Correctional staffing and workforce issues have challenged prison administrators for years. The risk of harm, decreases in funding, increased government scrutiny, and pressure from external sources have all contributed to a more complex system of management. We can help.

Our corrections tests are key to hiring candidates with the promise of becoming successful correctional officers — and to identifying personnel with promotional potential. In this section you'll find:

Entry-level Stock Tests

Know which candidates will be successful on the job before you hire them. Our entry-level corrections tests assess the knowledge, skills, abilities and personal characteristics (KSAPs) necessary for success as a new correctional officer. No prior training or experience is assumed of candidates taking any of our entry-level corrections tests.

CORRECTIONAL OFFICER ENTRY-LEVEL (CO-EL) 100 SERIES CO-EL 101 and CO-EL 102 are multiple-choice tests designed to determine whether a candidate has the basic abilities necessary to successfully perform the duties of a correctional officer (CO), including conducting rounds, supervising inmates, managing activities, processing bookings and releases, and report writing. 

CORRECTIONAL OFFICER ENTRY-LEVEL (CO-EL) 201 (TIP) CO-EL 201 is a multiple-choice test designed to assess whether a candidate has the basic skills and abilities required to perform successfully on the job.

What is a TIP? And why is it important?

Some entry-level tests include a Test Information Packet, which stands for Test Information Packet. TIPs were designed to assess candidates’ ability to learn, remember, and apply new information. Some of the material is written (e.g., work related articles and facts), and some is visual (e.g., “Wanted Posters", maps). TIPs are an essential, timed part of the tests they accompany. They are distributed and collected (after a study period) prior to handing out the test booklets. The number of test items that are based on information from the TIP varies by test series.

Supplemental Stock Tests

Supplemental tests enhance the success of your recruitment process by providing you with more in-depth information about a candidate’s ability in a specific area, such as written communication skills, or they might assess a variety of personal traits consistent with success on the job, such as a candidate’s ability to deal with people.

CORRECTIONAL OFFICER BACKGROUND DATA QUESTIONNAIRE (CO-BDQ) 201-NC  Turnover rates among correctional officers are especially high. Given the significant investment of time and money made to recruit new officers, it stands to reason that an assessment tool which decreases turnover would result in a large cost savings and a reduction in wasted resources. CO-BDQ 201-NC scores relate to both lower turnover and better job performance.

CORRECTIONAL OFFICER REPORT COMPLETION EXERCISE (CO-RCE) (VID)  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.

First-Line Supervisor Test

Determining who will be promoted into the position of first-line supervisor of your corrections facility is a critical decision. First-line supervisors are not only responsible for daily operations and the supervision of subordinates, but in an emergency situation, they’re leading the response. You need someone with the integrity, communications skills, and leadership qualities to maintain everyone’s safety in a hostile environment. IPMA-HR’s promotional test provides you with the information you need to help ensure only the most highly-qualified candidates with the greatest leadership potential are promoted in your agency.

CORRECTIONAL FACILITY FIRST-LINE SUPERVISOR (CF-FLS) 202  CF-FLS 202 was designed to assess whether candidates have the competencies to perform successfully at the rank of first-line supervisor in a corrections facility.