Assessment Center. A promotional candidate may not appeal or dispute the Assessment Center or scoring of the Assessment Center to an administrative or judicial body except for fraud committed by an assessor.
Assessment Center. The assessment center will be designed to test the candidate’s ability to perform several of the functions of a Captain. It will include demonstrating the candidate’s ability to handle administrative functions of the position, emergency mitigation functions and may include an oral interview. The assessment center will be designed and conducted by an impartial, independent firm contracted by the City. The Chief will serve as a resource to assure that the process is relevant to the position being assessed.
Assessment Center. The City shall contract with an outside firm to conduct an objective and interactive assessment center to evaluate all qualified candidates for Battalion Chief.
Assessment Center. The decision to use an Assessment Center shall be taken by the bank itself which may do so at its own discretion. The decision of principle on this matter is taken after consulting the staff delegation. The aim of the Assessment Center is to give the participants an external view of their potentials and valuable information on the best way of embarking upon the training programme. The assessment will be made by specialized external partners after informing and consulting the Joint Committee.
Assessment Center. The assessment center shall be conducted as outlined in Section 50. The assessment center shall constitute sixty (60) percent of the candidate’s combined score.
Assessment Center. The Assessment Center shall include the use of multiple assessment techniques and tactical exercises administered by an outside organization selected and paid by the VILLAGE such as the Illinois Fire Chiefs Association’s Promotional Evaluation & Assessment Service. The analysis shall be conducted by certified assessors as provided by 50 ILCS 742/50.
Assessment Center. The Assessment Center process will be conducted by members of the Advisory Services Division of the Ohio Association of Chiefs of Police, or an alternative mutually- agreed upon Assessment Company. The Chief of Police, or designee, will act as the coordinator on behalf of the City to arrange for the assessment process. Provided there is an available pool of assessors, no assessor shall serve on any panel where he or she has previously served as an assessor of any candidate subject to assessment.
Assessment Center. Candidates shall be tested as to administrative and supervisory skills as well as fire
Assessment Center. (a) For a promotional candidate applying for the Apparatus Operator, Fire Lieutenant, or Deputy Fire Marshal Lieutenant classification, forty percent (40%) of a promotional candidate’s composite score will be based on an Assessment Center.
(b) For a promotional candidate applying for the Fire Battalion Chief or Deputy Fire Marshal Battalion Chief classification, fifty percent (50%) of a promotional candidate’s composite score will be based on an Assessment Center.
(c) For a promotional candidate applying for the Assistant Chief or Fire Marshal classification, sixty (60%) percent of a promotional candidate’s composite score will be based on an Assessment Center.
(d) In the event the number of candidates qualified after the written examination equals the number of positions available for the current promotional process, the promotional candidates may voluntarily choose to waive his/her right to the Assessment Center process. In such situations, ALL candidates must unanimously agree to the voluntary waiver. If so, the parties mutually agree to utilize the “WAIVER OF RIGHT TO ASSESSMENT CENTER PROCESS” form provided by the City. If all candidates do not agree to waive the Assessment Center, then it will proceed as set forth.
Assessment Center. 1. The Human Resources Department, in coordination with the Department will hire a consultant to develop an assessment center process in advance of the need to create an eligibility list for a promotional rank using an assessment center process. If an assessment center has not been developed or an existing assessment center needs to be revised to include new or different scenarios or situations and exercises, then following the posting of a vacancy announcement for the written examination, the assessment center development or revision process should be initiated. Due to the complexities and time involved in choosing a qualified vendor to participate in the development of an assessment center based on the essential job functions of the rank or the revision of an existing assessment center, a significant amount of time may pass between creating an eligibility list based on a written exam and conducting the assessment center.
2. The portions of the assessment center that require verbal communication from the Officer, such as Structured Interviews, Role-Playing, Oral Presentation, etc., will be video recorded. An individual candidate may review, but may not copy, their recorded video responses on a single occasion after executing a confidentiality non-disclosure form. The Association shall be entitled to meet with the test designer to review statistical test evaluations, outcomes and methodology, which shall include the materials associated with rater training and performance, and any candidate orientation materials. After such meeting, if the Association raises a concern about failure to comply with the provisions of this Agreement, they may request access to the video recorded assessments, which shall be considered by the Chief. If denied by the Chief, an arbitrator appointed in connection with a contract grievance shall be authorized to require production of the relevant materials. This paragraph shall not prevent access by the Association to any materials that are public records under state law.
3. The assessment center will be developed based on the professional guidelines for assessment centers advocated by the American Psychological Association. The Department will follow City purchasing requirements to select one or more consultants to design and develop an assessment center for the ranks of Captain. The consultant shall make all final decisions concerning the design and implementation of the assessment center. Revision of an existing assessment center...
