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The Neil George Safety System (or 5-Point Safety System) is an occupational health and safety program developed for and used in underground mining. The system was developed in 1942 by Canadian engineer Neil George, who at the time was an employee of Inco Limited in Sudbury, Ontario. The program is used throughout Canada and internationally. [1] [2]
Point factor analysis (PFA) is a systemic bureaucratic method for determining a relative score for a job. [1] Jobs can then be banded into grades, and the grades used to determine pay . [ 2 ] PFA is a type of job evaluation ; the main advantage of PFA is that it is systemic and analytical.
Employment testing is the practice of administering written, oral, or other tests as a means of determining the suitability or desirability of a job applicant. The premise is that if scores on a test correlate with job performance, then it is economically useful for the employer to select employees based on scores from that test.
A performance appraisal, also referred to as a performance review, performance evaluation, [1] (career) development discussion, [2] or employee appraisal, sometimes shortened to "PA", [a] is a periodic and systematic process whereby the job performance of an employee is documented and evaluated.
10 instances of absence, each of one day (10 × 10 × 10) = 1000 points For comparison, a single instance of absence with a duration of one working year is approximately 240 points (1 × 1 × 240). In May 2001, HM Prison Service began using the Bradford Formula to identify staff with high absenteeism due to illness. [ 4 ]
Integrity testing for employment selection became popular during the 1980s. [2] Human Resources personnel found integrity tests were an improvement over polygraph tests. Polygraph tests were no longer able to be used for screening of most future employees in the United States due to the Employee Polygraph Protection Act of 1988 (EPPA). [2]
A vitality curve is a performance management practice that calls for individuals to be ranked or rated against their coworkers. It is also called stack ranking, forced ranking, and rank and yank. Pioneered by GE's Jack Welch in the 1980s, it has remained controversial. Numerous companies practice it, but mostly covertly to avoid direct criticism.
The Specialty Knowledge Test is a multiple choice test consisting of 100 questions. Test material is taken from the Career Development Course (CDCs) and applicable Air Force instructions and manuals for each AFSC, as the SKT is specific to a candidate's AFSC. The number of points earned on the SKT is the number of points awarded toward promotion.