Testing Components Sample Clauses
The "Testing Components" clause establishes the requirements and procedures for testing specific parts or elements of a product, system, or project. It typically outlines the standards, methods, and timelines for conducting tests, and may specify who is responsible for performing and verifying the results. By clearly defining how and when components must be tested, this clause ensures that quality and performance standards are met before further work proceeds, thereby reducing the risk of defects and ensuring compliance with contractual or regulatory requirements.
Testing Components. Where the Administration determines that it shall require skills tests for a position, the APSS reclassification committee will be provided with notice. In the event the APSS reclassification committee does not agree with the testing, they will work with Human Resources to resolve the issue.
Testing Components. Written Test: The written test will count as 30% of the final score.
Testing Components. Required skill tests for each job position will be determined by the Administration and reviewed with the Association. Required tests will be consistent for each position.
Testing Components. A. Written Test: The written test will count as 20% of the final score.
1. A standardized Police Sergeants multiple-choice test as provided by a testing service, such as Cooperative Personnel Services (CPS) or International Personnel Management Association (IPMA). If available, the City will provide a list of suggested study materials.
2. A score of 70% or better on the written test will enable a candidate to proceed in the testing process. A score below 70% will disqualify a candidate from further consideration.
3. All candidates will have the right to review with a representative from the Department of Human Resources their own written test results so that the candidate may have the opportunity to improve in the future.
4. The Chief or his/her designee will review the test before it is given to ensure that the exam contains material relevant to a supervisory position in San ▇▇▇▇ Obispo.
B. Assessment Center will count as 60% of the final score.
1. The Assessment Center may consist of 2 or more exercises. One of these exercises will be a traditional oral board interview. Other exercises may include a situational role-playing, oral resume, simulation exercises; and a supplemental questionnaire to assess written communication, critical thinking, problem solving and leadership skills, or other testing instruments as determined by the Human Resource Director in consultation with the Police Chief. The Human Resources Director shall determine the weight of each Assessment Center activity. In no case shall the oral interview count less than 60% of the total Assessment Center score.
2. The evaluators will be members of the law enforcement community. Selection of the evaluators will be made by the Human Resources Director in consultation with the Chief of Police. The Human Resources Director or his/her designee from the HR Department will be responsible for instructing the raters on how to conduct interviews and the scope of the interviews.
3. A Police Department observer as appointed by the Chief of Police and an Association observer as appointed by the Association may monitor the Assessment Center. The Association observer must be a neutral, non-unit member not a part of, nor directly impacted by the testing process. Both observers shall be subject to approval by the Human Resources Director. The Chief of Police or his/her designee will provide the evaluators and observers with information about the qualifications desired for the position being tested.
4. At the...
Testing Components. The Contractor shall make available to the Government all acceptance test results and discrepancy reports with corrective actions taken with any RSS component under this contract.