Amtrak Pre-Employment Tests and Assessments – Train and Engine PositionsPosition
Assessment and Purpose
Situational Judgment Test (SJT)
: This test is designed to assessa candidate’s ability to effectively deal with realistic, on-the-jobsituations, as well as determine reading comprehension,mathematics and problem solving levels. The test helps todetermine if candidates have the skills to defuse conflicts betweencustomers, respond appropriately to potential emergency situations,and relate effectively with co-workers (among other skills). The SJTreplaces a prior Assistant Conductor pre-employment test that hadbeen in use for approximately two decades. The current AssistantConductor Pre-employment selection process, including alltests/assessments/interviews, was designed over the course of 3years with the assistance of the union, Amtrak Management, jobincumbents and outside consultants. The current process wasimplemented in November 2009.
: This test assesses mathematical, reading, and analyticalproblem solving abilities of candidates. Conductor candidates whopass this test demonstrate an appropriate level of ability to read andinterpret schedules, calculate ticket prices, perform tickettransactions, and perform similar tasks relevant to the position. Itreplaces a portion of the same decades-old pre-employment test asthe SJT. Amtrak began using the current test in November 2009.
Applicant Personality Inventory (API)
: An integrity-basedcustomer service personality assessment. The API is designed todetermine candidate attitudes towards theft, drug use, treatment of customers, etc under a variety of work-based conditions. Amtrak’sInspector General’s office recommended an assessment of thisnature for Assistant Conductors, Lead Service Attendants, TicketAgents, and other positions on the railroad involving interaction withpassengers, monetary transactions, and teamwork. Amtrakimplemented this assessment in 2004 with the assistance of anoutside consulting firm, test developers, and job incumbents.