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RULE 9
Examination, Marking and Rating
Section 1. Minimum Rating Required.
a. The method of determining minimum passing scores in each part of an examination will be determined by the Human Resources Director. The method of scoring and grading tests will be objective and applied uniformly to all candidates. Where an examination consists of two or more parts, the Human Resources Director may set minimum scores to be required in any part of the examination. An applicant who fails to attain this minimum score will be considered to have failed the entire examination and will not be entitled to take the balance of the examination.
b. The Human Resources Department shall establish a passing score on an examination for executive, professional and general service positions. Minimum passing scores may be established for each component where an examination consists of more than one component and such scores shall be published in the notice concerning the examination. (Amended 8/21/07)
c. Any applicant who has failed an examination will be allowed to retake an examination for the same class as often as it is offered.. Practical tests of agility, speed, or strength are considered readiness tests, and may be taken as often as the test is offered. (Amended 8/21/07)
Section 2. Special Credit
a. Ratings for Veterans
A veteran, who has obtained a passing score, shall have his rating on an original entrance examination advanced five points. A veteran is defined as any person who has served on active duty in the Armed Forces of the United States, or any division thereof, including the Coast Guard, for a period of 180 days and has been separated with honorable conditions from said service. (Amended 8/21/07)
1. To qualify for an additional five-point increment based on disability, such disability must be at least 30 percent, certified by the most recent letter from the Veteran's Administration. (Amended 8/21/07)
2. Nothing in this provision will be construed to authorize or direct the placing of the name of any person on any eligible list who does not meet the physical standards set by the Human Resources Director for the position for which the eligible list has been created.
b. Ratings for Seniority
One point will be added to the score of an applicant for each of the first four complete and continuous years served in a regular Civil Service position to a maximum of four points, and provided that the minimum passing grade is achieved on the examination or evaluation. Seniority will be computed from the date of the person’s last promotion and to the date of the examination. If the employee has never received a promotion, seniority will be computed from the date of appointment to the position from which promotion is sought. (Added 8/21/07)
c. Ratings of Efficiency
1. No person may be eligible to take a promotion examination who has not received an overall rating of at least “Meets Minimum Requirements” for the most recent regularly scheduled rating period in the position from which promotion is sought. If an efficiency rating has not been filed for the person for the position from which promotion is sought, the most recent regularly scheduled evaluations in a prior position shall be used. Efficiency ratings must be on file for examination eligibility purposes no later than the last day of the pay period in which the employee’s competency anniversary date falls. (Added 8/21/07)
2. Points, to a maximum of three (3), will be added to or subtracted from, the examination score of applicants passing promotional examinations based on the employee’s most recent regularly scheduled evaluations. The overall or summary rating for the three (3) most recent regularly scheduled evaluations will be used, if available. The following formula will be used in computing the number of points to be added or subtracted:
3 x Number of Exceptional + 1.5 x Number Exceeds Standards – 1.5 x Number Marginal – 3 x Number Unsatisfactory Ratings
(divided by)
Total Number Ratings
Provided, however, that not more than seven points can be added to an applicant’s score for a combination of seniority and efficiency. (Added 8/21/07)
Section 3. Penalty for Deceit in Examination.
Where deceit in an examination is alleged, and the applicant denies the fact of deceit, or if the examiner in charge of the examination believes extenuating circumstances to exist, the applicant will be permitted to finish the examination, and a full report shall be submitted immediately to the Human Resources Director, who will conduct an appropriate investigation. Should the Director find that the applicant engaged in deceitful conduct in connection with the examination, he may either cancel the examination papers of the applicant or may penalize him a certain number of points in the examination score. (Amended 8/21/07)
Section 4. Tie Ratings.
In case two or more persons receive the same rating after the addition of seniority and efficiency credits, the resulting tie will be resolved by application, in succession, of the following procedure:
a. If the persons tied are already in the classified service, the one having the greatest seniority in the City service will have precedence on the list.
b. If two or more tied persons have the same seniority, the one among this group with the highest overall efficiency rating in the last two efficiency reports for each will have precedence.
c. If the persons tied are not in the classified service or if a tie still exists after using paragraphs a and b above, the tie shall be broken by using a system of drawing by lot. (Amended 2/23/88)
Section 5. Notice to Candidate of Result of Examination.
a. Each candidate will be notified of the rating he has received, and, if such rating is above the required minimum, he shall be given his or her comparative standing.
b. Applicants who pass the examination will be ranked by their examination score, efficiency, seniority, or veteran points as applicable. (Amended 8/21/07)
Section 6. Preservation of Examination Papers.
Examination papers of each examination shall be preserved for at least the length of the life of the resulting eligible lists. The examination papers written by an applicant certified for appointment will be open to the inspection of the Department Head during such time as the papers are on file with the Human Resources Director. (Amended 8/21/07)
Section 7. Review of Examination and Appeals.
a. An examinee will be allowed to file a written protest from any portion of a written examination. Such protest should contain specific points or objection to specific questions, actions, or procedures. The Human Resources Director will schedule one one-hour period, for such protests to be filed, at the convenience of the Human Resources Department on the date of the examination. (Amended 8/21/07)
b. During the one-hour period, the following materials will be available to examinees: unmarked test booklet, correct answers to questions, and protest forms. Examinees may bring their own reference materials. At the end of one hour, all protests must be turned in to the Human Resources Department staff. No protests regarding the examination will be accepted after this time. Any individual attending such session may write down the number of the test questions protested, and remove such written notations from the testing room. No other notes or papers shall be carried out by any individual attending such a session. (Amended 8/21/07)
c. For all other types of examinations as specified in CSC Rule 10, Section 2(b-f), applicants may file a written protest immediately following the administration of the examination. No protests will be accepted after the date on which the administration of the examination is completed. Such protests must contain specific points or objections to specific questions, actions or procedures. Applicants filing protests will be notified of the disposition of their protests and if dissatisfied, can appeal to the Civil Service Commission within five days of notice in a manner consistent with the Rules and Regulations. (Amended 8/21/07)
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