Aptitude Testing Clause Samples
The Aptitude Testing clause establishes the right or requirement for individuals, such as job applicants or employees, to undergo assessments that measure their skills, abilities, or suitability for a particular role. In practice, this clause may specify the types of tests to be administered, the standards for evaluation, and the procedures for handling results, such as confidentiality or retesting policies. Its core function is to ensure that only candidates who meet certain competency thresholds are considered, thereby helping organizations make informed hiring or promotion decisions and reducing the risk of unsuitable placements.
Aptitude Testing. The candidate must successfully complete a series of aptitude tests based on standardized testing. (The Canadian Adult Achievement Test - CAAT). The test includes numerical ability, visual pursuit, assembly, mechanical reasoning. Candidates must achieve a minimum pass score to continue their eligibility for selection. One opportunity for re-testing is available after six (6) months of the original test date. Each applicant will be given two (2) opportunities for re-testing. Each opportunity is available after a minimum of three (3) months from the last test date.
Aptitude Testing. Applicants will be tested in accordance with the bank of tests as recommended by the Apprenticeship Branch of the Ministry of Labour. Testing procedure will be as follows:
a) A standard set of testing instructions and procedures will be developed and authorized by the parties to this agreement and communicated to appropriate management and union personnel.
b) The passing grade for the tests will be established by the Apprenticeship Branch of the Ministry of Labour.
c) The passing marks for the mechanical Trades and Electrical tests are established as being a combined requirement of, firstly, seventy percent (70%) in the Mechanical Aptitude and Space Relations segments of the tests, and secondly, seventy percent (70%) in the overall final scoring of the tests.
d) All scoring computations of percentages in each section and overall scores of the tests are recorded as being rounded off to the next highest percentage point where any fraction of percentage point exists.
e) Tests will be conducted on plant property or near the plant by Management; a Union representative will be present when the tests are given and marked.
f) Tests recommended for the self-evaluation will be made available and may be taken by an interested employee. Failure to take such test shall not jeopardize an employee’s application for any apprenticeship.
Aptitude Testing. The Company and the Union have agreed that for purposes of ensuring that future production needs are addressed, effective immediately part of the standard placement process for the position of Production Set-up will include a mechanical aptitude test. The ▇▇▇▇▇▇ Test of Mechanical Aptitude (WTMA) will be used to determine basic aptitude of the internal or the external applicant to be successful in the Production Set-up position. The test will be administered by the HR Department and a “go” or “no go” result will be communicated to the hiring manager prior to interviewing. This “go”/”no go” determination will be made based on the applicant’s ability to meet or exceed a pre-determined threshold set by the Company. The tests will be held in the HR department. All employees currently in Production Set-up positions will not be affected by this process. Should an employee not be awarded an opportunity in the Production Set-up position for reasons of not passing the “go”/”no go” test, the results of the individual’s test will be communicated to the individual by the HR department. Should an employee not be awarded an opportunity in the Production Set-up position for reasons, other than the results of the aptitude test, test results will remain confidential and the other selection criteria may be discussed with the Production Manager. Signed by the parties on this day of May 2014. ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Batak ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ and and its Local 13571 It is understood and agreed that Article 24 provides a greater benefit with respect to holidays than what is provided in the Employment Standards Act, 2000 (Ontario) and that such greater benefit shall prevail over the holiday provisions of the Employment Standards Act, 2000 (Ontario). Signed by the parties on this day of May 2014. ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Batak ▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇▇ NOVELIS FOIL PRODUCTS ▇▇▇ ▇▇▇▇▇ ▇▇▇▇▇▇ TORONTO, ONTARIO AND and its Local 13571 In the event of a sale of the business resulting in a third party becoming a successor employer and bound by the Collective Agreement pursuant to the Labour Relations Act (Ontario), should following such sale there be a full or partial plant closure of the existing plant located in the City of Toronto, causing the permanent layoff of thirty percent (30%) or more of all bargaining unit employees in any period of twelve (12) months or less, then each bar...