3.03.030 Selection for employment.
A. The 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 an intradepartmental, interdepartmental, or open competitive basis. Each appointing authority shall confer with the Personnel Director to determine the appropriate procedures to be followed.
B. Examinations shall measure knowledge, skills, and characteristics validly required for the successful performance of duties for a particular class or classes. The appointing authority 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 and limited to evaluation capability to perform on the essential job requirement;
6. Examinations of physical capabilities, psychomotor control, or dexterity and limited to evaluation capability to perform on the essential job requirement; and
7. Ratings of past work performance and/or promotional potential.
C. The appointing authority 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 Director 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 times and in such places as are necessary and practical.
F. The appointing authority may designate such qualified persons to administer examinations and serve as examiners and test monitors as may be practical and expedient.
G. The appointing authority shall utilize professionally acceptable principles and methods in the development of procedures for scoring, setting passing points, scaling, rounding fractions, converting and combining scores, and weighing examination components as are necessary to ensure that the final scores meet acceptable standards of validity and reliability.
H. The appointing authority shall establish procedures and take such precautions as are 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 selection decisions from among candidates shall be job related. Appointing authorities may request the Personnel Director to provide technical assistance in developing and administering such examinations. The Personnel Director, in coordination with the appointing authority, may develop standards and procedures for the content and administration of final selection examinations relating to such matters as the composition of examination boards, the development and administration of examinations, and scoring methods.
J. Interviews should not be conducted by one interviewer, except when unusual circumstances make it impractical to have two or more interviewers conduct an examination.
K. Appointing authorities shall give sufficient final selection consideration to an adequate number of the available candidates to provide for competitive selection and to ensure the employment of relatively more qualified individuals to the county service. The appointing authority shall be responsible for giving full final selection consideration to all candidates.
L. The appointing authority may hold such supplemental interviews with applicants or make other such inquiries as they deem necessary.