POLICE - International Personnel Management Association

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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. 3
Page 1: IPMA-HR’s POLICE Assessment Produ
Page 5 and 6: 200 Series 300 Series PO-EL 201-NC
Page 7 and 8: Coming in Summer/Fall 2012 Police O
Page 9 and 10: Lieutenant - Command Level PL 301
Page 11 and 12: Sergeant PSACS The PSACS for Sergea
Page 13 and 14: Item Bank: IPMA-HR’s item bank is
Page 15 and 16: NEXT STEP: Visit ipma-hr.org/assess

POLICE - International Personnel Management Association

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