The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Congress approved a cost of living increase for Federal retirees.
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
Cognitive ability tests assess abilities involved in thinking (e.g., reasoning, perception, memory, verbal and mathematical ability, and problem solving). Such tests pose questions designed to estimate applicants' potential to use mental processes to solve work-related problems or to acquire new job knowledge.
Traditionally, the general trait measured by cognitive ability tests is called "intelligence" or "general mental ability." However, an intelligence test often includes various item types which measure different and more specific mental factors often referred to as "specific mental abilities." Examples of such items include arithmetic computations, verbal analogies, reading comprehension, number series completion, and spatial relations (i.e., visualizing objects in three-dimensional space).
Some cognitive ability tests sum up the correct answers to all of the items to obtain an overall score that represents a measure of general mental ability. If an individual score is computed for each of the specific types of abilities (e.g., numeric, verbal, reasoning), then the resulting scores represent measures of the specific mental abilities.
Traditional cognitive tests are well-standardized, contain items reliably scored, and can be administered to large groups of people at one time. Examples of item formats include multiple choice, sentence completion, short answer, or true-false. Many professionally developed cognitive tests are available commercially and may be considered when there is no significant need to develop a test that refers specifically to the particular job or organization.
(See Section VI for a summary of each article)
Hunter, J. E. (1986). Cognitive ability, cognitive aptitude, job knowledge, and job performance. Journal of Vocational Behavior, 29(3), 340-362.
Murphy, K. R., Cronin, B. E., & Tam, A. P. (2003). Controversy and consensus regarding the use of cognitive ability testing in organizations. Journal of Applied Psychology, 88(4), 660-671.
Outtz, J. L. (2002). The role of cognitive ability tests in employment selection. Human Performance, 15(1-2), 161-172.
Ree, M. J., Earles, J. A., & Teachout, M. S. (1994). Predicting job performance: Not much more than g. Journal of Applied Psychology, 79(4), 518-524.
Schmidt, F. L., & Hunter, J. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality & Social Psychology, 86(1), 162-173.
The Society for Industrial and Organizational Psychology (SIOP) website contains information on Cognitive Ability Tests.
Back to Top