Assessment of qualifications. If a Party requires an examination to assess the qualifications of an applicant for authorisation, it shall ensure that its competent authorities schedule such an examination at reasonably frequent intervals and provide a reasonable period of time to enable applicants to request to take the examination. To the extent practicable, each Party shall accept requests in electronic format to take such examinations and shall consider the use of electronic means in other aspects of examination processes.
Assessment of qualifications. The City’s assessment of employee qualifications under this Article shall include, but is not limited to the following: skills and ability; past performance; productivity; and experience and training with the required equipment.
Assessment of qualifications. If a person with an equivalent qualification, cf. clause 1-4 (first paragraph), applies for membership in NITO, the issue can be taken up with the enterprise as to whether the Agreement applies to the person in question, assuming that he or she can demonstrate that he or she has obtained equivalent theoretical knowledge.
Assessment of qualifications. Qualifications refers to a salaried employee’s all personal qualities that have direct or indirect relevance to their performance. Qualifications are compared against the job requirement. Good qualifications and good performances are held by people at all job requirement levels. The qualification factors adopted must be fair and motivating. Therefore, at least the following criteria must be applied to the employees: – is relevant to the job, is part of all performed tasks under assessment – is evident, can be measured and is an independent variable (not a constant) – the person must be able to influence the factor It is necessary to build a clear and simple scheme so that it is sufficiently easy to use and that qualification factors or weightings can be changed according to the situation. The assessment of qualification is carried out by a line manager, who must aim at absolute objectivity in the assessments. The assessment of personal factors is carried out at least once a year, unless otherwise agreed locally. The job descriptions forming the basis for the job requirement assessment are reviewed at the same time as each person's personal qualifications are assessed. The assessment of the personal factors of a new employee must be carried out within six months of the commencement of employment. Until then, the salary is equal to the job-specific salary at the minimum. The qualifications and performance of a salaried employee must always be assessed in relation to their current duties. If job description changes, the employee's competence in relation to the new duties must be reassessed. This mean that the proportion in which the qualification factors affect the total personal salary may change. The salaried employee and the shop xxxxxxx of the salaried employees have the right to be informed of the reasons, results and effects of the assessment.
