FAQs

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Frequently Asked Questions about MPS Selection Tools

How does the MPS testing process work?
To become a client, you must sign a test security agreement, after which you may use any of the simulation tests or interview processes that are offered. MPS does the scoring for all online tests and videotaped oral simulation tests. Results are supplied via email in pdf format, and always include a rank-ordered list and feedback reports on all candidates.

What is the typical turnaround time for test results?
For our online tests with 8 or fewer candidates, results are typically supplied the same day or next day. For oral assessment exercises, up to two days may be required. If there is a particularly large candidate group, we will let you know at the outset how long it will take to send your results.

Have your exercises been validated?
We either have empirical validation research results, or strong evidence of content validity. All our tests are defensible but they must be used for the jobs for which they were designed.

What is the main difference between MPS’s management and supervisory skills tests and tests offered by others?
We developed new techniques for scoring narrative response format tests. Our approach has resulted in extremely high inter-rater reliability, over .90 for tests such as our GMIB and Supervisory Simulator. What this means is that our innovative scoring systems produce results that qualify these tests as objectively scoreable. Moreoever, we have developed national norms for our tests and results always show how well your candidates scored relative to candidates across the country.

How does MPS maintain test security?
In order to ensure test security, all clients must sign our Test Security Agreement and follow our established procedures in order to protect our tests and ensure they are not compromised. Our scoring systems are proprietary and are not subject to client review. Moreover, we do not provide review copies of tests for prospective clients.

Does MPS provide assessments for jobs at the individual contributor level?
Yes. The Work Team Simulator (WTS) comes in a booklet test format. It requires narrative responses to common situations encountered on the job. The WTS is designed to identify contributors who seek an empowered work environment. Those who do well on this test assume responsibility and work cooperatively in solving problems and meeting team goals. We have blue-collar and clerical versions available as well as special forms for police and fire. The Customer Service Simulator (CSS) is available online, and is designed to identify people who have a customer service orientation, and who can project responsiveness and sensitivity in dealing with customers (we also have team leader and supervisory versions of this test).

What is the Accomplishments Survey Interview™ (ASI)?
The ASI marries the “behavioral consistency method” and the structured interview. The behavioral consistency method states that the best predictor of future behavior is past behavior. The ASI investigates candidate accomplishments in key dimensions that are critical to success on the job. Candidates must report verifiable accomplishments in each critical dimension area. Interviewers are given an interview guide that tells them exactly how to conduct the interview. Interviewer training is not required.

Has a candidate ever successfully challenged an MPS test?
No. Since 1980, we have conducted tests across the U.S., Canada, Europe, and various other international locations, and no candidate has ever successfully challenged an MPS test.

Does MPS have special tests available for police and fire?
MPS has special forms of many of its exercises for police and fire. For example, there are multiple police and fire versions of both the GMIB and Supervisory Simulator. We also have exercises developed specifically for police and fire departments (e.g., Real-Time Incident Command Interview for a Robbery/Hostage Situation at a bank, and Real-Time Incident Command Interview for an Apartment Fire).

What about tailoring tests such as the GMIB?
It would make no sense to change the GMIB from one organization to the next because the GMIB is measuring management skills that cut across organizational and departmental lines. Reviews published in Buros' Twelfth Mental Measurements Yearbook (1995) confirm the validity of the GMIB in predicting managerial success, regardless of the particular organization, department, or position. The GMIB does this by focusing on the key management issues and problems that all managers encounter. Successful managers understand and know how to handle the full range of problems that managers in any position encounter. With this said, we do offer tailored versions for special groups such as police and fire in order to maximize face validity and candidate acceptance.