Common use of Assessment Center Clause in Contracts

Assessment Center. The District or a selected independent vendor shall utilize a three-member panel of chief fire officers from other public sector jurisdictions with similar or greater work experience to fire officers in Wauconda Fire District to conduct the Assessment Center. The panel shall consist of fire officers with experience in the Chicago Metro area fire departments reasonably comparable or larger in size and activity as the Wauconda Fire District. The members of the panel shall be certified assessors selected in accordance with the procedure of the Act unless the parties mutually agree to a panel of certified assessors. All assessors shall be certified by the Joint Labor and Management Committee (JLMC) in accordance with the Fire Department Promotions Act. The assessment center may include but not limited to: tactical, problem employee, citizen complaint, problem solving, writing, presentation, and in basket exercises. The problems given during the Assessment Center shall test each candidate’s knowledge, skills, leadership, and command ability during simulated incidents or situations appropriate to the position of Battalion Chief. The panel’s members shall then determine whether or not the applicants have correctly answered each part of the problem that is a part of the component. Wauconda Fire District employees are not allowed to participate in this portion of the assessment center process, except in the roles of promotional candidate, monitor, or role-player in a scenario. Criteria or benchmarks used for the evaluation of each exercise shall reflect the current practices of the District and the monitors shall have an opportunity to review and discuss them with the assessors prior to the start of the evaluation. District employees sharing (giving or receiving) the criteria or bench marks prior to the end of the tactical evaluation are subject to discipline up to and including termination

Assessment Center. The District or a selected independent vendor shall utilize a three-member panel of chief fire officers from other public sector jurisdictions with similar or greater work experience to fire officers in Wauconda Fire District to conduct the Assessment Center. The panel shall consist of fire officers with experience in the Chicago Metro area fire departments reasonably comparable or larger in size and activity as like the Wauconda Fire District. The members of the panel shall be certified assessors selected in accordance with the procedure of the Act unless the parties mutually agree to a panel of certified assessors. All assessors shall be certified by the Joint Labor and Management Committee (JLMC) in accordance with the Fire Department Promotions Act. The assessment center may include but not limited to: tactical, problem employee, citizen complaint, problem solving, and writing, presentation, and in basket exercises. The problems given during the Assessment Center shall test each candidate’s knowledge, skills, leadership, and command ability during simulated incidents or situations appropriate to the position of Battalion ChiefLieutenant. The panel’s members shall then determine whether or not the applicants have correctly answered each part of the problem that is a part of the component. Wauconda Fire District employees are not allowed to participate in this portion of the assessment center process, except in the roles of promotional candidate, monitor, or role-player in a scenario. Criteria or benchmarks used for the evaluation of each exercise shall reflect the current practices of the District and the monitors shall have an opportunity to review and discuss them with the assessors prior to the start of the evaluation. District employees sharing (giving or receiving) the criteria or bench marks prior to the end of the tactical evaluation are subject to discipline up to and including termination