1. HRD Consortium1 Wonderlic Personnel Test TM

2. HRD Consortium2 Wonderlic© is a scholastic aptitude test administered during the hiring process. It is designed to compare personnel to normative values established for different careers in order to gauge a person’s general cognitive abilities. The test itself consists of 50 questions in the areas of Mathematics and English. It must be timed for 12 minutes. This test can improve your understanding of a person’s ability to learn, understand instructions and problem solve. Since averages have been established for many occupations and all levels of education, it can also be used to determine a person’s ability to function well in a particular job position. However, it is meant to be used only as a supporting factor in deciding whether to hire someone. It complements other evaluations to judge his or her other job-related qualifications. Short Brief of Wonderlic Personnel Test

3. HRD Consortium3 Quick Reference Guide Administering the Test These Wonderlic test are “self administering” tests. Applicants are asked to read the test Instruction and complete the sample questions provided on the front page of the test booklet. Additional instructions on conducting the testing session are provided in the Proctor’s Guide. Timing the Test These Wonderlic test are to be administered for exactly 12 minutes. The timed 12 minute period begins when the applicant turns the first page to begin working on the test questions. Scoring the Test The test score is the total number of questions answered correctly. The correct answer are Provided on the scoring key. To score the test, the Scoring Key is placed on the test with the Answers aligned with the test answer brackets. The score is the total number of questions answered correctly. A score adjustment is appropriate for applicants 30 years old and older

4. HRD Consortium4 Quick Reference Guide Intrepreting the Test The applicant’s test score may be compared to the suggested minimum scores provided by either occupation or education. The average score for all job applicants is approximately 21. This is also the average score of high school graduates. The average score of college graduates Is 29. Higher scoring applicants will learn more quickly. Will master more complex material and Will make better judgments when information is lacking. Lower scoring applicants will require More time, specific instruction and standardized job routines. Applicants scoring within three Points of each other should be considered to be of the same ability level.

5. HRD Consortium5 What the Wonderlic Tests Measure The WPT are short form tests of general cognitive ability. Referred to as general intelligence or “g”, cognitive ability is a term that is used to describe the level at which an individual learns, understands instructions and solves problems. Higher scoring individuals will not only gain more from formalized training, but they are also more likely to learn effectively from on–the-job experience Modest scoring individuals will need more detailed instruction, hands on practice, more time and repetition and close supervision.

6. HRD Consortium6 What the Wonderlic Tests do NOT Measure The WPT measure general mental ability, but not how well a person will employ their ability. It is often true that a person of lower ability, but stronger determination, will out perform the higher ability person. This means that many elements of a person’s abilities, personal characteristic, learned skills and background experience will all contribute to successful performance.

7. HRD Consortium7 Scoring The Wonderlic Tests The result is the test score : For example : Last Question Answered : 28 Number wrong or Omited : -4 _____________________________ Number right _ Final Score : 24

8. HRD Consortium8 Minimum Passing Scores – Cut Scores This relationship was confirmed in a study by Mc Cormick, Mecham and Jeanneret (1989) WPT Correletd with PAQ (r mult values 1970.81; 1983,.79; combined.82)

9. HRD Consortium9 Minimum Passing Scores – Cut Scores The Wonderlic © Personnel test compares the resulting test score with the minimum scores shown below for common positions in the printing and mailing industry. Minimum scores for 12 thousand other positions have also been benchmarked and are available

10. HRD Consortium10 Age Adjustment To Scores

11. HRD Consortium11 Minimum Score by Job Family

12. HRD Consortium12 Test Score/Job Complexity Steps

13. HRD Consortium13 Validity of WPT Tests

14. HRD Consortium14 Validity of WPT Tests

15. HRD Consortium15 Reliability of WPT Tests Test – retest reliabilities (1 st question) have ranged from.82 to.94 Longitudinal reliability (2 nd question) was measured by Dodrill (1983) at.94 Alternate form reliabilities (when corrected differences in degree of difficulty) range form.73 to.95 Internal Consistency measured by Mc Kelvie (1989) range from.88 to.94 With Kuder Richardson KR-20 formula measured by Wheeless and Serpento (1982) KR-20 r =.88

16. HRD Consortium16 A Fair Testing Program Improper Test Administration Over Reliance On Test Score Fair Application of Test Score Requirements