Human Resources Department

Public Service Center
250 South 4th Street, Room 100
Minneapolis, MN 55415
Directions

(612) 673-2282

Office Hours:
8:00 a.m. to 4:30 p.m.
Monday through Friday

Patience Ferguson, HR Director

6.01 Purpose

6.02 Job Announcements

6.03 Job Requirements

6.04 Fair and Objective Examinations

6.05 Types of Examinations

6.06 Examination Components

6.07 Minimum Examination Scores

6.08 Veteran's Preference Points

6.09 Test Retaking

6.10 Notifications to Applicants

6.11 Review of Tests

6.12 Disqualification

6.13 Tie Ratings

6.14 Examiners

6.15 Unskilled Laboring Classes

Rule 6 - Employment and Promotion

6.01 Purpose

The purpose of Rule 6 is to provide standards for the recruitment, testing and ranking of applicants for positions in the classified service. These standards will be based upon professionally acceptable selection principles and, where applicable, will be administered in accordance with current collective bargaining agreements. (CSC 3/14/02)

6.02 Job Announcements

Examinations for vacancies in the classified service will be formally announced. The Human Resources Department will prepare job announcements containing the job title, salary, description of job duties, requirements necessary to apply for the position, a description of the examination components, and the closing date for submitting applications if applicable. Job announcements may be approved by the Human Resources Director; however, they shall first be referred to the Commission prior to opening for applications if sufficient disagreement exists to warrant a hearing and action by the Commission. After approval, announcements will be distributed to interested parties. (CSC 8-27-87) (CSC 3/14/02)

Examinations will be posted on a public bulletin board within the Human Resources Department for not less than five business days and shall be advertised using methods determined by the Commission to insure reasonable notice to the general public in advance of opening for applications. Such advertisement may include publication on an internet website, in a newspaper of general circulation, posting advertisement in conspicuous place(s), or any other methods that the Commission determines to insure reasonable public notice, except that all promotional postings shall remain public for a minimum of ten calendar days. Where appropriate, the Human Resources Department may recommend extending the closing date or setting an indefinite closing date for filing applications. (CSC 7-14-88) (CSC 4/11/02)

6.03 Job Requirements

Where not specified by law or as part of a current collective bargaining agreement, the Human Resources Department, in cooperation with management and labor representatives, will recommend job-related minimum qualifications for all jobs in the classified service. Similarly, the Human Resources Department may recommend the establishment of additional job-related and position-specific requirements when necessary to ensure adequate job performance. These requirements may include, but are not necessarily limited to: educational achievements, licenses and certificates, medical and physical standards, and work experience including time in specific job classes in the City. In verifying whether or not applicants meet the specified requirements, the Human Resources Department may demand such evidence which it determines necessary. Persons failing to provide the job related information may be excluded from the selection process and their applications may be considered invalid. (CSC 3/14/02)

6.04 Fair and Objective Examinations

In order to ensure that all examinations are administered and scored in a fair and objective manner, the Human Resources Department will develop procedures which meet the following criteria:

A. Management and labor representatives will be notified of job announcements in accordance with current contracts or otherwise in a timely manner.

B. Eligible applicants will be given reasonable advanced notice of the time and place of tests. Eligible applicants will also be notified of any cancellation or postponement of tests. (CSC 3/14/02)

C. Scoring of written tests may be completed before the identity of candidates is known, except that clerical errors when discovered may be corrected and tests re-scored. (CSC 8/8/96)

D. Specific test items may be deleted or more than one correct answer approved when, in the judgment of subject matter experts or other appropriate experts, such changes in the scoring are appropriate. These changes must occur prior to revealing the identity of the candidates. (CSC 3/14/02)

E. No question in any test shall relate to race, color, creed, religion, ancestry, national origin, sex, affectional preference, disability, marital status, political affiliation, status with regard to public assistance, age, or veteran's status. If any applicant inadvertently or otherwise discloses any of the above characteristics, the examiners shall disregard such information. (CSC 3/14/02)

F. Appropriate professional measurement techniques and procedures shall be objectively and equally applied to all candidates in rating the results of tests.

6.05 Types of Examinations

In accordance with current collective bargaining agreements or in cooperation with labor and management representatives, the Human Resources Department will recommend the type of examination most appropriate for filling a given vacancy. In general, the Human Resources Department will recommend one of the following types of examinations: (CSC 3/14/02)

A. OPEN: All applicants who meet minimum qualifications may compete for open examinations. If the examination process involves several steps, the number of candidates advancing from one step to another may be restricted to the most highly qualified person(s).

B. RESTRICTED: Current employees in the classified service who meet minimum qualifications may compete for restricted examinations. These examinations may be restricted to employees working in specific departments within the City. (CSC 3/14/02)

C. PROMOTIONAL: Current employees in the classified service who meet minimum qualifications may compete for promotional examinations. These examinations may be restricted to specific occupational group(s), job classes, and/or specific departments within the City. Promotional examinations must include seniority and performance evaluation components. (CSC 4/11/02)

6.06 Examination Components

The Human Resources Department in cooperation with management and labor representatives or in accordance with current collective bargaining agreements will develop job-related examination components for each job class in the classified services. Examinations may consist of one or more of the following components: written test, oral interview, rating of education , skills, and/or experience, practical/work sample, physical performance, or seniority. The number of candidates advancing to successive components in the examination may be restricted to the most highly qualified person. (CSC 3/14/02)

6.07 Minimum Examination Scores

Unless otherwise specified in a current collective bargaining agreement or agreed to by all affected parties, no person shall be placed on a list of eligible candidates who has achieved less than a passing score on the overall examination or whose score is less than the minimum prescribed for any component of an examination . The anticipated minimum passing score or the methodology to be used to determine those who pass shall be included on the posting. (CSC 4/11/02)

6.08 Veteran's Preference Points

The Human Resources Department will establish procedures for adding points to the examination scores of eligible veterans in accordance with appropriate Minnesota Statutes.

6.09 Test Retaking

The Human Resources Department will establish procedures and time periods which, when appropriate, allow for test retaking.

6.10 Notifications to Applicants

Applicants excluded from or disqualified from any portion of the examination process will be notified. Applicants approved for testing will receive appropriate notice. After successful completion of all parts of the examination process, successful candidates will be notified of their status. The Human Resources Department will establish procedures for notifying Veterans in accordance with the appropriate Minnesota Statutes. (CSC 3/14/02)

6.11 Review of Tests

Upon written request to the Human Resources Department, general examination data shall be provided in accordance with the Minnesota Data Practices Act or other applicable Minnesota Statutes. (CSC 3/14/02)

6.12 Disqualification

Consistent with law, merit principles, and efficiency in the City service, the Human Resources Department may disqualify an applicant for employment. Moreover, the Human Resources Department may refuse to examine, refuse to certify, or remove from a list of eligible candidates any individual to whom one or more of the following criteria for disqualification apply: (CSC 3/14/02)

A. Failure to meet minimum qualifications established for the position;

B. Failure to achieve the minimum rating required on each component of the examination;

C. Conviction of a crime, the nature of which is related to the duties of the job and could impair the safe, efficient, and effective operation of City services;

D. Has been dismissed or has resigned in lieu of discharge from public service for cause;

E. Has a record of employment that has been unsatisfactory in any position, public or private, for any cause, which could impair the safe, efficient, and effective operation of City service;

F. Has knowingly made a false statement or has attempted to practice deception or fraud in the application or examination process. By knowingly making a false statement in an application or examination, an individual may forfeit all eligibility to any position in the classified service for three years, and, in the case of appointment to a position, the applicant may forfeit that appointment;

G. A current employee who has been removed during promotion probation from a position may not take an examination for that classification for at least twelve months from the date of removal; or, (CSC 11/21/95)

H. For any good and sufficient reason related to the candidates' ability to satisfactorily carry out the duties of the job and in the judgment of the Human Resources Department and Civil Service Commission, is undesirable as a public employee. (CSC 11/21/95)

6.13 Tie Ratings

Whenever two or more candidates have the same score on the overall examination, a fair and equitable method based upon chance shall determine their relative standing on the list of eligible candidates, except that veterans who tie with non-veterans shall receive priority in accordance with State Law. In the event that one or more of the tied candidates are current employees, their names shall be placed on the list of eligible candidates in order of their respective departmental seniority and in accordance with Veterans Preference provisions. Department seniority for the purpose of this rule shall mean General City or Park Board. (CSC 11/21/95) (CSC 3/14/02) (CSC 2/24/09)

6.14 Examiners

The Human Resources Department will select examiners as it deems appropriate. It is the duty of every employee of the City to act as an examiner without special compensation. (CSC 3/14/02)

6.15 Unskilled Laboring Classes

The Human Resources Department may provide for the initial employment of persons in the unskilled laboring classes utilizing a fair and equitable method based upon chance, except that minimum qualifications may be established and qualifying tests and medical examinations may be administered as seen necessary. Furthermore, the Human Resources Department will provide for the transfer of persons in the unskilled laboring classes to permanent positions utilizing a method based upon seniority and preference. However, minimum qualifications may be established and qualifying tests and medical exams may be given as necessary. (CSC 3/14/02)

Last updated Dec 21, 2011