A. UNIVERSITY’S OBJECTIVES
Ensure a highly skilled and qualified clerical work force.
Provide managers and bargaining-unit members with an objective tool to measure job qualification.
Provide training opportunities for bargaining-unit members to improve their likelihood of passing the test, and for those who fail the test, to provide some training opportunities to improve their skill sets.
Ensure that test-qualified bargaining unit members, who are otherwise qualified and who have the most seniority, are promoted within the university.
Adopt competitive hiring and promotional practices that are consistent with public-sector industry standards.

B. SCOPE OF THE TESTING PROGRAM

What does the test measure?

This is a four-part test that includes the following components:

a. Following Policies and Procedures

-understanding and following policies and procedures

b. Understanding Business Communications

c. Practical Office Problem Solving; and

-computation skills

d. Comparing and Proofreading

-grammar and proofreading skills

The test takes approximately two hours to complete. The test can be administered by software on a computer or by the paper and pencil method. Presently, the university only has 4 computers dedicated for the General Clerical Skills Test. This is the same test that is currently being given to new applicants to Wayne State University.

This test measures general clerical competencies that are necessary to perform well in any department. This test is not designed to be job specific because such job-specific testing is cost prohibitive and would limit employees’ ability to promote into different areas.

To view sample questions in each area, visit www.hr.wayne.edu/emp/candinfo.htm.

2.     Who developed and validated the test?

Aon Consulting Services developed the test. Aon validated the test in 1997 consistent with the requirements established by the EEOC in the Uniform Guidelines on Employee Selection Procedures, 29 CFR 1607.

3.      To whom will the testing apply?

The test applies only to those who seek a promotion to a position posted on or after 8/01/02.

No current employee is required to take the test, unless the employee wants consideration for a promotion on or after 8/01/02.

Employees are not required to pass the test for lateral transfers or re-classifications or in reduction in force situations.

Once an employee passes the test, the employee does not have to take the test again unless the University’s HR Division increases the passing score. (This would require 60 days of notice to the Union.) An employee, who was hired into a clerical bargaining unit job after April of 199, has already passed the test, and need not pass it again, unless the pass score is increased.

Employees who fail the test can re-take the test every 90 days (3 months)

4.       When will the testing apply?

Employees will be able to take the test shortly after the contract is ratified. However, passage of the General Clerical Skills Test will not be a required for a promotion until August 1, 2002. This will allow employees to take the test several times and take advantage of training courses, if necessary, before passage is a promotional requirement.

5.      What type of training is available to assist employees in improving their job skills and passing the clerical skills test?

The University is offering the following training opportunities:

PRE-TESTING:

a. Sample tests and handbook

b. Human Resources website information

c. Test taking skills and anxiety training, including a practice test. This course will be offered once a month. Employees are entitled to up to four hours of paid time to attend this course. [See the Gary K. Dent memo of 1/24/2002 for a schedule of seminar dates and dates for large-group, paper and pencil testing. Contact the Training & Development Department at 7-2111 to schedule the training seminar and/or large-group test administration sessions.]

POST-TESTING:

a. University-sponsored training on proofreading and grammar skills. These training sessions will be provided by outside consultants and offered every other month. The University is committed to spend a maximum of $25,000.00 for the life of the contract for this training. The training costs about $100.00 per person. Employees will be entitled to a maximum of 15 hours of paid time to attend this training for the separate sessions on proofing and grammar.

b. 50% tuition-reimbursement up to $100 for employees who have (1) failed the GCST at least 3 times; and (2) taken the test taking skills and anxiety training course. The University is committed to spending $20,000.00 for this reimbursement program for the life of the contract. Reimbursement requirements include:
-courses must deal with computation and reading comprehension skills
-employee must get a passing grade in the course, as defined by the institution giving the course
-employees must use unpaid time to take the course(s)
-employee can only be reimbursed for one course per every term.

6.     Can the University modify the test at its discretion?

The University may modify GCST to develop equivalent alternate forms of the test. The University may not use another type of test without the approval of the Union.

C. OTHER IMPORTANT ASPECTS OF THE TESTING PROGRAM

An employee’s score will not be released to departments. The only information that will be provided to the hiring department is whether or not the employee passed the test. However, if the employee wishes to take advantage of the seminars on proofing and grammar on paid time, then the current supervisor will need to be aware that the employee is eligible to attend this seminar and to arrange the paid release time. This amounts to the supervisor knowing that the employee did not pass that one portion of the test. An employee could, if she/he wishes, arrange to attend the seminar on vacation or personal time to prevent the supervisor from knowing that the employee did not pass the proofing and grammar section.
Employees who are promoted after the GCST is a promotional requirement will only be subjected to a 225 hours worked provisional period, which is down from 90 calendar days. This means that any time not worked during the provisional period automatically extends that period until 225 hours are worked.
The first time that an employee takes the test, the employee will be paid for the time spent taking the test. Supervisors are required to release an employee from their normal working hours to take the test within one month of the employee’s first written request to take the test.
Employees must coordinate with their supervisors to be released from work to attend the training programs and to retake the test.

D. IMPLEMENTATION OF THE TESTING PROGRAM:

Date of Contract Ratification – 120 days: GCST will be given (at least) twice a month. See the Gary K. Dent memo of 1/24/2002 for a schedule of large-group, paper and pencil testing.

August 1, 2002: Passage of the GCST is a promotional requirement for jobs posted on or after this date. [Not for lateral transfers.]

No later than February 2002: Test Taking Skills and Anxiety Test training will be given at least bi-monthly.

Grammar and Proofreading Training given at least every other month, starting 3/1/02 until funds exhausted

121 days- ?: GCST given at least once a month