, and standard operating
procedures from which our professional item
writers can create up to 25 new questions for
inclusion on your customized or semi-stock
test or to add to your own in-house test.
“The quality of your test products and the service you provide is outstanding.
I use only IPMA-HR for police testing. Thank you – I never worry with
IPMA-HR!”
- Leslie Moss, City of Moscow, ID
General Customized Test Information:
n Knowledge Areas that are available for your test are listed in the
customization packet so that you can identify the content you need.
n Source Material consists of highly regarded textbooks in the field. From a
list we provide, you choose which books we will use to develop your test.
n Preliminary Draft is available with extra questions, so you can select the
most appropriate questions for your test.
n Reading List for candidate study purposes is provided early in the
customization process so you can allow your candidates 60‐90 days of
study time.
TO GET STARTED
Please contact Assessment Services for your
FREE Semi-Stock or Customized Test Packet.
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Publications
We offer a number of Publications to help you
with your Assessment Process, including:
Entry-Level Candidate Study Guide
Agency Rate $15
Candidates may purchase an individual study guide direct from IPMA-HR at a
slightly increased price — Go to PublicSafetyCompass.com
IPMA-HR offers one study guide for all of our entry-level police officer tests.
This study guide is designed to help candidates prepare to take IPMA-HR's
entry-level tests. The goal of this study guide is to:
n Answer frequently asked questions about the test forms.
n Describe the content areas that are assessed by the different tests, review
the different types of questions candidates will see when taking either test
form, and present sample questions for each content area.
n Share basic test-taking tips that may help improve candidates’ overall test
performance.
n Provide candidates with a practice test and answer sheets.
n Explain the answers to the practice test questions.
“Thanks for helping me get through another testing and hiring process.
Your customer service and products are top-notch!”
- Allyson Griffie, Mercy Flights, Inc., Medford, OR
FREE Publications for
TSA Signers:
n Considerations in Addressing
Adverse Impact
n Considerations in Handling Item
Challenges
n Considerations in Implementing
Selection Procedures
n Considerations in Test
Accommodations
n Test Administration Handbook
n Test Day Administration Guide
If you would like to see all the
Publications we offer or to
request one, please visit us at
ipma.org/assessment/
publications or scan
this QR code.
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NEXT STEP: Visit ipma-hr.org/assessment or call
800-381-8378.
1. Submit (or update) your Test Security Agreement.
2. Request FREE inspection copies, tech reports, & response data reports for
any tests you are interested in.
3. Review said materials with your assessment personnel.
4. Select a test.
5. Decide on test date, quantity, and method of scoring.
If choosing a promotional test, request the reading list and distribute it to
candidates 60-90 days prior to test date.
6. Order online or by calling 800-381-8378 (please order at least 2 weeks in
advance to avoid rush fees)
DID YOU KNOW?
IPMA-HR offers many more Assessment Products including:
n Fire Entry-Level & Promotional Tests
n Correctional Entry-Level & First-Line Supervisor Tests
n Emergency Communications Center Entry-Level and First-Line
Supervisor Tests
n Non-Public Safety Administrative Support Module Series & Generic First-
Line Supervisor Tests
Entry-Level
PO-EL 100 TIP Series
PO-EL 200-NC TIP Series
PO-EL 300 VID Series
Supplemental
PO-BDQ 201-NC
PO-RCE 100 VID Series
Promotional
PDET 101
PSUP 300 Series
PL 301
PSACS
Services
Customized Tests
Semi-Stock Tests
Item Writing Service
$15/per test
$15/per test
$15/per test
$6/per test
$7.50/per test
$15/per test
$15/per test
$15/per test
See Website
For a full Catalog of
Test Products visit
http://www.ipmahr.org/assessment/tests
$10/question (75 question minimum)
+ $300 labor fee
$20/booklet (75 question minimum)
+ $300 labor fee
$58/question (25 question maximum)
+ $300 labor fee
Administration fee of $90 (per test title) applies to entry-level,
supplemental, and promotional test orders. Fee is waived for
supplemental tests if ordered with an entry‐level test.
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Phone: (800) 381-TEST (8378)
Fax: (703) 684-0948
Email: assessment@ipma-hr.org
www.ipma-hr.org/assessment
1617 Duke Street • Alexandria, VA 22314
Discover IPMA-HR! The public safety testing resource that stands out from the
crowd and meets the demands of the day. We strive to use innovative techniques
and new technology when developing our tests. Our public safety testing
service offers stock, semi-stock and customized tests to meet your every need.
Customer service is a prime concern for IPMA-HR so a customer satisfaction
survey is sent with every order. We have a 99% satisfaction rating from our
customers and for good reason. We deliver!
n Great customer service
n Competitive pricing
n Continual test updates and ongoing
validation to keep all products current
n Experienced test developers
n Continued growth in our product line
based on customer input
Don't just take our word for it ... ask our customers ... our entry-level and
promotional police, fire, corrections, ECC and administrative support tests are
used by more than 900 state and local governments who administer our tests
to assess over 70,000 candidates per year and do so because we meet their
needs. Give us a call or visit our website to see if we can meet yours!