PSI provides public safety and civil service personnel selection and assessment processes for some of the largest and most respected departments in the United States, including the City of New York, Los Angeles County Sheriff, Los Angeles County Fire Department, City of Los Angeles, State of Michigan, and the City of Memphis – four of the ten largest police and fire-rescue agencies in the nation.  In addition, our work with the State of New York affords more than 90 jurisdictions throughout the Empire State access to PSI-developed assessments.  These agencies choose PSI for the accuracy and defensibility of our assessments, our ability to partner in a manner that eases their administration burden and ensures the successful implementation of even the most complex selection initiatives.

Accurate & Defensible: Owing to our longstanding tradition of providing exceptionally accurate assessments in a highly defensible manner, the City of New York chose PSI to develop, validate, administer and score their most recent assessment of more than 40,000 Firefighter candidates.  The test was heralded in the New York Times, Wall Street Journal, and Washington Post, as fair, accurate, and defensible, and on the whole, highly favorable for the City.  PSI was also the first assessment firm in more than ten years to enable the City to hire Firefighters, as the prior four non-PSI assessment processes were challenged and discarded under heavy federal, city, department, and union scrutiny.  Only PSI was able to provide the City with a selection process that was approved by a Federal Judge, Special Master (New York State Attorney General), the City Attorney’s Office, the Fire Commissioner, and the very same Third Party Interest Groups who had brought suit against prior non-PSI assessments.  To this date, the City has been able to leverage our multimedia assessment process (the same approach that we are recommending for the City of Stamford) to hire the talent they need, resulting in a diverse and qualified workforce.  We are also proud to share that earlier this year the City of New York confirmed that they have once again chosen PSI to provide all firefighter assessments to the City in 2015, 2016, and 2017. 

Leading Edge Assessment Provider: PSI provides the benefits of a firm whose expertise is focused and deep in public safety selection assessment processes, as well as the advantages of a large firm with extensive capabilities and resources.  As a result, we are able to provide leading edge assessments and advanced technologies.  For example, the multimedia, audio and video public safety assessments that we developed and validated, leverage streaming video, hot spots, click and drag technology, verification response formats, and data capturing that has advanced the public safety personnel selection arena.  These technological advances are also firmly grounded in selection best practices, as the use of these PSI formats provides for a highly accurate, as well as a fairer process for participants of all demographic groups.

FIREFIGHTER MULTIMEDIA ASSESSMENT (FMA)

The Firefighter Multimedia Assessment involves candidates reviewing a video-based training lesson that simulates initial learning and training assignments for entry-level firefighters (e.g., during academy training). The videos are about a piece of equipment that is not real, but was created specifically for this assessment.  Total testing time for the FMA is estimated to be approximately 120 – 160 minutes.

The FMA measures the following cognitive dimensions:

  • Reasoning – The ability to combine separate pieces of information and to form conclusions on the basis of that information.
  • Listening Comprehension – The ability to listen to a spoken passage and answer literal and inferential questions about it.
  • Reading Comprehension – The ability to read written words and understand the meaning and ideas associated with them.
  • Learning Ability – Acquiring and applying new information obtained in training.
  • Basic Arithmetic – The ability to perform arithmetic computations (e.g., add, subtract, multiply, divide) to solve work problems.

FIREFIGHTER SELECTION TEST (FST)

The impact good firefighters have on the communities they serve is more apparent than ever. The Firefighter Selection Test measures the core attributes required to be a top-performing firefighter.

The Firefighter Selection Test is designed to assess the reading comprehension and mechanical of firefighter candidates. The Firefighter Selection Test is predictive of job and task performance, fire academy performance, and drop-out rates. The Firefighter Selection Test has even been used successfully in a jurisdiction under dissent decree. Additionally, we can transport the validity of the Firefighter Selection Test to your organization using a simple transportability procedure.

The FST measures the following dimensions:

  • Mechanical Comprehension – The ability to understand and work with basic mechanical concepts.
  • Reading Comprehension – The ability to read, interpret, and apply various kinds of information firefighters might encounter on the job.
  • Report Interpretations – The ability to interpret and work with charts, tables, diagrams, and instructions.

POLICE SELECTION TEST (PST)

Being a police officer requires rapid, effective decision making. Wrong decisions can be costly and put the public at risk. The Police Selection Test can help you determine if the candidate has the acumen to be a successful police officer.

The Police Selection Test is an assessment of a candidate’s reasoning, verbal ability, and numeric ability. Key measures, including reading comprehension, quantitative problem solving, interpretation, written communication skills, and verbal problem solving, are integrated into one comprehensive exam. The Police Selection Test is based on comprehensive job analysis and literature review. Additionally, the Police Selection Test validation can be transported to your organization using a simple procedure.

In the addition to the exam, an optional study guide is available. Provision of a study guide enables motivated candidates to prepare for the exam, providing additional advantages to the department.

The PST measures the following dimensions:

  • Reading Comprehension – The ability to read, interpret, and apply various kinds of information Law Enforcement officers use on the job.
  • Interpreting Information – The ability to interpret and work with charts, tables, diagrams, and instructions.
  • Writing Skills – Basic language skills used to express an idea or describe an event clearly, such as would be required in a Law Enforcement report.
  • Verbal Reasoning – The ability to analyze information and to make valid judgments on the basis of the logical implications of this information.
  • Pattern Recognition – The ability to identify patterns in visual material.
  • Numerical Reasoning – The ability to discover patterns and principles in quantitative information.

WORKVIEW 

We recommend the FMA, FST, or PST be combined with WorkView to assess critical non-cognitive characteristics that are critical for entry-level public safety work, and to maximize validity while also mitigating any prospects for disparate impact.  WorkView leverages a broad range of item types (biographical data, situational questions, self descriptions, and attitudes towards work) to assess non-cognitive characteristics, while also making use of the Response Elaboration Technique (RET), an approach found to be effective in promoting candid responses among candidates.

The W4 measures the following dimensions:

  • Conscientiousness – The likelihood a candidate will be a reliable, dependable employee.
  • Trustworthiness – The likelihood a candidate will refrain from theft, rule violations and misuse of company resources.
  • Managing Work Pressure – How well a candidate will thrive in a fast-paced, demanding work environment.
  • Getting Along with Others – The degree to which a candidate will remain even-tempered and in control, free of hostility.

The W5 measures the following dimensions:

  • Conscientiousness – The likelihood a candidate will be a reliable, dependable employee.
  • Trustworthiness – The likelihood a candidate will refrain from theft, rule violations, and misuse of company resources.
  • Managing Work Pressure – How well a candidate will thrive in a fast-paced, demanding work environment.
  • Getting Along With Others – The degree to which a candidate will remain even-tempered and in control, free of hostility.
  • Reliable Performer – The likelihood that a candidate will perform in a consistent, reliable, and cooperative fashion.
  • Assertiveness/Leadership – The degree to which a candidate will exert influence on others through positive direction and guidance at work.

The W6 measures the following dimensions:

  • Conscientiousness – The likelihood a candidate will be a reliable, dependable employee.
  • Trustworthiness – The likelihood a candidate will refrain from theft, rule violations, and misuse of company resources.
  • Managing Work Pressure – How well a candidate will thrive in a fast-paced, demanding work environment.
  • Getting Along with Others – The degree to which a candidate will remain even-tempered and in control, free of hostility.
  • Drug/Alcohol Avoidance – The likelihood that an applicant’s performance or productivity will be free from disruption due to patterns of alcohol or illegal drug use.
  • Safety Orientation – The likelihood that an applicant will abide by safety guidelines and precautions and avoid taking unnecessary safety risks.
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