B-PAD for Entry/Lateral Police
Specifically designed testing of entry level and lateral transfer candidates for law enforcement positions. Rating is done on three key competencies - problem solving, interpersonal skills and ethical decision-making.
Scenario topics include:
- domestic conflicts
- prisoner abuse
- interaction with teens
B-PAD for Police Promotions
Specifically designed testing of promotional candidates for police department positions. Rating is done on three key competencies - problem solving, interpersonal skills and supervisory potential.
Scenario topics include:
- conducting performance reviews
- supervisor-staff relations
- dealing with unethical behavior
B-PAD for Entry/Lateral Fire
Specifically designed testing of entry level and lateral transfer candidates for fire department positions. Rating is done on three key competencies, problem solving, interpersonal skills and ethical decision-making.
Scenario topics include:
- staff-supervisor relations
- dealing with unethical behavior
- child resue
B-PAD for Fire Promotions
Specifically designed testing of promotional candidates for fire department positions. Rating is done on three key competencies, problem solving, interpersonal skills and supervisory potential.
Scenario topics include:
- supervisor-staff relations
- proper procedures
- dealing with unethical behavior
B-PAD for Corrections
Specifically designed testing of promotional candidates for fire department positions. Rating is done on three key competencies, problem solving, interpersonal skills and supervisory potential.
Scenario topics include:
- visitor procedures
- inmate hiding objects
- to much force
B-PAD for Probation
Specifically designed testing of candidates for probation department positions. Rating is done on three key competencies - problem solving, interpersonal skills and ethical decision-making.
Scenario topics include:
- domestic conflicts
- proper procedures
- gang related
B-PAD for Dispatch
Specifically designed testing of dispatcher candidates for Public Safety/Emergency Communication Departments. Rating is done on three key competencies - problem solving, interpersonal skills and ethical decision-making.
Scenario topics include:
- senior assistance
- break in
- daddys on the floor
B-PAD for EMS
Specifically designed testing of entry level and latral transfer candidates for EMS positions. Rating is done on three key competencies - problem solving, interpersonal skills and ethical decision-making.
Scenario topics include:
- homeless transport
- civilian heart attack
- co-worker problem
B-PAD for Entry Police Writing Test
The B-PAD Report Writing Test (RWT) is a new video test requiring competence in listening, following directions, and remembering details about the test scenario so candidates can take notes later and accurately write an incident report. RWT can be administered in a group setting in about an hour along with other written tests. Reports are scored later by pairs of trained raters, who once trained and experienced, can average 5-10 minutes per report with exceptional inter-rater reliability.
B-PAD for Oral Board clients receive:
- DVD with the test scenarios or a pass key
- Oral Board Guidebook including scenario questions, sample strong and weak responses and rater training guide
- Scoring sheets for each scene
- Access to new and updated versions from our library of scenes
- Test support via telephone or on-site B-PAD representative
Other B-PAD Products
- B-PAD for Airport Police
- B-PAD for School Police
- B-PAD for Border Police
- B-PAD for Managers
Ordering Information
- We offer a free 90-day trial of any product.
- Products are available on an annual lease basis.
- Contact us to order.
The Rationale for B-PAD
The developers of B-PAD found in their review of the public safety selection research literature over more than 50 years that only three approaches to candidate screening are shown to produce consistently valid and practically useful predictions of on-the-job performance: (1) cognitive or intelligence testing, (2) specific biodata inquiries, and (3) structured situational interviews (in which candidates are read two or so scenarios and asked to describe what they would do if faced with such a situation in real life). Among these, the situational interview has emerged as the most commonly used candidate screening approach.
As a starting point in their effort to develop a behaviorally-based public safety assessment tool, the B-PAD test developers analyzed the features of the situational interview that contributed to its effectiveness. Their study led them to conclude that the moderate predictive power of the situational interview is attributable to the fact that the questions are all standardized (every candidate gets the same set of questions) and job-referenced (the candidate must imagine himself or herself in the role, responding to a real situation), the focus of assessment (judgment) is narrow, and the raters’ interaction with the candidate is minimal.
Building on these three key components of the situational interview, the B-PAD test developers designed a new assessment tool that is behaviorally focused (i.e., that requires candidates to view different critical incidents and to describe to effectively resolve the situation.. The importance of a behavioral focus was three-fold: (1) behavioral assessments provide the fairest method of assessment for all ethnic and gender groups; (2) the Americans with Disabilities Act of 1990 (ADA), while placing significant limitations on an employer’s ability to assess a candidate before making a conditional offer of employment, permits an employer at any time to ask a candidate to describe or demonstrate how he or she would perform job-related tasks; and (3) by having candidates describe what they would do along with follow up questions. A candidate’s job-relevant interpersonal skills could be assessed.