Assessment Center Clause Samples
The Assessment Center clause establishes the procedures and requirements for evaluating candidates or participants in a controlled environment, typically as part of a recruitment, training, or certification process. It outlines how assessments will be conducted, the criteria for evaluation, and the responsibilities of both the organizer and the participants. For example, it may specify the types of tests administered, the schedule, and the standards for passing. This clause ensures a standardized and transparent process for assessing skills or qualifications, thereby promoting fairness and consistency in selection or evaluation outcomes.
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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. 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 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 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 District or a selected independent vendor shall utilize a three-member panel of chief fire officers from other public sector jurisdictions with similar or greater work experience to fire officers in Wauconda Fire District to conduct the Assessment Center. The panel shall consist of fire officers with experience in the Chicago Metro area fire departments reasonably comparable or larger in size and activity as the Wauconda Fire District. The members of the panel shall be certified assessors selected in accordance with the procedure of the Act unless the parties mutually agree to a panel of certified assessors. All assessors shall be certified by the Joint Labor and Management Committee (JLMC) in accordance with the Fire Department Promotions Act. The assessment center may include but not limited to: tactical, problem employee, citizen complaint, problem solving, writing, presentation, and in basket exercises. The problems given during the Assessment Center shall test each candidate’s knowledge, skills, leadership, and command ability during simulated incidents or situations appropriate to the position of Battalion Chief. The panel’s members shall then determine whether or not the applicants have correctly answered each part of the problem that is a part of the component. Wauconda Fire District employees are not allowed to participate in this portion of the assessment center process, except in the roles of promotional candidate, monitor, or role-player in a scenario. Criteria or benchmarks used for the evaluation of each exercise shall reflect the current practices of the District and the monitors shall have an opportunity to review and discuss them with the assessors prior to the start of the evaluation. District employees sharing (giving or receiving) the criteria or bench marks prior to the end of the tactical evaluation are subject to discipline up to and including termination
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.