HomeMy WebLinkAbout04.b. Receive overview of recruitment process and hold follow-up discussion to comments made on behalf of Local One at September 12, 2019 meeting Page 1 of 7
Item 4.b.
CENTRAL SAN
March 3, 2020
TO: ADMINISTRATION COMMITTEE
FROM: TEJI O'MALLEY, HUMAN RESOURCES MANAGER
REVIEWED BY: ANN SASAKI, DEPUTY GENERAL MANAGER
ROGER S. BAILEY, GENERAL MANAGER
SUBJECT: RECEIVE OVERVIEW OF RECRUITMENT PROCESS AND HOLD
FOLLOW-UP DISCUSSION TO COMMENTS MADE ON BEHALF OF LOCAL
ONE AT SEPTEMBER 12, 2019 MEETING
At the September 12, 2019 Administration Committee, during biennial review of Board Policy No. BP 031
- Use of Temporary Employees, employee Rick Hernandez raised questions about Central San's
recruitment process. Attached is a presentation that provides a full overview of that topic, including:
• The rules and regulations that govern public sector recruitment processes and practices;
• Central San's recruitment process; and
• Pertinent provisions of Central San's Memoranda of Understanding (MOUs).
Staff, as well as a representative from Local #1, will be in attendance to answer questions and/or provide
clarification.
ATTACHMENTS:
1. Presentation
March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 39 of 47
Page 2 of 7
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Recruitment and
Selection
Presented by: Teji O'Malley
Human Resources Manager
March 3, 2020
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AGENDA
• Rules/Regulations/Guidelines
• Validation
• Testing
• Selection
ZXL
CENTRAL SAN1
March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 40 of 47
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RECRUITMENT AND SELECTION
• Why do we have to do what we do?
• In 1978, the US Civil Service Commission,the Department of Labor,
the Department of Justice, and the EEOC jointly adopted the Uniform
Guidelines on Employee Selection Procedures for all public sector
employers.
• Guidelines establish uniform standards for employers for the use of
selection procedures and to address adverse impacts, validation, and
record keeping requirements.
• Outline the requirements necessary for employers to legally defend
employment decisions based upon overall selection processes and
specific testing procedures.
• These guidelines are not legislation or law in and of themselves but
they have been identified by the courts as a source of technical
information and have been given deference in litigation concerning
1,,employment issues.
I
RECRUITMENT AND SELECTION
• What is "validation"?
• Validation is the establishment of a clear relationship between a
selection procedure and the requirements of successful job
performance. The Uniform Guidelines recognize three aspects
of validity: Content validity, criterion validity, and construct
validity
• Content Validity is the connection between the testing items and the
required job related tasks.
• Criterion Validity is the correlation between test scores and job
performance.
• Construct Validity is when the testing process measures what it intends to
measure. Example: If you give a basic test on algebra that is supposed to
measure knowledge of variables and expressions but the test questions are
phrased in long and complex reading passages,perhaps reading skills are
being measured as opposed to the knowledge of algebra.
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March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 41 of 47
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RECRUITMENT AND SELECTION
• Content Validity is the most commonly used.
• A testing component(selection procedure) must demonstrate
linkage between the test(s)to the Knowledge, Skills, and
Abilities (KSA's) required for the job classification.
RECRUITMENT AND SELECTION
•What is a "test"?
• All selection processes/practices prior to the promulgation of an
eligible list is considered the formal test/examination.
• Includes minimum qualifications screening, written exams, oral
boards, application screening committee, etc.
• The testing process needs to be objective, legally defensible, and
demonstrate validity.
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March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 42 of 47
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RECRUITMENT AND SELECTION
• What is a "test"? (cont'd)
• Questions on the test(s) must be:
• Objective
• Job Related
• Legal
• Behaviorally Based
• Interview questions that are focused and elicit responses related
to a specific behavior(s)in real-life situations.
• Three components to every question:
• The Situation-Behavior took place in a certain context
• The Actions-How one acted in the situation
• The Results-The effects or outcome of the action(s)
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RECRUITMENT AND SELECTION
• Once the eligible list is formally established,
testing/examination has concluded.
• Hiring Managers/Supervisors then conduct a selection
interview(s).
• Selection Rules per MOUs
• Local 1: If no internal candidates (regular District employees), rank
order will apply. If internal candidates, top six and all internal
candidates on eligible list.
• MS/CG: Rank order applies
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March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 43 of 47
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RECRUITMENT AND SELECTION
•What is the difference between a test (i.e. oral board)
and selection interview?
• The test determines whether or not an individual is qualified for
the job classification and a selection interview determines
position fit.
CENTRALSAN
-� -
RECRUITMENT AND SELECTION
• Selection interview can be more subjective in nature.
• It has already been determined that anyone referred
from the eligible list is qualified for the classification.
CENTRALSAN
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March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 44 of 47
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RECRUITMENT AND SELECTION
•Job Description Review
• Filing Period
• Minimum Qualifications Screening
•Test(s)
• Promulgation of Eligible List
• Selection Interview
• Hire
Questions
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March 3, 2020 Regular ADMIN Committee Meeting Agenda Packet- Page 45 of 47