FAQ's for Firefighters and Law Enforcement Officers taking the Selection Solutions Test

We occasionally receive questions regarding the development, use, scoring, and validity of the Selection Solutions examinations. While we are not able to respond individually to every concern, we hope that this general information answers your questions.

How were the tests developed and validated?

As an analogy, think of how the FDA approves a new drug or food product. Test after test has to be conducted before the drug is finally approved. Our process is very similar. First, we do extensive research. Part of this research involves reviewing tests and research that has been done by other test developers. Part of the research involved interviews with current Firefighters/Law Enforcement Officers and Subject Matter Experts. As part of the job analysis, we developed extensive questionnaires that detail all the duties and skills required for the position. These questionnaires were answered by hundreds of current incumbents in the jobs in many departments nationally. The questionnaires were statistically analyzed so that we can base the test development on what current and successful incumbents say are the most important skills and abilities required for the positions of Firefighter and Law Enforcement Officer.

After the tests were developed, they were “pre-tested” on hundreds of current Firefighters/Officers. Again, this information was statistically analyzed and the tests were revised based on our analysis.

The entire process followed a scientifically rigorous and professional process as recommended by the field of Industrial/Organizational Psychology, as well as all related professional testing standards and laws required.

What are the tests measuring?

The tests measure all kinds of abilities related to the Public Safety profession. The tests are both designed to look at an applicant’s overall strengths and weaknesses and how that will fit with the specific job. The tests measure basic skills such as reading comprehension, math, and writing because these are required to learn and perform the job functions. The tests do not attempt to measure specific skills that are taught on the job, such as Firefighting/Law Enforcement officer techniques, methods, or knowledge. However, the tests both measure a person’s aptitude or ability to learn the technical aspects of the job, as well as the other human aspects, such as communication skills and getting along with others.

The tests do not determine your personality “type,” and we do not make any attempt to find the “right” personality. Many personality types can be successful in the Public Safety profession. However, certain skills and abilities, such as the ability to handle stress, the ability to communicate with people, the ability to get along with others and handle conflict, the ability to be flexible and adapt to changes in the profession, and other skills are all important to being successful as in public safety.

How was the cutoff score determined?

Each department sets its own cutoff score. Some departments use a 70% cutoff score. Other departments base the cutoff score on business necessity, such as how many applicants can be hired. There are a variety of acceptable methods of setting cutoff scores. You will need to check with the department to determine how it determined the cutoff to use.

I know I can do the job! Why didn’t I make the cutoff?

We understand how frustrating the process of applying and testing can be. Some candidates are prepared and qualified, but do not “pass” the exam. Try to keep the following points in mind.

The selection process is a competitive process. There are many more applicants than can be hired. Not all good applicants can be hired. Even if you did not make the cutoff score, this does not necessarily mean that you could not do the job. It does mean that you were testing with many other qualified applicants who scored higher than you on the test.

The selection process is imperfect. No test is a perfect predictor of future performance on the job. As test developers, we are aware of this. However, this test has been professionally developed and validated, and exceeds all professional standards and legal requirements. While no test or selection process is ever perfect, this test is a more fair and reasonable approach than alternative selection methods.

If your scores are lower than you expected, this could point out potential weaknesses that you may be able to improve. You may want to do a self assessment to determine what skills or abilities you would like to develop or improve in yourself. This can help you in any career.

What if I don’t think my test score is correct?

We follow very strict procedures for handling test materials and scoring the tests. The tests are scored by computer, with manual hand checks and reviews built into the process.

Why can’t I review the test to see what questions I missed?

As a test developer we have both a duty and the right to maintain the confidentiality of the test. As test developers, we are required to maintain the integrity and security of the test for several reasons:

Our clients’ protection, so that the test is not invalidated.

Protection of the individual applicants who apply for the job, so the test is fair to all and no applicants have an advantage in the testing process.

Our own copyright protection because this is our business.