Specifications include, but are not limited to: a. Provide valid and fair assessment of a comprehensive range of knowledge, skills, abilities and other competencies that will identify qualified candidates. Alternative models using the approach of the "wholeperson" and assessing attributes such as but not limited to situational judgment, self-management, information-processing and critical work behaviors can be proposed. However, such approaches should be developmentally appropriate and maintain a reasonable degree of practical utility. b. Proposed methodologies/model(s) of examination are required to focus on a full range of aptitudes, skills, abilities and other traits, including teamwork and human interaction skills, rather than only on narrowly defined academic/technical related abilities. c. Methodologies/model(s) proposed that entail multiple days of testing must also include plans/steps to protect against test security issues that can compromise the integrity of each selection process. It is the preference of the City of New Haven that all testing for any given component be completed in one (1) day in order to minimize test security issues. d. Proposed scoring methodologies/model(s) should include recommended procedures that ensure candidates best suited for promotion are identified, reduce subgroup differences and take into account the psychometric power of proposed method(s) of examination.