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SSB | 33

Lesson 2
PP & DT
(Picture Perception and Description Test)

Fair, unbiased and fool proof system of SSB is based on 7 selection determinants and 15 O.L.Qs to
examine the potent signs of an efficient defence officer within the period of 4 to 5 days. Now the whole
test spanning 4 to 5 days has been condensed in the form of a screening through which the candidate is
judged and assessed. Candidates are further screened by three or even more assessors who assess the
psycho-physical make up of the candidates by their actions and reactions.
The aim of this test is to choose the right material. It was introduced in 1998; on an experimental
basis for a duration of one or two years, depending on its performances an inference is drawn for its
future detainment and applicability by the high policy makers of D.I.P.R. (Defence Institute of
Psychological Research)
At present, the bulk of students approach the SSB after clearing the UPSC designed written
examination. For DIPR scientists, it is becoming quite hectic to test the large number of candidates
considering the job requirement of three wings of Defence Services.
Those, getting good jobs owe it to their intelligence, but it is seen that they fail to climb the success
ladder because their E.Q. (Emotional Quotient) gets disturbed.
Keeping this in mind and to enhance the strength of the three wings of the services DIPR has
designed screening system to test the I.Q. and E.Q. (I.Q. would here by mean the intelligence quotient
and further the E.Q. would mean the emotional quotient) and its equilibrium so that the deserving
candidates do not lag behind in achieving their ambition and to make the system more scientific and
fool proof.
Consequences of Screening Test
Till now, it is seen that the candidates who possess the flair of maths and with a science
background easily qualify the screening tests. Whereas the few testing booklets vary and repeaters are
well acquainted with screening system and also are familiar with the series of questions available in all
the centres, but it is not the case with the newcomers with the introduction of the new system the
difference in comprehension between freshers and repeaters will be made up and the real
intelligence/traits of a balance personality can be assessed thoroughly.
Applicability of The Test
It is seen that higher the age, less flexible the candidate is, and to mould the candidate of age group
exceeding 21 years is tough. Keeping this in mind this new method of testing is being introduced where
not only analytical skills are tested but also the balanced personality comes out, and the traits of an
individual can be well assessed infront of all the three assessors and decision is taken by psychological
group behaviour and communicating skills.
Scientific applicability related to the deserving candidates is more and transparency can be well
judged by the assessors.

Purpose of The Test
1. To induct more flexible, more trainable and properly balanced personality.
2. To determine the right traits/aptitude for the services.
3. To test the emotional quotient alongwith intelligence quotient.
4. To remove the veil put by coaching institutions.
5. To supplant the below/substandard candidates into deserving candidates.
6. To reduce the pressure on assessors as well as to the government exchequer.
7. To make three days a week for the assessors thereby reducing the psychological stress on them.