Amtrak Pre-Employment Tests and Assessments – Train and Engine Positions

Position Assessment and Purpose

Assistant Conductor
Situational Judgment Test (SJT): This test is designed to assess
a candidate’s ability to effectively deal with realistic, on-the-job
situations, as well as determine reading comprehension,
mathematics and problem solving levels. The test helps to
determine if candidates have the skills to defuse conflicts between
customers, respond appropriately to potential emergency situations,
and relate effectively with co-workers (among other skills). The SJT
replaces a prior Assistant Conductor pre-employment test that had
been in use for approximately two decades. The current Assistant
Conductor Pre-employment selection process, including all
tests/assessments/interviews, was designed over the course of 3
years with the assistance of the union, Amtrak Management, job
incumbents and outside consultants. The current process was
implemented in November 2009.
Math Test: This test assesses mathematical, reading, and analytical
problem solving abilities of candidates. Conductor candidates who
pass this test demonstrate an appropriate level of ability to read and
interpret schedules, calculate ticket prices, perform ticket
transactions, and perform similar tasks relevant to the position. It
replaces a portion of the same decades-old pre-employment test as
the SJT. Amtrak began using the current test in November 2009.
Applicant Personality Inventory (API): An integrity-based
customer service personality assessment. The API is designed to
determine candidate attitudes towards theft, drug use, treatment of
customers, etc under a variety of work-based conditions. Amtrak’s
Inspector General’s office recommended an assessment of this
nature for Assistant Conductors, Lead Service Attendants, Ticket
Agents, and other positions on the railroad involving interaction with
passengers, monetary transactions, and teamwork. Amtrak
implemented this assessment in 2004 with the assistance of an
outside consulting firm, test developers, and job incumbents.
 Structured Interview: A standardized panel interview designed to
evaluate prior work experiences and work styles. Each panel is
comprised of an incumbent, the Hiring Manager, a Human Resources
employee, and a union representative. Research indicates that
structured interviews are far more reliable and valid than
unstructured interviews. Following decades of using unstructured
interviews for Conductors, Amtrak began using validated structured
interviews in November of 2009.

Position Assessment and Purpose

Locomotive Engineer Hogan Personality Inventory (HPI): This assessment is designed
to reveal candidates’ work tendencies, habits and personality traits.
Amtrak’s HPI specifically seeks out people who are ‘focused
introverts’ who can focus on repetitive tasks for extended periods
and who will not allow themselves to be distracted by cell phones,
etc while operating a locomotive. Prevailing research suggests that
personality assessments can be even more effective than skills tests
at predicting job performance. This personality assessment was
designed with the assistance of the union, Amtrak Management, job
incumbents and outside consultants, and was implemented in 2002).
A standardized panel interview designed to evaluate prior work
experiences and work styles. Each panel is comprised of an
incumbent, the Hiring Manager, a Human Resources employee, and
a union representative. Research indicates that structured
interviews are far more reliable and valid than unstructured
interviews. Following decades of using regular interviews, Amtrak
began using validated structured interviews to hire Locomotive
Engineers in 2002.