Sheriff's Policy Manual PDF

SHERIFF’S POLICY MANUAL 3.6 SELECTION/ASSESSMENT: Human Resources will be responsible for job posting/advertising, candidate processing, test development, test administration, rater training, and eligibility list development for open and promotional selection...

SHERIFF’S POLICY MANUAL 3.6 SELECTION/ASSESSMENT: Human Resources will be responsible for job posting/advertising, candidate processing, test development, test administration, rater training, and eligibility list development for open and promotional selection processes. [CALEA 34.1.1, CALEA 34.1.2] A. Filling Vacant Positions: 1. Personnel Requisition Form (BSO AP#26): a. Authorization to initiate the hiring process will require completion of the Position Fill Request section of the Personnel Requisition Form by the hiring component. b. Completed forms will be routed through the hiring’s component’s chain-of-command. If denied, the form will be returned to the originating component with an explanation. c. If approved, the originating component will be notified. A designated employee in the originating component will enter information provided on the form into the Position Fill Request section of PeopleSoft. d. PeopleSoft will prompt e-mail notifications to the originating component and to Budget staff for approval or denial. If approved, PeopleSoft will prompt e-mail notifications to the originating component and to Classification and Compensation staff in Human Resources for approval or denial. If denied, the originating component will be notified. e. Once final approval has been granted, PeopleSoft will prompt an e- mail notification to the originating component and Selection and Assessment staff in Human Resources authorizing the initiation of the hiring process. f. Once a vacancy has been filled, the Position Fill Request in PeopleSoft will be closed by Selection and Assessment staff. 2. Job Announcements: Reviewed: 01/23/2017 Revised: 06/28/2017 Rescinds: 12/02/2014 Effective: 07/12/2017 3.6 Page 1 of 4  SHERIFF’S POLICY MANUAL a. There are two types of job announcements: open competitive (any person can apply), and in-house (only current BSO employees can apply). b. Job announcements will be posted for at least five (5) days. Job announcements may be posted for a longer time period if needed as authorized by the Human Resources Director or designee unless a different period of time is mandated by the applicable collective bargaining agreement. c. Human Resources will process recruitments for open competitive and in-house postings. 3. Administering the Promotional Testing Process: a. The Human Resources Director or designee will be responsible for administering the promotional testing process. [CALEA 34.1.2] b. Promotional testing processes will be developed, administered, evaluated, and documented via Human Resources. c. The promotional job announcements will be prepared in accordance with the job classification description, applicable collective bargaining unit agreement, and standard BSO advertisement layout. d. The types of assessment procedures required for qualification will be noted on the posting and may include the percentage or weight given to each component. [CALEA 34.1.4] e. A draft promotional posting will be provided to the hiring administration for review and approval prior to the opening of the recruitment. 4. Applying for Positions: a. Requesting employees will submit an on-line Application for Employment by the time and closing date listed on the job posting. Reviewed: 01/23/2017 Revised: 06/28/2017 Rescinds: 12/02/2014 Effective: 07/12/2017 3.6 Page 2 of 4  SHERIFF’S POLICY MANUAL b. Applications for Employment will not be accepted for positions not posted or after the closing date. c. A résumé alone will not be accepted unless an Application for Employment has been submitted. d. New hire or promotional probationary employees may not apply for another position within BSO until their probationary period is successfully completed. Note: BSO is an equal opportunity employer which includes reasonable accommodations for qualified employees with a disability per ADA. Veterans’ preference will be given as prescribed. [CALEA 34.1.4] 5. Eligibility Lists: Human Resources will provide eligibility lists of successful candidates to the Sheriff or designee upon completion of the selection or promotional process. [CALEA 34.1.3] 6. Eligibility List Duration: a. Sworn promotional eligibility lists will remain in effect as indicated on the list and in accordance with the applicable collective bargaining unit agreement. The duration can be extended upon approval from the Sheriff. b. Existing eligibility lists will expire upon publication of a new list. c. Eligibility lists for other positions will remain active for one year, unless a different period of time is mandated by the applicable collective bargaining agreement or a special need exists to extend or shorten the duration of the list. [CFA 11.03] 7. Entry-level Testing: BSO maintains high standards in entry-level testing for job positions. Descriptions of various testing components will be available in Human Resources. B. Cost Reimbursement: Individuals or employees sponsored/enrolled by BSO in an academy will be required to sign and comply with a reimbursement agreement. Reviewed: 01/23/2017 Revised: 06/28/2017 Rescinds: 12/02/2014 Effective: 07/12/2017 3.6 Page 3 of 4  SHERIFF’S POLICY MANUAL THIS PAGE INTENTIONALLY LEFT BLANK Reviewed: 01/23/2017 Revised: 06/28/2017 Rescinds: 12/02/2014 Effective: 07/12/2017 3.6 Page 4 of 4