November 3, 2015
At a food manufacturing plant in the South, we made a series of multi-crafted job knowledge measures.
Mechanics who passed at the lowest level were given a $5 hourly rate increase. Several of the incumbent employees passed each test in the C, B, A series and were compensated accordingly. Some were never able to pass at the lowest level and consequently did not receive a rate increase.
We were contacted to begin this project by the person who was originally the Maintenance Manager at the plant where we developed the tests. He then was promoted to Plant Manager, then Division Maintenance Manager and finally Corporate Maintenance Vice President. Although we originally designed these tests at one location, the company began using the tests division-wide and then across the entire corporation.
There is no published narrative or data on this truthful account of events.
Roland T. Ramsay, Ph.D., ABPP
Human Resources Psychologist
President, Ramsay Corporation
November 3, 2015
The training manager at a large metal manufacturing company in the Midwest has been using our tests for 4 years.
When using our job knowledge test in their competency-based training program, they replaced three workers from the time-based program with 2 workers from the competency-based program.
It only stands to reason that a maintenance technician with demonstrated job knowledge would be a more efficient worker than a person who completed a training program with no elements of verification of knowledge and skills.
Replacing 3 workers with two workers has some immediate cost-saving appeal.
October 9, 2014
Curious as to the demographic of browsers on our testing platform recently, I pulled the Q3 (plus a few days) breakdown of browsers on Windows XP. IE6 is completely unsupported now, so I did not pull any information for that.
Interestingly enough, we had no samples from Chrome on Windows XP. The sample size was 2141 browsers, so it wasn’t as if we didn’t have a sufficiently large sample size. Nonetheless, I’m very happy to report that the vast majority of our users who are stuck on Windows XP have at least upgraded to the latest available version of IE available to them.
July 9, 2014
A healthcare company contracted us to conduct a validation study for Logistics personnel selection. A test battery with assessments matching the requirements of the job was implemented.
June 20, 2014
A domestic steel producer engaged us to evaluate knowledge and skills required for Utility Technician “B” and “C.” Dr. Robert E. Lofgren, Human Resources Consultant, collected validity evidence for a 100-item multiple-choice test.
June 9, 2014
A mining company requested our help to conduct a validation study for the positions in the General Utility Job Family. Job experts from across the USA contributed to the meeting and provided input enabling use of the assessment at all of the company’s domestic locations.
May 27, 2014
We worked with a motorcycle manufacturer to evaluate and update corporate-wide tests for Maintenance Mechanical, Maintenance Electrical, and Maintenance Toolmaker. Job experts from various locations assisted in the validation process for the three tests which are given in a proctored online setting. We also included hands-on measures as part of the study.
May 9, 2014
A crop protection company asked for our assistance to collect validity evidence for a test for Mechanical Maintenance personnel. Job expert input and participation resulted in a 107-item test of knowledge and skills required by the job.
April 20, 2014
For a food processor we validated a selection procedure and two performance assignments for Mechanic B. The performance assignments (one electrical and one mechanical) were suggested by the job experts and documented by Ramsay Corporation. The multiple-choice test covers both electrical and mechanical areas.
April 16, 2014
A chemical company asked us to develop and validate tests for 1st Class Electrician and 1st Class Mechanic. We validated the 100-item online tests and recommended cutting scores. We also documented hands-on performance assignments for these journey-level positions.