Washington Administrative Code › Title 296 - Labor and Industries, Department of › Chapter 296-05 - Apprenticeship rules › Section 296-05-419 - Qualification standards

Current through Register Vol. 24-14, July 15, 2024
Qualification standards are the criteria, used by sponsors to
				select applicants into an eligibility pool. These qualification standards and
				the procedures used to determine the standards must be specified in detail in
				the sponsor's equal employment opportunity plan and must:
Identify the specific criteria and attributes used to evaluate
				applicants;
Specify the acceptable scores required for each qualification
				standard;
Demonstrate a direct relationship between each qualification
				standard, its required score and the expected job performance;
Establish a significant statistical relationship between the
				score required for admission to the pool and the applicant's performance in the
				apprenticeship program. This statistical relationship must be based upon the
				procedures discussed in  41 C.F.R. Part 60-3  (Guidelines on employee selection
				procedures); and
Specify that the applicant has achieved an acceptable score on
				all the qualification. Unless an applicant achieves an acceptable score on all
				the qualification standards, the applicant will be ineligible for admission to
				the pool.
(1)
Aptitude test
			 scores for use as qualification standards.
Aptitude tests may be used as
			 qualification standards; however, any aptitude test score used as a
			 qualification standard must be directly related to apprenticeship job
			 performance. To demonstrate this relationship, there must be a significant
			 statistical relationship between the aptitude test scores required for
			 admission to the pool and performance in the apprenticeship program. In
			 determining this relationship, the sponsor must follow the procedures discussed
			 in 41 C.F.R. Part 60-3. These requirements also apply to any aptitude tests
			 used by a program sponsor and administered either by a state employment agency
			 or any person, agency or organization engaged in the selection or evaluation of
			 personnel. If a national aptitude test is developed and administered by a
			 national apprenticeship committee, it must meet these requirements before it
			 will be approved by the United States Department of Labor, Employment and
			 Training Administration, Office of Apprenticeship.
(2)
Educational achievements for use as
			 qualification standards.
Educational achievements can be used as
			 qualification standards; however, all such achievements used to determine
			 admission to a program pool must be directly related to apprenticeship job
			 performance. This direct relationship must be demonstrated by a significant
			 statistical relationship between the achievement scores required for admission
			 and expected performance in the apprenticeship program. In demonstrating such a
			 statistical relationship, the sponsor must meet the requirements of  41 C.F.R.
			 Part 60-3 .
Official school records or a certified passing grade on a
				general educational development (GED) test recognized by state or local public
				instruction officials shall be evidence of educational achievement. These
				education achievement requirements must be uniformly applied to all
				applicants.
(3)
Role
			 of the interview in the applicant selection process.
Interviews must
			 not be used as a qualification standard for admission to an eligibility pool
			 for programs using the selection methods described in WAC
			 296-05-417(1) and
			 (2). However, after an applicant is placed in
			 a pool and before selections are made from that pool, an applicant can be
			 interviewed. When interviews are conducted, they must:
(a) Consist only of objective questions
			 relevant to the applicant's fitness for the apprenticeship program.
(b) Not include questions related to
			 qualifications previously used to determine entrance to the pool.
(c) Require each interviewer to record the
			 questions and the general nature of the applicant's answers.
(d) Require each interviewer to prepare a
			 summary of any interview conclusions.
Adequate records of the interviews must be kept including a
				brief summary and conclusion and how the specific factors like applicant
				motivation, ambition, and willingness to accept direction affected the
				interviewer's final decision.