§ 2.60.130. Selection for employment.

A.

The personnel officer, in coordination with the appropriate appointing authority, shall be responsible for the determination and administration of selection methods for filling all positions and establishing whether an examination shall be conducted on a intradepartmental, interdepartmental, or open competitive basis.

B.

Examinations shall measure knowledges, skills and characteristics validly required for the successful performance of duties of a particular class or classes. The personnel officer may use such forms and methods in examining as may be appropriate for the class, including one or a combination of any of the following:

1.

Evaluations of training and/or experience.

2.

Written examinations.

3.

Oral examinations.

4.

Performance and/or simulated work sample examinations.

5.

Medical examinations of health or physical condition where appropriate for the class.

6.

Examinations of physical capabilities, psychomotor control or dexterity.

7.

Ratings of past work performance and/or promotional potential.

C.

The personnel officer shall establish such time limits, methods of recording answers, regulations for admittance to examinations, policies on retesting and such other administrative procedures as deemed appropriate for each examination.

D.

The personnel officer shall take such measures as are necessary to ensure that uniform standards are maintained regarding instructions, procedures, and other test conditions to afford fair and equal treatment to all applicants for a given examination.

E.

Examinations may be administered at such time and in such places as are necessary and practical.

F.

The personnel officer may designate such qualified persons to administer examinations and serve as examiners and test monitors as may be practical and expedient.

G.

The personnel officer shall utilize professionally acceptable principles and methods in the development of the procedures for scoring, setting passing points, rounding fractions, converting and combining scores, and weighing examination components as necessary to ensure the final scores meet acceptable standards of validity and reliability.

H.

The personnel officer shall establish procedures and take such precautions as necessary to safeguard the security and confidentiality of examination materials and to ensure that equal opportunity to compete is afforded all applicants.

I.

Interviews and other examinations conducted by appointing authorities for the purpose of making final selection decisions from among candidates shall be job related. Appointing authorities may request the personnel officer to provide technical assistance in developing and administering such examinations.

The personnel officer, in coordination with the Appointing Authority, may develop standards and procedures for the content and administration of final selection examinations.

J.

For the purpose of judicial or other review, the appointing authority shall provide the personnel officer with records of candidates examined, dates, ratings, and other documentation of the results of final selection examinations. This information shall be kept on file at the county administrator's office for not less than twenty-four months.

K.

Appointing authorities shall give sufficient final selection consideration to an adequate number of the available candidates to provide for competitive selection and to insure the employment of relatively more qualified individuals to county service. The appointing authority shall be responsible for giving full final selection considerations to all eligible candidates.

L.

The personnel officer and/or the appointing authority may hold such supplemental interviews with applicants or make other such inquiries as they deem necessary.

(Ord. 1087 §1(part), 1986)