Common use of Interview/Testing Clause in Contracts

Interview/Testing. The following principles must be considered in the event that testing and/or interviews are determined to be appropriate in assessing competing applicants for vacancies: If testing is being used as an assessment technique then: (a) Candidates shall be given reasonable notice of the testing date. (b) Candidates shall be apprised of the general nature of the subject matter upon which they will be tested and will be given reasonable access to relevant materials in the Employer's possession. (c) Candidates shall be told in advance what is expected as a passing grade, including marking schemes. (d) Reasonable steps shall be taken to ensure that all applicants taking the test should do so under similar circumstances. (e) The content of the test must be relevant to the duties of the job being applied for. Applicants will be permitted to review their own scored tests. Upon request the Union shall be provided the test scores, without names, for all applicants. (f) Test scores for the same skills assessment obtained by candidates shall be retained on file for three (3) months and will be used in the assessment of their skills for any subsequent job competitions for the same position. Candidates may not be permitted to be tested again for the same skills assessment within the three (3) month period following the date of the unsuccessful test, if they were unsuccessful in their initial attempt. An employee shall be exempted from this provision if they demonstrate that they have made their best efforts to improve their skills and/or knowledge of the subject being tested. This provision will not apply for positions through the layoff/bump process. In the event that interviews are held: (i) at least two (2) members of management, or designate, shall be present during all interviews; (ii) interview questions and responses shall be recorded to the degree that this is possible; (iii) questions must be relevant to the qualifications necessary to do the job; (iv) questions must be consistently asked of all applicants. (g) An employee who has successfully completed the testing and/or interviews referenced above, but was not the successful candidate, shall be deemed to be qualified for the position for a period of six

Interview/Testing. The following principles must be considered in the event that testing and/or interviews are determined to be appropriate in assessing competing applicants for vacancies: If testing is being used as an assessment technique then: (a) Candidates shall be given reasonable notice of the testing date. (b) Candidates shall be apprised of the general nature of the subject matter upon which they will be tested and will be given reasonable access to relevant materials in the Employer's possession. (c) Candidates shall be told in advance what is expected as a passing grade, including marking schemes. (d) Reasonable steps shall be taken to ensure that all applicants taking the test should do so under similar circumstances. (e) The content of the test must be relevant to the duties of the job being applied for. Applicants will be permitted to review their own scored tests. Upon request the Union shall be provided the test scores, without names, for all applicants. (f) Test scores for the same skills assessment obtained by candidates shall be retained on file for three (3) months and will be used in the assessment of their skills for any subsequent job competitions for the same position. Candidates may not be permitted to be tested again for the same skills assessment position within the a three (3) month period following the date of the unsuccessful test, if they were unsuccessful in their initial attempt. An employee shall be exempted from this provision if they demonstrate that they have made their best efforts to improve their skills and/or knowledge of the subject being tested. This provision will not apply for positions through the layoff/bump process. In the event that interviews are held: (i) at least two (2) members of management, or designate, shall be present during all interviews; (ii) interview questions and responses shall be recorded to the degree that this is possible; (iii) questions must be relevant to the qualifications necessary to do the job; (iv) questions must be consistently asked of all applicants. (g) An employee who has successfully completed the testing and/or interviews referenced above, but was not the successful candidate, above shall be deemed to be qualified for the position for a period of sixsix (6) months without being subject to the provisions of this article.