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Police Consultants, Inc. and its sister organization, PCI Fire Division, have been consulting to the public sector since 1968.
A written test for law enforcement officers that works. In addition to measuring critical mental abilities, an effective test must measure job-related behavior and rank your candidates in the order of their true potential for success in the academy and field training as well as long term street performance.
As a full scale screening instrument, our Police Entry Examination provides a triple hurdle approach to screening law enforcement candidates. Your report includes a series of work-related measures that will guide your total selection process from oral interview to background investigation. In short, this examination serves as the cornerstone of your employment procedure by providing a maximum amount of true reliable information at the beginning of the hiring process.
The New Generation Law Enforcement Entrance Examination is a mathematical compilation of reading, listening ability and personality traits. This instrument possesses strong empirical validity using the criterion strategy and is the subject of ongoing research. Each new specific validity or transportability study generates additional specific validation for the "core" test.
This test battery is free of adverse impact on protected classes not only by pass/fail, but by rank as well. This is accomplished without differential scoring or any loss of validity and accuracy.
The Written Test Score is derived by the use of beta weights for selected test variables. To produce a score, several discrete subtests are loaded into a traditional multiple linear regression equation. The written test score includes measures of work-critical mental abilities and several factorially pure job-critical behavior trait measures that predict performance in the field training program.
This unique approach to screening requires all candidates to pass job-related reading and listening ability scans before the long term performance formula is applied. Each candidate is actually exposed to three separate test batteries to help screen out academy failures or field training discharges. Those who receive failing marks in either of the first two gates are scored by the total test formula. This final score is a multiple linear regression equation that combines both mental ability and personality to predict long term career performance as measured by supervisory evaluation and hard employment data.
The "Critical Mental Skills" graphs red-flag potential problems with reading, listening and report writing to be confirmed in later oral interviews or background investigations. The "Critical Abilities" section provides a graphic overview of the candidate's personal strengths and weaknesses along 6 critical job dimensions that helps 'round-out' the written test score. Finally, the "Background Investigation Guide" targets potential problem areas to help guide the background investigation or the individual oral interview. The "Behavioral Admissions" section highlights admissions in areas that are the subject of the background investigation.
The correlations for the concurrent strategy far exceed the .05 level of significance. The criterion measures employed include various hard indices of work performance, traditional supervisory evaluation and special ranking scales for the field training program. Both hard and soft criterion measures are evaluated for age and race bias. Additional performance measures include disciplinary action, commendations, productivity and tardiness.
Measures of test reliability exceed .80.
The passing point is adjusted so that a written test score of seventy equals a 50/50 chance of success on the job when the standard error of measurement is taken into consideration.
Over 30 year of research confirms that firefighter success demands more than a candidate's ability to read and score high on an I.Q. test.
Interpersonal skills, motivation, rule conformity and respect for authority are a few of the components which must be taken into consideration when evaluating a fire candidate.
Fire Service Administrators have long been aware of the many dimensions of both behavior and mental ability that affect firefighter performance.
With the advent of computer technology, PCI Fire Division has developed a practical and cost-effective process capable of combining critical personality traits with job-critical dimensions of reading and listening. The result is a powerful instrument which pinpoints the good candidate while targeting the potential problem employee. In addition to a traditional written test score our test report provides maximum information concerning work-related measures to assist you with oral interviews and background investigations. Also included are admissions made by the candidate regarding areas of the past behavior that are often the focus of pre-employment inquiry.
Measures of listening and reading comprehension are also provided to help ensure that candidates are able to complete required training and certification programs.
The two and a half hour examination process is administered at your site by our trained field consultants and results are returned to you in less than 5 working days.
The Firefighter Entrance Examination is a mathematical model of mental ability and personality trait scores. This instrument possesses powerful empirical validity.
This test battery is free of adverse impact on protected classes not only by pass/fail, but by rank order as well. This is accomplished without differential scoring or any loss of validity and accuracy.
The Written Test Score is derived by the use of scientifically derived weights for selected test variables. Several alternate but equally valid test scoring formulae are available for special job requirements to assure the highest specific validity. All test formulas include multiple measures of both critical mental abilities and job related behavior traits.
The front page graphics section details each candidate's performance in firefighter related mental ability areas and also measures their aptitude in 5 critical skills areas.
The second page graphics of each report serves as a guide for both background investigations and some types of interviews. Included in this section are actual admissions made by each candidate in areas frequently explored in background investigations.
The correlations for the concurrent strategy far exceed the .01 level of significance. The criterion measures employed include various hard indices of work performance, traditional supervisory evaluation and special ranking scales. Criterion measures are evaluated for age and race bias. Additional performance measures include disciplinary action commendations, productivity and tardiness.
Measures of test reliability exceed .80.
The passing point is calculated so that a written test score of seventy equals a 50/50 chance of success on the job when the standard error of measurements is taken into consideration.
For more information, please visit www.PoliceConsultantsInc.com