§ 86-188. Method of construction and rating of examinations.

(a)

The determination of appropriate written, performance or other tests; the methods of evaluating experience, education and training; and of weights to be assigned to various parts of the examination shall be matters of cooperation between the human resources director and hiring managers, so that the examination represents a proper balance between the specialized knowledge of position requirements possessed by departmental personnel and the specialized knowledge of regulatory requirements and testing methods possessed by the human resources division staff.

(b)

Human resources will confer with the hiring manager to develop an examination plan that measures specific qualifications, knowledge, skills, and abilities for each examination procedure selected and that establishes the rating and weight of each part of the examination process and the methods to be used in evaluating each candidate against the others.

(c)

For all examinations the minimum performance or cutoff score shall be e approved by the human resources director. If there is more than one part or test in an examination, a minimum performance or cutoff score or pass/fail may also be established for each part or test. Candidates may be required to attain at least minimum performance or the cutoff score on each part or test to receive a passing grade or to be rated on the remaining parts of the examination.

(d)

If there is more than one part or test in an examination, a weighting process may be applied to appropriately allocate importance of the various parts or tests or there may be a pass/fail standard or a combination of both.

(e)

Numerical minimum performance or cutoff scores shall be expressed on a scale of 100 for maximum possible attainment and 70 for the required passing grade. Veterans' preference points shall be applied in accordance with federal and state law.

(f)

Final ratings of successful competitors who have attained a score of 69.50 or above shall be rounded off to whole numbers as follows:

0.50 and above, to the next higher rating.

Below 0.50, to the next lower rating.

Examples: 85.50 to 86.0; 85.49 to 85.0.

(g)

The human resources director may determine that instead of being given numerical ratings, particularly when oral tests, qualification inquiries or background investigations are used, eligibles will be assigned adjective ratings. Eligibles rated in this manner will be listed in their groups alphabetically by last name. Appointing authorities may select from the certified group without regard to an eligible's standing in his group. However, veterans' preference-eligible candidates shall be utilized in accordance with federal and state law.

(Ord. No. 81-19, § 6.08, 9-3-81; Ord. No. 2016-20, § I, 12-15-16)