Welcome to the Summer 2013 Assessment Interns
Hoda Hafezisoleyman Zadeh, left, and Kaitlyn Kavanagh have joined the Assessment Services Department for the Summer.
We would like to introduce two new individuals joining the Assessment Services Department for the summer. Hoda Hafezi and Kaitlyn Kavanagh were selected to join the Assessment Services Department on a summer internship. They will be working side by side with IPMA-HR staff to get a better understanding of the technical expertise and dedication that goes into creating reliable and valid assessment products.
Hoda is currently a Junior attending the University of Maryland, pursuing her Bachelor’s Degree in Psychology. Kaitlyn is a rising Senior at the Catholic University of America, also pursuing her Bachelor’s Degree in Psychology. Both students are very interested in the advanced field of Industrial/Organizational Psychology and hope this internship will give them applicable experience in the field.
We look forward to hosting these two bright and motivated individuals throughout the summer months!
Notice of Holiday Hours for Memorial Day 2013
IPMA-HR’s office will be closed on Friday, May 24th, and Monday, May 27th, in observance of Memorial Day.
Please bear this in mind while planning any orders for upcoming tests. Orders placed on Thursday, May 23rd, will not be shipped until May 28th at the earliest.
If an urgent situation arises prior to the office closing on Thursday, May 23rd, please be sure and contact us by phone at (800) 381-8378 so we can attempt to help.
New Police Detective Test Form Available
A new form of the Police Detective promotional test is now available. The PDET 202 features 100 all new items that are parallel to the PDET 201 Test. The breakdown of questions is as follows:
| Content | Items |
|---|---|
| Police investigation procedures | 29 |
| Laws related to police work | 37 |
| Concepts for writing and completing reports, records and paperwork | 34 |
| Total | 100 |
The reading list for the PDET 202 Test is the same as the PDET 201, and can be requested here. Please visit the test page to order your inspection copy today!
New Police Officer Video Test Available
We would like to announce the release of a new version of our video-based test, the PO-EL 302 VID Entry-Level Police Officer Video Test. The test assesses a candidate’s ability to observe, listen and retain information, use situational judgment and common sense, as well as test their reading comprehension and problem solving abilities using a video format.
It is important to note that tests that use videotaped scenarios have been shown to assist in reducing the possibility of adverse impact. (more…)
Fire Company Officer Technical Report – Now Available
The technical report for the Fire Company Officer series of tests (FCO 101-EM, 102-EM, 103, & 104) is now available for review.
This comprehensive report gives an in depth overview of the steps involved in preparing, creating, and validating these four tests.
Request your FCO Technical Report here.
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Entry-Level Police Officer Candidate Study Guide Updated to 2nd Edition
We are pleased to announce the release of the 2nd edition of our popular Entry-Level Police Officer Candidate Study Guide.
For a limited time, we will be offering the 1st edition study guide to our test customers for $10 each.
The only difference between the 1st and 2nd edition of the study guide is the practice test, which has been updated to include an additional 75 questions for a total of 100 test items.
The updated study guide is immediately available for purchase by your candidates at Public Safety Compass at the same price as the 1st Edition, $20 plus postage.
For our test customers, the 2nd Edition study guide can be purchased for $15 each.
Police and Fire Chief Selection
The Assessment Services Department would like to bring your attention to a new assessment tool developed in partnership between ICMA and IPMA-HR for the purpose of selecting police and fire chiefs. Read on for more information.
Police and fire chiefs are two of the most visible members of a manager’s executive team. Selecting the right individuals for the job is critical to providing the leadership necessary to make your community a safer and better place to live. Hiring the wrong people can damage staff morale and public trust and negatively impact your government’s agenda and your career. Ensure a successful selection by using an advanced process designed to maximize a positive outcome.
Chief Selection Advantage: A Data-Driven Selection Process
Chief Selection Advantage is a research-based assessment tool that you help your jurisdiction choose the right candidate for your next police or fire chief. This authoritative and data-driven process was designed in partnership by the experts at the International City/County Management Association (ICMA) and the International Public Management Association for Human Resources (IPMA-HR).
We don’t screen resumes. And we don’t make the selection for you. Instead, Chief Selection Advantage empowers managers, HR directors, and city council members with critical information needed to choose the most qualified candidate.
Using the ICMA/IPMA-HR Chief Selection Advantage will help your city or county:
- Recruit your next police or fire chief by proving you with research-based assessment tools and a framework for the selection process
- Identify the characteristics of a successful chief by pre-screening candidates against established core competencies
- Determine whether candidates are capable of handling the unique issues facing your community.
- Incorporate the buy-in of employees, elected officials, and citizens.
- Streamline the selection process, saving you time and resources.
- Allow your HR staff to successfully conduct chief recruitments in-house, giving you greater control over the process and keeping recruitment costs down.
- Gain information to build an effective partnership between you and your new chief.
Don’t make a mistake in hiring your next police or fire chief. Visit ICMA for more information.
Help Needed: Fire Engineer Test Development
We here at IPMA-HR are always working on new products and updates to current ones. Currently we are developing two new products. We are in the Job Analysis phase of development for a Fire Engineer test, otherwise known as fire-truck drivers or ladder operators. We are trying to wrap up the Job Analysis phase of this project by the end of Fall 2012, and would like to put out one last call for participants.
This portion of the study just asks incumbents and supervisors to take an online survey about the job and importance of several Knowledge, Skills, Abilities, and Personal Characteristics.
Click here to see the details of the Fire Engineer Test Development Study.
Click here to participate or email testdevelopment@ipma-hr.org if you have any questions.
IPMA-HR’s ASR Staff and Contributors
To get a better understanding of what makes each ASR staff members tick, we decided to divulge a bit of information about ourselves; our likes and outside-of-work activities as well as a personal outlook on the future of the ASR Blog.
Robert Burd – Series Writer for the ASR
I am now retired after over 30 years of public sector personnel assessment. My career focused on law enforcement selection including developing written, physical agility, and oral exams for police officers while writing promotional exams and assessment centers for police and corrections sergeants, lieutenants, and captains. I’ve conducted numerous national recruitments for department heads and assistant city managers. I have taught classes on item writing, creating assessment centers, and conducting oral exams.
I enjoy writing, I have completed eight screen plays, three television pilots and I am working on my fifth novel. I have come close to selling many of my works, but have not actually inked a deal yet. Personally, I’m a runner, I still lift weights three days a week, and I’m an avid target shooter, both trap and skeet. I’m very happily married and my wife and I are active in our church. (more…)