About Assessment Services Staff

IPMA-HR is a non-profit organization devoted to human resource professionals in the public sector. The Assessment Services Department specializes in developing and providing quality test products to over 3,000 departments. You can find us on the web at testing.ipma-hr.org.

Get Your Organization Involved in a Research Study!

The Research Department at IPMA-HR is gearing up for a new research study and we need your organization’s help.  Participation in the study is free!

Study’s Objective:

The online survey will be conducted with public sector employees from all generations.  The study’s main objective is to determine similarities and differences that exist across the generations related to employment values.  Most importantly, results from the study will provide for our members information on what is key to recruit and retain different generations of public sector staff.

Organization’s Profile:

Our aim is to have participants in this study whose organizations have a workforce comprised of close to 10% millennials (Born 1981-1997; ages 19 to 35) or more.

Your Reward for Participating:

  • You will receive a free copy of the report of findings.
  • You will also receive a free copy of your organization’s results
  • In addition, for free, you can add a custom question to the survey.

Please, contact Melissa Paluch at mpaluch@ipma-hr.org by April 11th if you are interested in participating. Don’t hesitate, as slots are filling up quickly!

Pricing Updates for 2016

Please note the following price changes that have taken effect immediately related to IPMA-HR’s Assessment Products:

  • While we continue to offer free shipping via UPS Ground, our rush shipping fee has increased from $20 plus 10% of the order total to $20 plus 15% of the order total.
  • If you utilize our scoring service through the University of Maryland, the base fee for that service has increased from $40 to $50. The $0.50 per candidate fee remains the same.

All other pricing from 2015 remains the same. If you have any concerns or questions, please feel free to contact us.

Price Drop On Entry-Level Dispatch and Correctional Officer Tests

We are hard at work on putting the finishing touches on our 2015 catalog of test products and services. We’ll also have some updated pricing to announce for 2015, but to prepare for that we are announcing today that we have reduced the per candidate price for two of our entry-level tests, the Entry-Level 911 20 with Video for dispatchers and the CO-EL 201 (TIP) for correctional officers.

Test Name Old Price New Price
EL-911 20 (Video) $15.00 $12.50
CO-EL 201 (TIP) $15.00 $12.50

Prices listed above are per candidate.

This brings pricing parity across our whole line of entry-level Emergency Communication Center and Correctional Officer tests. All of our tests for those positions are now priced at $12.50 per candidate.

If you had not previously considered either of these tests for your hiring needs, please contact us at assessment@ipma-hr.org or by phone at (800) 381-8378 to ask for an inspection copy, which are available to Test Security Agreement signers at no cost.

Welcoming our Assessment Summer Interns

Hard to believe June is already here and rolling right by, but with the arrival of summer IPMA-HR’s Assessment Department gets some fresh faces. This summer we are pleased to welcome Eli and Miranda as the Assessment Summer Interns.

miranda and eli Interns

Eli Plaut (left) and Miranda Lapides (right); IPMA-HR’s Assessment Interns for Summer 2014.

Eli is a rising senior at the University of Maryland. He is majoring in Psychology and interested in Industrial/Organizational Psychology. He looks forward to not only assisting the assessment department at IPMA-HR, but also gaining practical experience in his field of interest. He’s learned a lot in his first couple weeks here, and is eager to see what the rest of his experience holds.

Miranda is a rising senior at George Mason University. She is studying psychology and criminology and wishes to pursue a career in industrial/organizational psychology. She is from Connecticut and staying in Virginia for the summer to intern with IPMA-HR. Miranda looks forward to learning more about assessments during her time here, specifically the research involved to create an assessment. Her interests include reading, singing, and songwriting.

You can look forward to seeing more from both Eli and Miranda here in the ASR, in the coming weeks.

Meet Dennis Doverspike: Our New Writer on Assessment Topics

First, we would like to take this opportunity to thank Bob Burd for the informative ASR articles he has written over the last year. Bob has decided to take his retirement a bit more seriously and will therefore no longer be providing articles for ASR.  Bob, you will be missed, but we all wish you a very happy retirement!

Second, we are pleased to announce that Dennis Doverspike (Ph.D., ABPP) is joining the ASR team and will be submitting his first article soon!

Dr. Doverspike is a full professor of psychology at the University of Akron, senior fellow of the Institute for Life-Span Development and Gerontology, and director of the Center for Organizational Research. He is certified as a specialist in industrial-organizational psychology and organizational and business consulting by the American Board of Professional Psychology (ABPP). He is also a licensed psychologist in the State of Ohio.

Dr. Doverspike has over 30 years of experience working with consulting firms and public and private sector organizations, including 15 years as executive vice president of Barrett & Associates. Services provided include individual assessments, statistical analysis, development of large scale assessment systems, job evaluation and job analysis, and expert witness services.

The author of two books, 16 book chapters, over 150 other professional publications, and over 100 conference presentations, Dr. Doverspike has also served as an expert witness in 10 court cases and assisted with the preparation of expert testimony in over 75 additional cases.

Dr. Doverspike received his doctorate in psychology in 1983 from the University of Akron. He earned a Master of Science in psychology from the University of Wisconsin-Oshkosh, and a Bachelor of Science from John Carroll University. He has taught courses at both the graduate and undergraduate levels, directed dissertations, theses and practicums.

We welcome Dr. Doverspike to the team and look forward to the valuable insights and knowledge he has to offer! Look for his first article on police and fire selection next week…

Fair Treatment for Volunteer Firefighters and Emergency Responders Under the Affordable Care Act

Last week, the U.S. Department of Treasury announced that fire departments will not be required to provide coverage to volunteer firefighters under the Affordable Care Act. You can read the statement in full on the Treasury Department’s blog.

Neil Reichenberg, the Executive Director of IPMA-HR, released the following statement this week supporting the decision:

The International Public Management Association for Human Resources (IPMA-HR) commends the Treasury Department for its decision exempting volunteer firefighters and volunteer emergency medical personnel from being considered employees of the organizations in the implementing regulations for the Patient Protection and Affordable Care Act. According to the National Volunteer Fire Council, there are more than 750,000 volunteer firefighters and an estimated additional 200,000 – 300,000 volunteer emergency medical personnel in the United States. The cost of providing health care to volunteers would have a potentially devastating financial impact on those agencies that utilize volunteers. This could result in agencies curtailing or eliminating the use of volunteers, which could have a negative impact on public safety.

How would the Affordable Care Act have affected your agency’s staffing practices in the future? Would you have been forced to reduce staff hours to comply with the new law? We’d love to hear your feedback in the comments below.

First Line Supervisor Tests Updated and New Reading Lists

Due to recent updates to the published source material for our First Line Supervisor tests, ECC-FLS 102 and CF-FLS 102, we have had to make updates to some of the test questions that appear in those tests.

As a result of these updates, we are reprinting the tests under new names. The new tests correspond to the old ones as follows:

If you’ve already distributed the reading lists for either test you do not need to take any further action or redistribute a new reading list. When you order your test, just make sure to order the test that matches the reading list you provided to your candidates. We will retain sufficient stock to fulfill all orders of the older test.

From this point forward, we will be providing the CF-FLS 202 and ECC-FLS 202 reading lists only. If you’d like to request the new reading list, you may do so here.

In addition to the CF and ECC First Line Supervisor reading list update, the PSUP series’ (301/302/303) reading list also experienced an update. Unlike the other two tests, it does not require any items to be replaced.

Please contact us if you have any questions or concerns about this update.

Survey: How Do You Provide Test Scores to Candidates?

Over the years we have received several requests for information pertaining to standards for giving test scores to candidates after testing.

We would like to hear from you on this subject. If you can spare a few minutes of your time to complete the survey linked to below, we’ll be compiling the results and reporting to them back here in future post on the Assessment Services Review.

https://www.surveymonkey.com/s/K3NT9Q7

Thank you!

Fire Company Officer Tests Updated to New Versions

Due to recent updates to the published source material for our series of Fire Company Officer tests, FCO 101-EM, FCO 102-EM, FCO 103 and FCO 104, we have had to make updates to some of the test questions that appear in those test forms.

As a result of these updates, we are reprinting the tests under new names. The new tests correspond to the old ones as follows:

If you’ve already distributed the reading lists for any of the FCO 100 series tests then you do not need to take any further action to redistribute a new reading list. When you order your test, just make sure to order the test that matches the reading list you provided to your candidates. We will retain sufficient stock of the existing tests to accommodate those processes that have already begun.

At this point forward, we will be providing the FCO 200 series reading lists. If you’d like to request the new reading list, you may do so here.

Please contact us if you have any questions or concerns about this update.

POSIS: Police Officer Structured Interview System Now Available

After over a year of development, we are excited to announce the launch of our new Police Officer Structured Interview System, or POSIS for short!

POSIS Logo

POSIS is a comprehensive product that can provide your agency with a high quality assessment tool. The POSIS system provides everything you need to:

Plan a successful and timely oral interview process.

Train panel members on the structure, questions and rating guidelines of the system.

Assess candidates on a variety of documented KSAPS, including personal experience, problem solving and thinking under pressure.

In order to Plan, Train and Assess your police officer candidates, POSIS includes the following manuals and booklets to make implementing the system as simple as possible:

  • Administrator’s Manual: Provides an overview of the POSIS and its materials, as well as details on how to plan, administer and score the process.
  • Panelist Trainer’s Manual & PowerPoint with Videos: Guides your designated trainer in efficiently preparing your panelists, the individuals who will observe and rate your police officer candidates. The PowerPoint presentation includes video vignettes simulating candidates as they answer each oral interview question. This provides your panelists with a valuable opportunity to learn the POSIS system and practice rating candidate responses before they see actual candidates.
  • Panelist Booklet: Used by your panelists while rating applicants. The oral interview questions are within, plus rating scales and benchmarks to take into consideration during scoring. Instructions also include information on how to administer a fair, reliable, accurate and defensible oral examination.
  • Score sheets: Used by your panelists for scoring each individual candidate, with space to take notes on candidate responses to each question.
  • Sample Forms: A number of premade forms and documents, some optional and some necessary for running the process.

Our goal with POSIS is to provide law enforcement agencies with a complete solution for conducting structured and defensible oral interviews. Everything you need is included!

POSIS is available in two versions: Form A and Form B. Each version includes seven oral interview questions for candidates to respond to and four of those questions are unique to each version. POSIS costs $975 plus $11 per candidate going through the system.

More information about POSIS is available with a free inspection copy, which goes into more detail on the many parts of the product and provides a summary of each question asked on the two forms. A Technical Report detailing the development of POSIS is also included. To request an Inspection Copy please call 1-800-381-TEST or email assessment@ipma-hr.org

If you have additional questions about this product please check out the POSIS FAQ.