Skip to page body Home About Us What's New City Government Departments Living Visiting Doing Business I Want To...

Rule 3: Selection

3.1: Announcements
3.2: Applications
3.3: Qualification of Applicants
3.4: Disqualification
3.5: Notice of Qualification
3.6: Examination Process
3.7: Types of Examinations
3.8: Examination Administration
3.9: Inspection of Papers
3.10: Request for Review
3.11: Change of Address
3.12: Contract for Performance of Examination Functions
3.13: Transfer of Eligibility

Back to Table of Contents

3.1: Announcements
All selection procedures for positions in the classified service shall be publicly advertised either by posting, by publication, or such other adequate means as may be available to attract qualified candidates. Posting of announcements shall be for not less than five (5) days prior to the final filing date. The notice shall state the classification title, nature of work to be performed, qualification standards, when and where to file applications, examination procedures, and other pertinent information.

3.2: Applications
Applications to take examinations must be filed on a City application form.

3.3: Qualification of Applicants
Applicants for examination must meet the qualification standards set forth in the announcement.

3.4: Disqualification
The Director of Human Resources has the authority to disqualify applicants, candidates or eligibles consistent with the provisions of these rules. The following shall constitute grounds for disqualification of an applicant, candidate or eligible: c. Conviction (including pleas of guilty or nolo contender) of a crime if the Director of Human Resources determined that the conviction has a rational relationship to the position for which application is made. In making the determination, the Director of Human Resources shall consider the duties and responsibilities of the position, the nature of the conviction, the circumstances surrounding the crime, and the candidate’s record since conviction. In the case of applicants, candidates, or eligibles for peace officer (as defined in Penal Code Sections 830, et seq.) positions, a felony conviction shall automatically disqualify the individual.

3.5: Notice of Qualification
Applicants and candidates shall be sent written notice of acceptance or rejection of their application and the results of their examination. Said notice shall be mailed to the address of record on the application filed for the examination.

3.6: Examination Process
The selection techniques used in the examination process shall be impartial and relate to those subjects which, in the opinion of the Director of Personnel fairly measure the relative capacities of the persons examined to execute the duties and responsibilities of the class or position to which they seek to be appointed. Examinations shall consist of selection techniques which will test fairly the qualifications of candidates such as, but not necessarily limited to achievement and aptitude tests, other written tests, personal interview, performance tests, physical agility tests, evaluation of daily work performance, work samples, psychological tests, successful completion of prescribed training, or any combination of these or other tests. The probationary period shall be considered as a portion of the examination process. Examinations shall be designed to provide equal opportunity to all candidates by being based on an analysis of the essential requirements of the class, covering only factors related to such requirements.

3.7: Types of Examinations
The Director of Personnel shall make the final decision on the types of recruitment and examinations to be held for any given position or classification. The following types of recruitment and examinations may be held:

  1. Open Examinations shall be open to all candidates who meet the qualification standards set forth in the job announcement.

  2. Promotional Examinations. Promotions shall be on the basis of competitive examination and, wherever practical, shall be on the basis of ascertained merit.

    1. Classified Examinations shall be open only to City employees in the classified service.

    2. Departmental Examinations shall be open only to City employees in Classified Service positions within a specific classification in a designated department or division. This type of recruitment may only be used when all positions within that classification in the department or division are filled and the appointment will be made as a previously approved reclassification of an existing position.

  3. Transfer Examinations shall be open only to City employees in classified service positions in the same classification; or, City employees who meet the qualification standards for the classification, and are in classified service positions in other classifications that have the same maximum rate of pay.

3.8: Examination Administration
The Director of Personnel shall be responsible for administering and scoring selection examinations.

  1. Instructions. All necessary explanations as to procedure will be made to the whole group by the person in charge, or will be found printed on selection procedure papers or notices. Persons conducting selection procedures are forbidden to explain to the group, or to individuals, the meaning of any question, or to make remarks or suggestions that may assist in its solution.

  2. Qualifying Scores. The Director of Personnel shall set the minimum qualifying scores for each phase of the selection examination process. Candidates failing to achieve the qualifying score in any phase shall be disqualified from further participation in the examination process.

  3. Grading. All grading will be based on the responses provided or performance demonstrated by the candidate at each phase of the examination process. No examination paper, record or statement may be subject to alteration, addition or clarification by the candidate after the conclusion of the exam administration.

  4. Ties. Two or more candidates with the same final score shall be given the same rank on the eligibility list. The rank following the tie shall then be left vacant. When entitled to certification, tied candidates names shall always be certified to the hiring authority.

  5. Final Scores. The final score of a candidate shall be based upon the compilation of all examinations in the examination process according to the weights of each test established by the Director of Personnel.

  6. Veterans Credit. In all entrance examinations for positions in the Classified Service, veterans who attain a passing grade shall be allowed an additional five (5%) percent of the maximum grade for such examination if the veteran seeks to enter the Classified Service of the City within five years immediately following honorable discharge from active military service. Veterans currently receiving compensation from the U.S. Veterans Administration for war-service-incurred disabilities shall be allowed ten (10%) percent of the maximum grade without regard to date of discharge.

    The term "veteran" means any citizen of the United States who has served on active duty in the armed forces of the United States in time of war or during periods of military hostilities officially designated as such by the Congress of the United States.

3.9: Inspection of Papers
Any applicant, after receiving official notice of his or her rating as ascertained by the selection procedure, may, in person or by duly authorized agent acting under written authorization, inspect his or her own examination papers within five (5) working days after notice to him or her of the results of the selection procedure.

3.10: Request for Review
Requests must be made in writing to the Director of Personnel within five (5) working days from the mailing of the examination results. Such request shall not be accepted by the Director of Personnel unless it specifically designates an obvious and substantial error.

Until such request is decided in the appellant's favor, his/her right to certification is to be determined by his/her original rating. Pending the rectification of such manifest error, however, the Director of Personnel may, at his or her discretion, temporarily delay certification, or suspend, or cancel any certification heretofore made. No hearing on such request will be granted to applicants. An applicant in the competitive selection procedure is to be evaluated according to the statements he or she makes on his/her examination papers and not according to what he or she may later claim he or she intended his or her statements to mean.

3.11: Change of Address
Applicants changing their notification residence after filing an application should notify the Director of Personnel of such changes in writing, immediately. Failure to do so will be treated as the fault of the applicant and may result in his or her failure to be notified of an examination, or his or her failure to be certified for appointment, or to receive any other notice or communication which the Director of Personnel may send him or her.

3.12: Contract for Performance of Examination Functions
The City Council, upon recommendation of the City Manager or Director of Personnel may contract with the governing body of any other city or county within this state, or with any state department or other public or private agency for the preparation and/or conducting of competitive examinations for positions in the City service.

3.13: Transfer of Eligibility
The Director of Human Resources may place applicants having at least six (6) months of current or recent, successful employment experience in a public or civil service agency on an open employment list for a comparable job classification at the City of Santa Cruz, as follows:

a. The applicant must complete a City of Santa Cruz employment application.

b. The applicant must meet the minimum qualifications for the City of Santa Cruz job classification.

    1. The applicant must provide all additional documentation required for the position, i.e., Police Officer – Lateral applicants must submit a POST certificate and a DMV printout issued within 30 days of application.

c. The applicant must have been employed by another public agency in a non-temporary, comparable position within one year prior to the date of his/her application with the City of Santa Cruz.

d. The position held in the other public agency must be closely related and comparable to the City of Santa Cruz position in which employment is being sought. The Director of Human Resources reserves the right in determining the comparability of the two positions and his/her decision is final.

e. The applicant must provide, with his/her application, written documentation from the other public agency affirming:

    1. The applicant’s job title, corresponding job description, and dates of employment.

    2. That the employment record of the applicant has been entirely satisfactory.

f. Applicants placed on open eligibility lists in accordance with this transfer of eligibility rule will be placed in unranked positions and referred to hiring departments with the next group of certified names from that list for equal and competitive consideration in the final selection processes.

g. If selected, applicants must complete all regular City of Santa Cruz hiring processes and undergo the required pre-employment physical and fingerprint process as a conditional provision of their employment. Applicants are subject to all other employment requirements including, but not limited to, probationary periods, seniority rules, et al.

Sept.2007

Last updated: 2/14/2012 8:23:11 AM