Keep your department EEO litigation free and maintain a balanced workforce. Reducing litigation and achieving a diverse workforce are related goals because departments that have proactive plans to build a diverse workforce also tend to be involved in fewer lawsuits. While achieving one does not guarantee the other, the strategically-managed fire department will strive for both simultaneously.
This document summarizes a presentation on maintaining physical standards for firefighters through physical ability tests. It discusses comparing fitness tests to work sample tests, legal issues around discriminatory testing, and setting appropriate cutoff scores. For incumbents, testing should ensure safety and wellness, with remediation programs for those outside normal proficiency levels. Age can impact scores but many other factors are also involved. Regular physical testing of incumbents is important to reduce injuries, claims and ensure crew and public safety.
This presentation will provide an overview of developing and validating a content-valid physical ability, work-sample, test for entry-level firefighters. Examples of "winning" and "losing" characteristics of PATs reviewed in court will be provided.
Find out how ASIS board certification can enhance your ability to differentiate yourself from the crowd. Raise your profile and broaden your exposure by earning your CPP, PCI, or PSP.
Distance learning study guide v1 managing people unit 1Fred Lewis
This document provides a study guide for an automotive management program. It includes contact information for program managers and tutors. The document outlines four learning outcomes covering employment practices, evaluating individual performance, investigating team roles and behaviors, and evaluating team performance. It provides details on the content and assessment criteria for each outcome. The assessment tasks involve identifying recruitment processes, generating a job description, evaluating a staff appraisal system, analyzing an automotive team, and describing factors that influence team management.
This document provides an overview of the qualifications pack for an assessor role in the IT-ITES sector. It includes sections on key contacts, qualifications details, a glossary of relevant terms, and the various national occupational standards units. The role of an assessor is to deliver accredited training and assessment services in the training and vocational education sector. The document outlines the minimum education, training, and experience requirements for the role and lists the applicable national occupational standards.
Program Studi S1 Sistem Informasi
Fakultas Sains dan Teknologi
Universitas Islam Negeri Sultan Syarif Kasim Riau
Backlink ke website resmi kampus:
http://sif.uin-suska.ac.id/
http://fst.uin-suska.ac.id/
http://www.uin-suska.ac.id/
Referensi ke Graham et.al (2006)
The document discusses employee testing and selection. It emphasizes the importance of selecting the right employees, as organizational performance depends on having subordinates with the right skills. Careful selection is important to avoid legal issues from negligent hiring. There are many types of tests that can be used in selection, including cognitive, personality, and work sample tests. It is important to validate any tests used to ensure they accurately measure the skills needed for the job. Background checks and reference checks should also be conducted carefully and legally.
Field Recruitment Skills Testing Brochure- With over a 1000 tests on offer we can test your candidates or employees on everything from Microsoft Applications to job specific tests in areas such as Finance, Sales, Nursing, Engineering, Secretarial and many more.
This document summarizes a presentation on maintaining physical standards for firefighters through physical ability tests. It discusses comparing fitness tests to work sample tests, legal issues around discriminatory testing, and setting appropriate cutoff scores. For incumbents, testing should ensure safety and wellness, with remediation programs for those outside normal proficiency levels. Age can impact scores but many other factors are also involved. Regular physical testing of incumbents is important to reduce injuries, claims and ensure crew and public safety.
This presentation will provide an overview of developing and validating a content-valid physical ability, work-sample, test for entry-level firefighters. Examples of "winning" and "losing" characteristics of PATs reviewed in court will be provided.
Find out how ASIS board certification can enhance your ability to differentiate yourself from the crowd. Raise your profile and broaden your exposure by earning your CPP, PCI, or PSP.
Distance learning study guide v1 managing people unit 1Fred Lewis
This document provides a study guide for an automotive management program. It includes contact information for program managers and tutors. The document outlines four learning outcomes covering employment practices, evaluating individual performance, investigating team roles and behaviors, and evaluating team performance. It provides details on the content and assessment criteria for each outcome. The assessment tasks involve identifying recruitment processes, generating a job description, evaluating a staff appraisal system, analyzing an automotive team, and describing factors that influence team management.
This document provides an overview of the qualifications pack for an assessor role in the IT-ITES sector. It includes sections on key contacts, qualifications details, a glossary of relevant terms, and the various national occupational standards units. The role of an assessor is to deliver accredited training and assessment services in the training and vocational education sector. The document outlines the minimum education, training, and experience requirements for the role and lists the applicable national occupational standards.
Program Studi S1 Sistem Informasi
Fakultas Sains dan Teknologi
Universitas Islam Negeri Sultan Syarif Kasim Riau
Backlink ke website resmi kampus:
http://sif.uin-suska.ac.id/
http://fst.uin-suska.ac.id/
http://www.uin-suska.ac.id/
Referensi ke Graham et.al (2006)
The document discusses employee testing and selection. It emphasizes the importance of selecting the right employees, as organizational performance depends on having subordinates with the right skills. Careful selection is important to avoid legal issues from negligent hiring. There are many types of tests that can be used in selection, including cognitive, personality, and work sample tests. It is important to validate any tests used to ensure they accurately measure the skills needed for the job. Background checks and reference checks should also be conducted carefully and legally.
Field Recruitment Skills Testing Brochure- With over a 1000 tests on offer we can test your candidates or employees on everything from Microsoft Applications to job specific tests in areas such as Finance, Sales, Nursing, Engineering, Secretarial and many more.
This document provides an overview of the factor comparison and point methods for quantitative job evaluation. It includes examples of how to rank jobs based on compensable factors like mental requirements, physical demands, skills, responsibilities, and working conditions. Tables show rankings of sample jobs and constructing a job comparison scale. Diagrams illustrate defining degrees for factors and assigning evaluation points. The goal is to develop a standardized, objective way to determine the relative value of jobs to establish competitive pay plans.
Training Slides of Competency-based Management for the DoD-wide Contracting Community, discussing the importance of Competency Management.
For further information regarding the course, please contact:
info@asia-masters.com
www.asia-masters.com
This document provides an introduction to competency-based training. It discusses key aspects of developing a competency-based training framework including functional analysis to identify competency units, establishing competency standards, designing training programs, and assessment. It provides examples of competency maps and skills qualification frameworks. The goal is to outline the process and key documents needed to design a competency-based training program that leads to a certification, such as developing a framework for a Certificate in Supervisory Management Skills.
The document discusses conducting a workshop on training needs analysis (TNA). The workshop aims to help participants understand the importance and process of TNA for assessing training needs within an organization. The workshop objectives are to understand the purpose and dynamics of TNA, its relevance in managing an organization's human resources, and how to design and conduct effective TNA exercises. The workshop also covers assessing the results and implementation of TNA recommendations.
This document provides an overview of finding the best federal job fit. It discusses implementing a model for reading and analyzing federal job announcements, understanding the importance of specialized experience, and leaving with a clear idea of how to find the best federal job. It provides tips on using USAJOBS to search and filter jobs, the anatomy of job announcements, ensuring eligibility, documenting experience in a resume, and using resume builder tools. The document aims to help participants successfully pursue federal career opportunities.
The document provides an introduction to Oracle Application Testing Suite. It discusses the FMStocks sample application that will be used for testing purposes. It covers various testing concepts such as test planning, requirements, cases, strategies and approaches like functional testing.
Distance learning study guide managing resources unit 2Fred Lewis
This document provides a study guide for an automotive management course. It outlines four learning outcomes covering resources, resource efficiency, acquiring resources, and health and safety legislation. It includes an assignment brief assessing these outcomes through tasks investigating resources for a vehicle operation, evaluating resource efficiency, comparing methods to acquire resources, and examining relevant legislation. Suggested reading materials are also provided.
The document provides details on an individual's education, certifications, training, professional experience, and employment history. It lists the person's associate degree in business management from Northern Virginia Community College from 2009, DOE certification from 2011, and training in cyber awareness, antiterrorism, and OPSEC. Previous roles included declassification analyst at Hexagon US Federal since 2010, records coordinator at Zimmerman Associates from 2010, and records management specialist at CTI Global Solutions from 2009 to 2010.
This document provides an examiner's report on the NEBOSH National General Certificate in Occupational Health and Safety (NGC1) examination from March 2009. It includes general comments on candidate performance and comments on individual exam questions. For most questions, common mistakes by candidates are identified and what constitutes a good answer is outlined. The report aims to provide useful feedback to candidates and tutors to help improve preparation for future exams.
The document provides an overview of human resources topics including:
- An HR management overview and the employee lifecycle covering training, performance management, and career management.
- Regulatory updates on discrimination charges, wage/hour compliance issues, and new EEOC/DOL regulations.
- Details on performance management including goal setting, feedback, and evaluation.
- Training processes like needs analysis, objectives, delivery methods, and evaluation approaches.
- Career planning stages and anchors that influence career choices and progression.
This document provides an examiner's report on the NEBOSH International General Certificate in Occupational Health and Safety (IGC1) examination from March 2012. It includes:
1. An introduction describing NEBOSH as an examining board and awarding body for health and safety qualifications.
2. A section with general comments on candidate performance and common mistakes made. Many candidates were well-prepared but some showed a lack of knowledge or understanding of how to apply concepts.
3. A question-by-question breakdown of candidate responses identifying what examiners were expecting for each question and areas where responses were lacking. This provides feedback to help candidates and tutors improve.
This framework provides officers with a single pathway to obtain two qualifications, PSP41404 Certificate IV in Government (Statutory Compliance) and PSP41504 Certificate IV in Government (Investigation), through 21 units of competency instead of 30. Officers can apply for recognition of prior learning to have their skills assessed against the standards and potentially forego some training. The assessment includes a portfolio of evidence, conversation with a workplace assessor, and potential skill demonstrations. If gaps are identified, flexible gap training will be provided. Upon successful completion of the process, the qualifications will be issued.
This document provides an examiner's report on the NEBOSH International General Certificate in Occupational Health and Safety - IGC1 exam from March 2009. It includes general comments on candidate performance and comments on individual exam questions. The general comments note that many candidates were well-prepared but some showed a lack of knowledge or understanding of how to apply concepts. Recurrent issues preventing success included a lack of exam technique, failure to answer all questions, and an inability to apply the required command words. The comments on individual questions provide example answers and identify what was expected from candidates.
This document provides an examiner's report on the NEBOSH International General Certificate in Occupational Health and Safety - IGC1 exam from March 2009. It includes general comments on candidate performance and comments on individual exam questions. The general comments note that many candidates were well-prepared but some showed a lack of knowledge or understanding of how to apply concepts. Recurrent issues preventing success included a lack of exam technique, failure to answer all questions, and an inability to apply the required command verbs. The comments on individual questions provide example answers and identify what was expected from candidates.
Test design techniques involve identifying test conditions, designing test cases, and implementing test procedures. Test conditions are derived from analyzing the test basis, such as requirements or code, to determine what could be tested. Test cases are then designed to be specific, with exact inputs and expected outputs. Test procedures group and specify the steps to execute test cases. There are various categories of test design techniques, including static techniques, specification-based techniques, structure-based techniques, and experience-based techniques. The appropriate technique depends on the type of testing and artifacts being tested.
This document provides instructions and a questionnaire for employees of the University of Southern Queensland to apply for reclassification of their position. It outlines the process, including:
1. Completing an organizational chart and describing the purpose of the position and work group.
2. Documenting the key duties and responsibilities of the position, and any significant changes.
3. Describing decision-making processes, problem-solving tasks, key relationships, and challenges.
4. Providing budget and financial information, if applicable.
5. Detailing the necessary qualifications, experience, knowledge, and skills for the position.
The completed questionnaire requires signatures of the incumbent and supervisor, as well as a
Some of the key points of effective safety communication include:
- Identify benefits of measuring effectiveness of a safety message or training program.
- Recognize levels, types/methods, and elements of training evaluation.
- Recognize relationship between testing and evaluation.
- Identify two (2) actions to implement at your workplace and potential barriers/how to overcome them.
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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This document provides an overview of the factor comparison and point methods for quantitative job evaluation. It includes examples of how to rank jobs based on compensable factors like mental requirements, physical demands, skills, responsibilities, and working conditions. Tables show rankings of sample jobs and constructing a job comparison scale. Diagrams illustrate defining degrees for factors and assigning evaluation points. The goal is to develop a standardized, objective way to determine the relative value of jobs to establish competitive pay plans.
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This document provides an overview of finding the best federal job fit. It discusses implementing a model for reading and analyzing federal job announcements, understanding the importance of specialized experience, and leaving with a clear idea of how to find the best federal job. It provides tips on using USAJOBS to search and filter jobs, the anatomy of job announcements, ensuring eligibility, documenting experience in a resume, and using resume builder tools. The document aims to help participants successfully pursue federal career opportunities.
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This document provides a study guide for an automotive management course. It outlines four learning outcomes covering resources, resource efficiency, acquiring resources, and health and safety legislation. It includes an assignment brief assessing these outcomes through tasks investigating resources for a vehicle operation, evaluating resource efficiency, comparing methods to acquire resources, and examining relevant legislation. Suggested reading materials are also provided.
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This document provides an examiner's report on the NEBOSH National General Certificate in Occupational Health and Safety (NGC1) examination from March 2009. It includes general comments on candidate performance and comments on individual exam questions. For most questions, common mistakes by candidates are identified and what constitutes a good answer is outlined. The report aims to provide useful feedback to candidates and tutors to help improve preparation for future exams.
The document provides an overview of human resources topics including:
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- Regulatory updates on discrimination charges, wage/hour compliance issues, and new EEOC/DOL regulations.
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This document provides an examiner's report on the NEBOSH International General Certificate in Occupational Health and Safety (IGC1) examination from March 2012. It includes:
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Hiring the Most Qualified Firefighter While Avoiding Lawsuits
1. Fire & Police Selection, Inc. Hiring the Most Qualified Firefighters…. … While Avoiding (and Defending) Lawsuits
2. Contact Information Dan A. Biddle, Ph.D. Stacy L. Bell, M.S. CEO, Biddle Consulting Group, Inc./Fire & Police Selection, Inc. 193 Blue Ravine, Ste. 270 Folsom, CA 95630 1-888-990-3473 www.biddle.com | www.FPSI.com Email: dan@biddle.com | s [email_address]
9. How Can Testing Practices be Challenged? Title VII Disparate Impact Discrimination Flowchart “ OR ” Practice, Procedure, or Test (PPT) Adverse Impact? YES NO Is the PPT Valid? YES NO Alternative Employment Practice? NO Defendant Prevails YES Plaintiff Prevails END Plaintif f Prevails
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19. Firefighter Job Analysis Duties Sample yes yes 4 4.00 8.25 Takes inventory and records and reports equipment and apparatus missing or needing repair or replacement. A3 no yes 4 3.13 8.25 Recognizes the need and makes recommendations for entries in daily log. A2 no yes 5 4.88 8.75 Arrives on time, receives and follows orders, instructions, regarding the work to be done. A1 Assignable Fundamental Best Worker Importance Frequency Domain A Station Duties Supervisor Ratings Firefighter/EMT-I, Firefighter-PM and Fire Engineer Duties
20. Firefighter Job Analysis KSAPCs Sample 3 1 HQ 4.13 6.38 A5, A20, C6, F11 Ability to maintain respect for other’s emotional needs following a crisis. O55 4 1 MQ 4.63 7.63 A5, A20, E1, F8, G2 Willing to remain calm under pressure or heavy workloads, not easily given to hostility, anxiousness, or vulnerability. Wiling to make sensible decisions under pressure. O54 4 1 MQ 4.13 7.25 A1, A2, A24, C5 Willing to be resourceful, goal-oriented, and proactive in bringing tasks to completion. O53 Level Needed Upon Entry Best Worker MQ vs. HQ Importance Frequency This KSAPC is linked to the following duties. Domain O Knowledges, Skills, Abilities, and Personal Characteristics (KSAPCs) : The following knowledge skills, abilities, and personal characteristics affect work behavior and are necessary or important for successful job performance. Supervisor Ratings Firefighter/EMT-I, Firefighter-PM, and Fire Engineer KSAPCs
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22. Selection Plan— Sample *The score from this selection procedure will be combined with scores from other selection procedures in the selection process. P/F MQ 3.1 N/A 3.5 1.4 Basic math skills MQ 3.4 N/A 3.9 1.9 Upper body strength P/F MQ 3.9 3.4 3.5 2.6 Knowledge of Fire Codes R MQ 3.7 N/A 3.5 3.9 Verbal communication skills R MQ 4 N/A 3.2 4.2 Interpersonal and team work skills Background Check Structured Interview Written Test Application Form Minimum/Helpful Qualification (MQ/HQ) Importance (1-5) Level Needed (Knowledges Only) (1-4) Level Needed Upon Entry (1-4) Best Worker (1-5) Knowledge, Skills, Ability, Personal Characteristic, or Physical Requirement Selection Procedure and Use ( P ass/Fail, R ank, or C ombine*) KSAPC/Physical Requirement Rating KSAPC/ Phys Req.
23. Job Duties Operationally defined KSAOs Other KSAOs Selection Devices (e.g., application form, tests, interviews) Content Validity Essential #3: Connecting the Test to the Job Content Valid!
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28. Comparison Between “Test Use” Options Low Moderate High # Item Requirements Low Moderate High Reliability Requirements High Moderate Low Development Time High Moderate/Controllable Restrictive/Controllable Applicant Flow High Moderate Low Cost Low Moderate High Utility Low Moderate High Litigation "Red Flag" High High Low Defensibility Low Moderate High Adverse Impact Low Moderate High Validation Requirements Pass/Fail Cutoffs Banding Ranking Factor
30. Sample Data—Cognitive and Personality Test Scores Total Scores 156 69 W M 175 70 W F 161 70 B M 158 71 B M M M M Gender W B W Ethnicity 63 68 72 Cognitive Score 156 225 175 Personality Score
31. Sample Data—Cognitive and Personality Test Scores Combined Test Scores M M M M F M M Gender W W B B W B W Ethnicity 63 69 70 71 70 68 72 Cognitive % Score 156 156 161 158 175 225 175 Personality Score 73% 79% 81% 81% 81% 83% 83% Combined % Score
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35. U.S. Fire Department Input & Opinions Personal Characteristics 55% Cognitive/Academic Skills & Abilities 45% National Fire Select Test™ Cognitive/Academic Component Strategic Decision- Making 14% Problem Solving 14% Map Reading 10% Writing Ability 15% Reading Ability 18% Mathematical Reasoning 15% Mechanical Ability 14% Personal Characteristics Component Thoroughness/ Attention To Detail 9% Public Relations 9% Sensitivity 8% Emotional Stability 10% Proactive/ Goal-Oriented 8% Truthfulness/ Integrity 13% Allegiance/ Loyalty 10% Working Under Stress 10% Teamwork 12% Following Orders 11%
36. Proposed Solutions for Testing Cognitive/Academic Competencies for Entry-Level Firefighters Notes: CV: Content Validity; CRV: Criterion-related validity. CV/CRV Using CV, measure mechanical comprehension skills such as leverage, force, and mechanical/ physics contexts regarding weights, shapes, and distances. Also can measure spatial reasoning (when using a CRV validation strategy). 12% Mechanical Ability CV While a Structured Interview is the best tool for measuring this skill (because the applicant can be asked to apply this skill in firefighter-specific scenarios), some level of this skill can be measured using word problems or other contexts supplied in written format where applicants can consider cause/effect of certain actions. 13% Strategic Decision-Making CRV Measure using word problems measuring reasoning skills in job-rich contexts. 15% Problem-Solving CV Measure using maps and related questions asking applicants how they would maneuver to certain locations. Include directional awareness. 8% Map Reading CV Measure using writing passages or word recognition lists, sentence clarity, and/or grammar evaluation items. 12% Writing CV While a Structured Interview is the best tool for measuring this skill (because the skill includes verbal and non-verbal aspects), some level of this skill can be measured using word recognition lists or sentence clarity items. 15% Verbal Communication CV Measure using either (1) “Test Preparation Manual” approach (where applicants are given a manual and asked to study it for a few weeks prior to taking the test based on the Manual); or (2) a short reading passage containing material at a similar difficulty/context to the job that applicants are allowed to study during the testing session and answer related test items. 14% Reading CV Use written or “work sample” format; measure using a limited number of multiple-choice items. Balance various types of math skills (add/subtract/multiple, etc.). 10% Math Typical Validation Method Proposed Testing Solution Weight Cognitive/Academic (45% Overall Importance)
37. Proposed Solutions for Personal Characteristics for Entry-Level Firefighters Notes: CV: Content Validity; CRV: Criterion-related validity. 11% Following Orders 9% Thoroughness/Attention to Detail CV/CRV These competencies can be effectively measured using either an SJT (using a CV or CRV strategy) or a Conscientiousness (CS) scale (using a CRV strategy). A CS test can be developed using just 20-30 items (using likert- type responses). Such tests are typically successful in predicting job performance in fire settings. 8% Proactive/Goal-Oriented 8% Sensitivity 10% Emotional Stability 9% Public Relations 13% Truthfulness/Integrity 10% Allegiance/Loyalty 10% Working Under Stress CV/CRV Under a CV strategy, a Situational Judgment Test (SJT) can be used for measuring these skills. Alternatively, a custom personality test can be developed using CRV. while these types of assessments can measure if an applicant knows the most appropriate response (using an SJT) or the best attitude or disposition (personality test), they are limited in that they cannot measure whether an applicant would actually respond in such a way. For these reasons, measuring the underlying traits that tend to generate these positive behaviors is typically the most effective strategy. Structured Interviews can also provide useful insight into these types of competencies, as well as background and reference evaluations. However, these tools are time consuming and expensive, so measuring these areas in the testing stage is an effective strategy. 12% Teamwork Typical Validation Method Proposed Testing Solution Weight Personal Characteristics (55% Overall)
38. Selecting the Ideal Firefighter Critical Skills & Abilities Test “A” Test “B” Reading Ability Mathematical Ability Spatial Abilities Mechanical Aptitudes Writing Ability Interpersonal Skills Decision Making Test “C” Map Reading NFST™