RFP for Entry-level Police Officer Selection Test Due Date Extended to September 15

The International Public Management Association for Human Resources (IPMA-HR) invites fixed-price proposals from qualified consulting firms to develop a multiple-choice entry-level police officer selection test for its stock testing service.

This includes the creation of an exam plan from the job analysis data collected by IPMA-HR, and the utilization of questions from IPMA-HR’s test item bank. The consulting firm chosen is expected to conduct a criterion-based validation study that includes having participating police departments administer the test to incumbents and gathering performance evaluation ratings to statistically show that the test predicts performance on the job. This also includes a test item analysis to select the final test questions, criterion validation statistics, and a fairness analysis.

The firm is expected to prepare validation study materials and assist in getting police departments to participate by making calls and sending correspondence. Further, the firm will prepare a technical report summarizing the steps taken during the test development and validation study project.

Proposals are due by September 15, 2017, 5:00 PM, ET.

Learn more about the full scope of the project and obtain contact information on our website. Continue reading

Big Help Deserves Big Rewards


Help IPMA-HR with the criterion-related validation phase of our new public safety telecommunicator (PST) test, and you’ll not only be helping to ensure the continued availability of the most reliable, valid and fair tests in the industry, but you and your department will also receive the following rewards:

  • 30% off your agency’s next test order.
  • $75 VISA gift card for each participant.
  • A snack basket for participants to share after the test.
  • $50 Applebee’s gift card for the test administrator.
  • Direct evidence supporting the validity of the exam and its use in your agency.

Learn more about the new test, the validation phase and how you can help on our website.

Providing you with tests you can trust is our priority. But we can’t do it without you. Go online today to learn more and fill out a participation form for your agency.

Please Note: Our desired deadline for wrapping up the validation phase of this study is the end of October 2016, so please get in touch soon!

IPMA-HR Consortium Testing …Save Time and Money

Do you want to save money and time administering IPMA-HR’s entry-level and promotional tests?

As the demand for online testing increases, we want to stay ahead of the curve and offer you the most cost and time efficient options available.  IPMA-HR is considering the development of consortium testing and would like your feedback on the process.

Consortium testing is, in essence, a centralized test center located within a region that can administer IPMA-HR tests to large groups. The results are then offered to several departments for review. The advantage of a consortium is twofold: candidates only need to take one test, and departments find cost savings while still maintaining high standards in finding the right people for open positions.

Consortium testing . . .

Is an alternative for administrative and budget-conscious departments, gathering together a large group of candidates across multiple departments for testing purposes.

  • Is done at a local community college or other IPMA-HR approved test site.
  • Is administered by an approved IPMA-HR representative.
  • Handles test administration for multiple departments at the same time, saving money and time for candidates and administrators.

Check out the FAQs for additional information.

Please take the quick Consortium Testing Interest Survey so we can gauge interest in this new administration service.

Thank you!

Get Unprecedented Reach to Top Public Safety Professionals


With IPMA-HR’s new job board, Public Safety Compass, you’ll get up to four times better response than the leading national job board.

  • Reach more local job seekers than any other site.
  • Expose your ad across hundreds of targeted niche sites with one single posting.
  • Find active and passive job seekers who qualify for your job.
  • Save time in the hiring process with proprietary job matching technology.
  • Leverage the power of social networks in your hiring.
  • Access local and national résumé databases at no extra charge.
  • Use an Applicant Tracking System.

Learn more about the largest recruitment ad network of job sites in North America at:  jobs.publicsafetycompass.com


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.

Federal Hiring Reform Marches On

Shorter job announcements and more accessibility to applicants are just two of the goals that are closer to realization thanks to federal hiring reform.

In May 2010, representatives of the United State Office of Personnel Management (OPM) announced that President Obama had ordered a major overhaul of the federal hiring process. The goal of these reforms was to shorten the hiring process for federal jobs and make these positions accessible to a wider array of candidates.

OPM Director John Berry speaking at the National Press Club in May 2011

In a press release about the reform, OPM Director John Berry stated that the changes were the result of concerns that many qualified applicants were giving up on their chances of getting these government jobs because the system was inefficient. “I understand the frustration of every applicant who previously has had to wade through the arcane Federal hiring process,” he said. “If qualified applicants want to serve our country through the Federal service, then our application process should facilitate that.”

One of the changes included in reform was the elimination of written essays as an initial application requirement. The OPM web site includes tips and information on other forms of assessment. Also, a group of leading providers of assessment tests formed the Alliance for Hiring Reform to address the hiring overhaul.

The alliance’s goals are to provide information and help educate those involved in federal hiring about the value of using objective assessments to make the hiring process more efficient.  Their web site, hiringreform.org, includes a library of HR selection and testing information. The website also contains Performance and Turnover Calculators to assist agencies in accurately estimating the potential gains, in dollars, from improving one’s quality of hire as well as estimating the dollar value of reducing turnover.

According to the government, major progress has already been made as a result of the overhaul. Since the launch of the reforms, OPM has supported federal agencies with 351 training sessions in 66 cities for 17,300 people involved in the hiring process.

The office also reports that, as a result of the initiative, 86 percent of job announcements were in “plain English,” compared with 55 percent in 2009. Also, 92 percent of announcements now allow interested parties to apply with just a resume or cover letter, instead of forcing them to submit complex applications. In 2009, only 39 percent of announcements allowed resume-based applications.

Other changes made as a result of hiring reform include shorter job announcements. OPM reports that 66 percent of job announcements are two to three pages long, compared with 24 percent prior to hiring reform. More progress is likely on the horizon. This year, the government launched the websites USAJobs and USAJobsRecruit to aid both agencies and applicants in the hiring process. Examples of how job announcements have been re-structured and the information included in the announcements can be reviewed on these websites.