Employment Testing of Persons with Diasabling Conditions - IPAC

In order to gain an understanding of the test material necessary for
making arrangements for appropriate accommodations, it may be
necessary for the Affirmative Action Office to see the actual test
or representative sample test materials subject to normal test
security constraints. Under no conditions should the details of the
test, subtest or item contents be discussed with the candidate.
IX. Alternate test dates
If reasonable accommodation is possible but, through no fault of the
candidate, the agency cannot provide that reasonable accommodation on the
regularly scheduled test date, the agency shall schedule the affected
candidate for an alternate test date, which shall not be more than one
month followijig the regularly scheduled test date.
X. Temporary Disabilities
A. Reasonable accommodation that does not require excessive expense
to the agency will be provided to candidates who are temporarily
disabled, upon documentation of their need. Such accommodations may
include such items as a physically accessible test site, table and
chair instead of student desk, or amanuensis.
B. More extensive accommodation will not normally be provided to
candidates who are temporarily disabled. When special circumstances
justify providing more extensive accommodations, the candidate may
be required to bear the expense.
XI. Test Administration
Patience, tact and special care are needed in administering selection
instruments to any population, but this is especially true with
populations whose needs go beyond the normal test anxiety and confusion
resulting from dealing with unfamiliar, complex, even arcane procedures
and routines. Issuing test materials, giving instructions, and answering
questions all require special attention when working with disabled
candidates, particularly those with sensory and/or learning disabilities.
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