JOB TESTING Sample Clauses

JOB TESTING. 1. Testing for jobs will be administered by the Human Resources Department. 2. The test correlating to a particular position will be the same test taken by all applicants for that particular posting. 3. The marking of a test or grading of a test will be administered by the Human Resources Department. 4. Tests will be relevant for the requirements of the position. 5. The minimum percentage or xxxx required to have passed a test will be determined prior to commencement of any testing, and the Corporation will convey this information to the applicants prior to the test.

JOB TESTING. 1. Testing for jobs will be administered through Human Resources or appropriate designate. 2. The test correlating to a particular position will be the same test taken by all applicants for that particular posting. 3. The marking of a test or grading of a test will be managed through Human Resources or appropriate designate. 4. Tests will be relevant and relate to the scope of the position and stated education as outlined in the job description. 5. The minimum percentage or mark required to have passed a test will be determined prior to commencement of any testing and will be conveyed to the applicants prior to the test. 6. The applicant must obtain or exceed the minimum percentage mark of the test in order to be considered further for the job competition.

JOB TESTING. An employee who has applied for a vacancy and who has taken the required tests for such vacancy shall be given the opportunity to review his/her test and total score within twenty (20) calendar days after the scores are computed and certified by the Human Resources Director.

JOB TESTING. Management has the right to administer a job-related test approved by the parties to all candidates applying for a position within the PHA.

JOB TESTING. Job testing, including skills based testing, will be included as a qualification measure of ability and aptitude referred to in 13.5 b.) and used in the selection process for job bidding. An evaluation of skills will also be used in determining potential performance of these jobs. Those skills could include work experience, educational background, and job performance. Aptitude testing will not apply to those employees already in a classification for which the applicable test would be used. Employees who have successfully completed aptitude testing for a specific classification shall not be required to retake aptitude testing for that classification. Skills based testing will be required for all employees to pre-qualify to be an eligible bidder once those tests have been determined and recommended by the joint committee. Skills based testing scores will be valid for 5 calendar years. If an employee has successfully held a classification (not wage schedule, but a specific classification) within 5 years of a job posting notice, then that individual will not be subject to pre-bid testing requirements for that specific classification. Employees bidding within their current job title, but to a different reporting center or work group, shall not be subject to job testing. As with all other employees, that employee will still be required to successfully pass pre-bid testing for all other classifications and previously held classifications if they do not meet the time limit detailed above. Existing full-time employees may job test each time the opportunity is offered – currently each quarter. There is no limit to the number of times a current employee may participate in job testing. Internal employees will be notified of the preparation material and offered opportunities to utilize the material. Job testing scores will not apply in the event of a lay-off situation.