Section 6-B806. GENERAL REQUIREMENTS FOR SELECTION PROCEDURES  


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    806.1All competitive placements shall be made in accordance with the general principles in this section and the specific requirements of applicable sections of this chapter. These principles and requirements shall also govern noncompetitive placements, to the maximum extent practicable.

     

    806.2For the purposes of this section, the term "placement" includes the development and use of examinations that affect the measurement, ranking, and selection of individuals for initial appointment and subsequent assignment or promotion in the Career Service.

     

    806.3Selection procedures for competitive placement shall do the following:

     

    (a)Be practical in character and fairly test the relative ability and fitness of candidates for jobs to be filled;

     

    (b)Result in selection from among the best qualified candidates;

     

    (c)Be developed and used without discrimination, as required by §§ 803.2 and 804.4; and

     

    (d)Comply with other requirements of applicable equal employment opportunity and affirmative action laws and regulations.

     

    806.4Selection procedures for the Career Service shall be based on a job analysis (which may cover a single position or group of positions, or an occupation or a group of occupations having common characteristics) to identify and evaluate the factors that are important in evaluating candidates and the following:

     

    (a)The basic duties and responsibilities; or

     

    (b)The tasks or the knowledge, skills, and abilities required to perform the duties and carry out the responsibilities.

     

    806.5In cases where adverse impact has been demonstrated, or as determined by the personnel authority, the selection procedures shall be validated using either the content validation or the criterion-related validation model, or any other appropriate model as provided in § 804.4.

     

    806.6If content validation is used, there shall be a rational relationship between the duties of the position to be filled (or the target position in the case of an entry position) and the content of the selection procedure.

     

    806.7If criterion-related validation is used, there shall be an empirical relationship between performance in the position to be filled (or the target position in the case of an entry position) and performance in the examination utilized in the selection process.

     

    806.8In the case of an entry position, the required relationship may be based upon the target position when the following are true:

     

    (a)The entry position is a training position or the first of a progressive series of established training and development positions leading to a target position at a higher level; and

     

    (b)The new employee, within a reasonable period of time and in the great majority of cases, can expect to progress to a target position at a higher level.

     

    806.9A minimum educational requirement shall not be established except as authorized under §§ 804.1 through 804.3.

     

    806.10The personnel authority may require an applicant to provide documentary evidence of his or her qualifications for an appointment in the Career Service.

     

    806.11The personnel authority shall initiate appropriate action, in accordance with chapter 16 of these regulations, in the case of a Career Service employee whose appointment or promotion was based upon fraud or falsification of official personnel records.

     

    806.12For the purposes of this section, the following term has the meaning ascribed:

     

    Target position - The full performance level of a District Service Schedule position or the journeyman level of a Wage Service Schedule position.