The author examines job performance testing and maintains that testing can serve as an aid for the filling of a particular vacancy if: (1) the test is reasonably indicative of an ability to meet the job’s requirements; (2) the test is administered in a fair and uniform manner; and (3) the results of the testing are not made the sole criteria, but rather, are considered with other available evidence of an employee’s qualifications including the “great weight” that should be given to a supervisor’s unbiased opinion.