RWC Methodology — Career Fit · Hiring Fit · Federal Fit

Form: 2026.08-A

Scoring: 50 items · +2.0 correct · +0.2 if correct & RT ≤ 25 s · 45 s window · max 110

Instruments: three independent banks (no shared stems)

What each instrument measures

Timed work-relevant behavioral performance across six domains:

1. Executive Reasoning

2. Quantitative & Spatial

3. Verbal & Working Memory

4. Visual Pattern Recognition

5. Social-Judgment (Workplace)

6. Procedural Sequencing

Not measured: medical status, neurological structure, personality disorders, protected class membership.

Composite ceiling **110** rewards fast *correct* performance above a pure 100 accuracy scale.

Slow correct answers still earn full **+2** accuracy.

Wrong answers never earn speed credit.

Many jobs require correct decisions under time pressure; speed of accurate thinking is a second signal beyond untimed interest inventories.

Accommodations: extended time and/or disable speed component.

Schmidt & Hunter (1998); Sackett et al. (2022) — cognitive ability and job performance.

Person–job fit literature (e.g. Kristof-Brown et al., 2005) — fit and satisfaction/turnover *risk* framing.

Market problem stats (SHRM, BLS, GAO) — cite with date; not RWC customer outcomes.

Item-level public rationales: Question **N** only (anti-cheat).

Instrument	Map / use
T1 Career Fit	Civilian career exploration + action plan + optional credential
T2 Hiring Fit	Employer seat delivery + role-fit / verify
T3 Federal Fit	OPM series guidance + federal action plan + cohort options

Test-construction computations may use IBM Quantum hardware for form order / composition integrity.

Does not score people, prove bias-free status, or imply IBM endorsement.