DISTRICT – POLICY AND PROCEDURE Hiring and Appointment Procedures
TOPIC:
EFFECTIVE DATE: 07/08 CROSS REF: Employment
I.
DOC NO:
125
PURPOSE To establish examination and appointment procedures for the hiring of new employees within the San Ramon Valley Fire Protection District. In addition to the minimum employment standards set forth in Policy 100 Minimum Employment Standards.
II.
SCOPE These examination and appointment procedures shall apply to all "Safety" and "NonSafety" position classifications of the District.
III.
POLICY To maintain an equal opportunity for all persons applying for employment with the District, all employees may be hired from an eligibility list established by competitive examination.
IV.
PROCEDURE A.
EXAMINATIONS 1.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
The pre-employment examination process may consist of the following: a.
A written test to determine knowledge, skills, and abilities.
b.
An oral evaluation.
c.
An interview with the Chief of the District or his/her representative.
d.
A physical skills examination to determine the physical ability of the candidate to perform the essential job functions of the position.
e.
A medical examination to determine the candidate’s ability to safely perform the essential job functions of the position.
f.
A psychological evaluation.
g.
A background investigation. Page 1 of 7
Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
DISTRICT – POLICY AND PROCEDURE Hiring and Appointment Procedures
TOPIC:
EFFECTIVE DATE: 07/08 CROSS REF: Employment
DOC NO:
125
h.
Polygraph test.
i.
A California Motor Vehicle Operator’s License record review.
Any portion of the examination process may be waived by the Fire Chief of the District. 2.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
Character of examinations a.
There shall be no questioning of any candidate during the testing procedure by this District as to candidate’s sex, sexual orientation, race, color, religion, national origin, age, marital status, physical or mental disability, or any other personal attributes or opinions as may be protected by Federal or State Law.
b.
Examination portions may include: 1)
A qualifying performance test for positions requiring minimum levels of ability may be required at the discretion of the Chief of the District, or certification of a level of proficiency may be required in lieu of a performance examination.
2)
A rating for training and experience for the more responsible positions may be used. Such procedures shall give due regard to the quantity of experience, the quality and pertinence of the training to the position in consideration, and to how recent the training and experience have been. The rating shall permit the substitution of training for experience and experience for training within the limits stated in the class or position specifications. Experience as herein defined may not be limited to paid experience or experience gained while employed by this agency. The District may conduct any investigations of applicant's training or experience and the character and fitness of such, which may be necessary to verify and/or clarify statements contained in the application. Page 2 of 7
Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
DISTRICT – POLICY AND PROCEDURE Hiring and Appointment Procedures
TOPIC:
EFFECTIVE DATE: 07/08 CROSS REF: Employment
A qualifications appraisal for positions requiring frequent contact with the public, or which involve important supervisory or administrative duties.
4)
Qualifications Appraisal Boards In examinations where education, experience and personal qualifications of candidates are to be rated as part of the total examination, the District may appoint one or more qualification appraisal boards as needed. Such boards may consist of persons known to be interested in the improvement of public administration and in the selection of efficient government personnel. At least one member of each board shall be technically familiar with the character of the work in the position for which applicants are being examined. If possible all applicants qualifying for the same position shall be rated by the same qualifications appraisal board.
EXAMINATION ANNOUNCEMENTS 1.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
125
3)
A.
B.
DOC NO:
Announcements a.
The Chief of the District, or his/her authorized representative, shall make a public announcement of all pre-employment examinations. Every reasonable effort shall be made to publicize examinations so that all interested persons are informed and qualified persons are attracted to compete.
b.
Examination announcements may include: 1)
Information concerning the time for filing applications.
2)
A description of the duties and responsibilities of the position classification.
3)
Minimum or additional desirable qualifications Page 3 of 7
Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
DISTRICT – POLICY AND PROCEDURE Hiring and Appointment Procedures
TOPIC:
EFFECTIVE DATE: 07/08 CROSS REF: Employment
2.
C.
125
4)
Salary and other compensation.
5)
Such other information to assist interested persons in fully understanding the nature of the position and the procedures necessary to participate in the examination
Applications a.
No person shall be admitted to any examination except upon acceptance of application for such examination submitted in the manner prescribed in the formal examination announcement.
b.
All applications shall be made upon official blanks furnished by the District, completed as directed, and filed in the administration office of the District on or before the closing date specified in the examination announcement.
c.
A separate and complete application shall be necessary for admission to each examination. All applications must be signed and the truth of all statements contained therein certified by such signature under penalty of perjury.
d.
All applications are confidential records of the District, and under no circumstances will they be returned to applicant.
e.
Faxed or emailed applications will not be accepted unless specifically identified in the announcement process.
DISQUALIFICATION 1.
Disqualification of candidates a.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
DOC NO:
The District may refuse to examine a candidate, or after examination may disqualify such candidate, or remove her/his name from an eligible list, or refuse to certify any person on an eligible list for failure to meet the conditions set forth. A candidate may be refused or disqualified for, including but not limited to, the following:
Page 4 of 7 Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
DISTRICT – POLICY AND PROCEDURE Hiring and Appointment Procedures
TOPIC:
EFFECTIVE DATE: 07/08 CROSS REF: Employment
DOC NO:
125
1)
Is found to lack any of the preliminary minimum requirements established for the class or position.
2)
Is so disabled as to be rendered unable to perform the essential functions of the position, with or without reasonable accommodations.
3)
Is currently addicted to the use of narcotics or alcohol.
4)
Has been convicted of a felony crime or any crimes, involving moral turpitude.
5)
Has made a false statement of material facts in his/her application.
6)
Has used or attempted to use political pressure or bribery to secure an advantage in the examination or appointment.
7)
Has directly or indirectly obtained information regarding examinations to which the candidate is not entitled.
8)
Has failed to submit the application correctly or within the required time limits.
9)
Has taken part in the compilation, administration, or correction of the examination.
10) Has otherwise violated provisions of these rules. D.
CONDUCT OF EXAMINATIONS 1. Suitable methods of identification will be required of all candidates to participate in the examination, including the possession of picture identification, such as a driver’s license. 2. The District will make reasonable accommodations as required to allow all qualified candidates the opportunity to participate in any examination process.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
Page 5 of 7 Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
DISTRICT – POLICY AND PROCEDURE Hiring and Appointment Procedures
TOPIC:
EFFECTIVE DATE: 07/08 CROSS REF: Employment
E.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
DOC NO:
125
ESTABLISHMENT OF ELIGIBILITY LISTS 1.
From the results of any examination, the Chief, or his/her authorized representative, shall establish an eligibility list for each position within the District.
2.
If two (2) or more successful candidates on an entry examination have identical total scores, they shall be ranked as tied and hired at the discretion of the District.
3.
Eligibility lists, or any remaining portions of such lists shall be automatically cancelled and the names removed from such lists upon the expiration of the list.
4.
The Chief of the District or his/her authorized representative may, based upon substantiated evidence, revise or remove names from the eligibility list in the following manner including, but not limit to the following reasons: a.
Revise the list whenever it becomes evident that an error or mistake has occurred in the preparation of the list and thereby place the candidates in their proper order to correct the error. In the event a name had improperly been omitted from, or included on, the list, the correction may be made in the same manner.
b.
The names of the eligible candidates may be removed from the list for any of the following reasons: 1)
Section C. 1. Paragraph a, items 1 - 10
2)
On evidence that the candidate cannot be located by postal authorities.
3)
If one offer of appointment to the class for which the eligibility list was established was declined by the candidate.
Page 6 of 7 Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
DISTRICT – POLICY AND PROCEDURE TOPIC:
Hiring and Appointment Procedures
EFFECTIVE DATE: 07/08 CROSS REF: Employment
F.
AUTHOR: REVIEWED: APPROVED: ORIGIN DATE:
DOC NO:
125
APPOINTMENTS 1.
The probationary appointment of an entry candidate shall be made only from an approved eligibility list.
2.
Candidates will be interviewed from the eligible list, and the District reserves the right to select any candidate it determines to be best qualified for the position.
3.
The eligibility list may be effective for two (2) years from the date of issue, unless otherwise determined by the Fire Chief of the District.
4.
For further information regarding probationary status and appointment to a regular status position, refer to Policy 115 - Probationary and Regular Appointments.
Page 7 of 7 Craig Bowen, Fire Chief and John Keel, Union President Craig Bowen, Fire Chief and John Keel, Union President 12/92 REVISED DATE: 08/01, 05/03, 07/08
