POLICE - International Personnel Management Association

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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