Guidelines encourage organizations to have policies that permit opportunities for retesting in selection. However, the implications of retesting have only been explored in limited contexts. The current study investigated promotional assessment scores across three repeated administrations at a highway patrol agency. Within-person analyses indicated that scores on the promotional assessment increased both from the first to the second administration and from the second to the third administration of the promotional assessment. Between-person analyses indicated that, whereas test-wiseness was higher for those who had been previously administered the in-basket simulation, other construct irrelevant factors did not differ for those who had and had not been administered the assessments previously. We assert that this provides preliminary evidence of construct relevant score change, as scores increased with more time on the job, allowing for more time to learn relevant knowledge, skills, and abilities. Results are discussed in terms of practical implications for retesting policies.

指导方针鼓励组织制定政策，允许在选择中进行重新测试。然而，仅在有限的背景下探索了重新测试的含义。目前的研究调查了高速公路巡逻机构三次重复管理的促销评估分数。个人内部分析表明，促销评估的分数从第一次到第二次管理以及从第二次到第三次促销评估都增加了。人际分析表明，虽然之前接受过篮子模拟的人的测试明智性更高，但其他与结构无关的因素对于之前接受过和未接受过评估的人来说没有差异。我们断言，这提供了构建相关分数变化的初步证据，因为分数随着工作时间的增加而增加，从而有更多时间学习相关知识、技能和能力。结果将根据重新测试政策的实际意义进行讨论。