On-Demand Training and Employment Testing
On-Demand Training and Employment Testing
This domain tests how to use online training and employment-testing systems properly: completing assigned modules, maintaining assessment security, documenting completion, accommodating candidates, and protecting test data. Expect scenario questions about proctoring, test integrity, and lawful use of employment tests.
Core rules
- Complete training in the assigned sequence and verify that the LMS records the correct user, module, score, and completion date. Keep completion records for the required retention period.
- Protect test content: unique logins, secure browsers or proctors, randomized items where available, and no unauthorized materials. Report irregularities rather than ignoring them.
- Provide disability-related accommodations in testing when requested and supported, such as extended time or a quiet setting, without changing the skill being measured.
- Use employment tests that are job-related and consistently administered. Under Title VII and the ADA, selection procedures must not discriminate and must provide reasonable accommodation; retain test and scoring records.
Worked example
A candidate completes a 50-item housing-assistant knowledge test and scores 78%. The passing standard is 80%, or 40 correct answers; the candidate has 39. The administrator should not round up or alter the score. If the candidate had an approved accommodation for 25% extended time that was not applied, the result may need to be voided and retested under the approved conditions.
Traps
Sharing login credentials or test answers; failing to document accommodations; changing a score to help a candidate; using an unproctored test where proctoring is required; and keeping test results in an unsecured file.