We can help. While finding great candidates has always been a challenge, it’s even more difficult today due to budget cuts and a rate of retirement that is outpacing the supply of promising new recruits nationwide.
You can rely on our Police Assessment Products to help you find the candidates who have the promise of becoming great officers — and to identify the best among your ranks for promotion. In this section, you’ll find:
Know which candidates will be successful on the job before you hire them. Our entry-level police tests assess the knowledge, skills, abilities and personal characteristics (KSAPs) necessary for success. No prior police training or experience is assumed of candidates taking any of our entry-level police tests.
Police Officer Entry-level (PO-EL) 100 Series (TIP)
The PO-EL 100 series are multiple-choice tests designed to assess whether or not a candidate has the most basic abilities necessary to learn and perform the duties of a police officer, such as patrolling an assigned area, questioning witnesses, securing a crime scene, handling a disturbance, investigating a complaint, making arrests and writing reports.
Police Officer Entry-level (PO-EL) 200-NC Series (TIP)
The PO-EL 200-NC series (PO-EL 201-NC, 202-NC, and 204-NC) are multiple-choice tests designed to assess whether or not a candidate has the most basic abilities required to perform successfully in the police academy and, more importantly, on the job. All three tests have a cognitive and a noncognitive (NC) component.
The cognitive component asks questions based on information found in the TIP — which includes Wanted Posters, articles and facts related to police work — in order to measure a candidate’s ability to perform tasks required of police officers on a daily basis, including the ability to recall suspect descriptions and problems in their patrol area; the ability to read, understand and apply police procedures, laws, and departmental policies; and the ability to reason and apply sound situational judgment as problems occur.
The noncognitive component (NC) uses a Police Interest Questionnaire to assess a variety of personal traits consistent with success on the job, including an interest in dealing with and influencing people, a sense of responsibility, community service orientation and achievement orientation.
PO-EL 302 is a video-based test designed to assess the critical abilities of entry-level police officer candidates using work samples. Instructions and a countdown timer are embedded in the video to make administration easy.
Supplemental tests enhance the success of your recruitment process by providing you with more in-depth information about candidates’ abilities in a specific area, such as their written communications skills. They also assess a variety of personal traits consistent with success on the job, such as a candidate’s ability to deal with people.
Police Officer Background Data Questionnaire (PO-BDQ) 201-NC
Find out if your candidates have the same chance for success on the job as 800 high-performing incumbent police officers from 44 cities and 13 states with the Police Interest Questionnaire.
You can assess your candidates’ observational, listening, and written communication skills with this video-based simulation exercise. Instructions and a 30-minute timer are embedded in the video to make administration easy.
Every organization is a product of its leadership, and when speaking of law enforcement agencies, the quality of your leadership affects not only your agency, but the community you serve. IPMA-HR’s promotional police tests and Public Safety Assessment Center System (PSACS) provide law enforcement agencies with the essential information needed to help ensure only the most highly-qualified candidates with the greatest leadership potential are promoted.
Police Detective (PDET) 200 Series
The PDET 200 series was designed to assess whether candidates have the competencies to perform successfully at the rank of detective in a law enforcement agency. PDET 201 and 202 each contain three subtests, which are listed below along with examples of some of the competencies they assess.
Police Supervisor (PSUP) Test 300 Series | Corporal/Sergeant
The PSUP 300 series was designed to assess whether candidates have the competencies to perform successfully at the rank of first-line police supervisor (i.e., corporal or sergeant) in a law enforcement agency. PSUP 301, 302 and 303 each contain five subtests, which are listed below along with examples of some of the competencies they assess.
You need a promotional test for an upper-rank. You look through our stock promotional tests, and find one that would work if only this was different or that were added. Or maybe you’re testing for a rank we don’t have a stock test for at all. When that happens, turn to our Customized Test Service.
Assess entry-level candidates’ levels of maturity and motivation, and their decision-making, communication and interpersonal skills in a face-to-face setting with the new Police Structured Interview System (POSIS). 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.
You can assess the promotional potential of police personnel in your department — without incurring the expense of a consulting firm — with the Public Safety Assessment Center System (PSACS). A valuable tool used by law enforcement agencies across the nation, the PSACS accurately predicts a candidate’s on-the-job performance at the following ranks:
Get the critical information your managers, HR directors, and city council members need to select your next chief of police with Chief Selection Advantage (CSA). Our community-focused selection process begins with a comprehensive analysis of what stakeholders are looking for, followed by a robust assessment process to match the candidate with the community. A research-based assessment tool, CSA will help you to provide the leadership necessary to make your community a safer and better place to live. Developed in partnership with CPSM and ICMA.