City and County of San Francisco Department of Human...

City and County of San Francisco Department of Human Resources

Edwin M. Lee Micki Callahan

Mayor Human Resources Director

One South Van Ness, 4th Floor, San Francisco, CA 94103 ▪ (415) 557-4800 ▪ www.sfgov.org/dhr

MEMORANDUM

DHR No. 06-2014

Date: April 24, 2014

To: Appointing Officers

Departmental Personnel Officers

From: Ted Yamasaki, Managing Deputy Director

Subject: Updated Examination Delegation Agreement

Pursuant to Section 10.103 of the City Charter, the Human Resources Director may delegate appropriate

responsibilities to Appointing Officers. The specific terms and conditions of such delegated responsibilities are

formalized in agreements between the Human Resources Director and Department Heads who wish to

participate on behalf of their departments.

A recent review of the City’s Civil Service examination program revealed the existing Examination Delegation

Agreements (the class-based examination delegation agreements established between 1995 and 2001, and

position-based examination delegation agreements established in 2006) need to be updated. The existing

delegation agreements include obsolete references to procedures, processes, or automated systems, and/or

incorporate delegated functions involving classification and certification that are no longer relevant. Further,

many redundancies exist between sections of the agreements that need clarification.

Consequently, a new Delegation Agreement has been prepared. The new Delegation Agreement replaces and

supersedes the two outdated agreements; provides clarity on various matters (e.g., protests/appeals, specific

delegated activities); and offers useful guidance for participating departments. It consolidates key ideas from the

prior agreements, eliminates obsolete information, and places greater emphasis on Department of Human

Resources (DHR) audit functions. The enhancement of these audit-related procedures is a specific

recommendation of the State Personnel Board, which resulted from its most recent audit of the City’s Civil

Service examination program. Further, expectations with regard to test security have been expanded to include

confidential information contained in city-wide, automated systems related to job applicants and examinations.

All departments that wish to continue performing recruitment and selection functions must complete and return

the attached new Delegation Agreement to DHR no later than Friday, May 2, 2014. For your convenience, the

attached agreement has been converted into a fillable form in Word. Please complete the agreement and return it

to: [email protected]. There is no requirement for a wet signature on the form. Upon receipt of the

agreement, DHR will finalize the agreement with the Human Resources Director’s signature and send an

electronic PDF copy of the finalized agreement to you.

It is important to note that all existing delegation agreements shall dissolve as of July 1, 2014. Thank you for

your cooperation in this matter. If you have any questions, please feel free to contact John Kraus, Recruitment

and Assessment Services Director at [email protected].

c: Micki Callahan, Human Resources Director

John Kraus, RAS Director, DHR

Susan Gard, Chief of Policy, DHR

Attachment: 2014 Delegation Agreement

mailto:[email protected]

mailto:[email protected]

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DELEGATION AGREEMENT

For

POSITION AND CLASS BASED TESTING

Between

THE DEPARTMENT OF HUMAN RESOURCES

And

TYPE IN THE DEPARTMENT NAME

AUTHORITY

Pursuant to authority to administer the Department of Human Resources (hereinafter DHR)and its functions as provided in Charter Section 10.102 and 10.103 (Attachment 1), the HumanResources Director (hereinafter the Director) may delegate appropriate personnelresponsibilities to Appointing Officers (hereinafter the Department Head) through thisDelegation Agreement (hereinafter the Agreement) per Charter Section 10.103.

PURPOSE

This document delegates the performance of certain personnel responsibilities conducted underCivil Service Rules 110, 111, 111A and 112 from DHR to the TYPE IN THEDEPARTMENT NAME (hereinafter the Department).

GENERAL STATEMENT

The Department Head is hereby delegated responsibility to carry out Director authorized,Position and Class Based examination processes as described in Civil Service Rules 110, 111,111A and 112, as well as all recruitment and assessment functions. These include: thedevelopment and issuance of job announcements; screening applicants for eligibility; notifyingapplicants/candidates of recruitment-related determinations and information; use anddevelopment of selection procedures; selection and use of Subject Matter Experts (SMEs) andrating panelists; scheduling and administration of examinations; use of rating scales,determining cut score and overall scoring methodology; generating eligible lists; maintainingcomplete and timely documentation; responding to inquiries and protests, and; enforcing strictconfidentiality of test material at all times. This agreement describes the full extent ofresponsibility delegated.

The Director and the Department Head agree that conformance with the merit principles ofCity and County government is essential to this Agreement. The goals of this Agreement are

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to promote effective and efficient administration of recruitment, assessment and personnelselection functions, and to encourage high productivity and exemplary performance. Bothparties agree to cooperate to achieve these goals. In the exercise of all delegated responsibilityauthorized herein, the Department Head agrees to comply with all relevant Charterprovisions; Civil Service Commission rules and regulations; DHR policies, directives, andprocedures regarding personnel matters; applicable Memorandums of Understanding (MOUs);and understands that all its personnel functions are subject to the review and final approval ofthe Director or designated Human Resources staff.

This Agreement delineates responsibility in the administration of civil service examinationactivities and services delegated by the Director to the Department. By the authority of theDirector, the Department shall assume responsibility for the development and administrationof selection for designated classifications in accordance with CSC Rule 111A (Position BasedTesting) and CSC Rules 110, 111 and 112 (Class Based Testing). [See Appendix A for a listingof delegated activities and procedures.]

AGREEMENT PROVISIONS

Item 1 - Terms and Conditions

A. Duration of the Agreement

This Agreement supersedes any and all prior delegation agreements involving thedevelopment and administration of civil service examination-related activities andservices, and it shall be in effect from May 1, 2014 until revoked, dissolved or cancelled,as provided in Item 1.D. herein.

B. Work Plan

In accepting this Agreement, the Department is required to submit within thirty (30)calendar days before the beginning of each fiscal year, an annual examination work planwhich includes:

1. Planned recruitments, by job code, to be announced by the Department during thefiscal year and how those recruitments are expected to be processed i.e., testmode(s) and as Class Based Tests (CBT) or Position Based Tests (PBT);

2. Recruitments, by job code, that will be needed by the Department but unlikely tobe initiated during the fiscal year and an explanation of why the recruitment isunlikely e.g., resource issues, awaiting resolution of a particular issue;

3. Job codes in which the Department’s provisional employees currently serve, alongwith the number of provisional employees in each of those job codes;

4. Names and job codes of full-time Department employees who will be assigned inthe fiscal year to perform recruitment and examination functions, as well as theexpected percentage of time each of these employees will perform recruitment andselection activities;

5. Names and job codes of full-time Department employees who will be assigned

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management and/or supervisorial duties over employees assigned to performrecruitment and examination functions in the fiscal year.

6. Names and job codes of full-time Department employees with less than one yearof experience in recruitment and examination activities who will be expected toperform these activities in the fiscal year, and;

7. Names and job codes of full-time employees who have final sign-off authority(delegated by the Department Head) for recruitment, assessment and selectionfunctions.

The Director or designee shall review the work plan and, with modifications if appropriate,finalize this provision of the Agreement. Thereafter, effective implementation of the workplan will be considered as one criterion in the monitoring and ongoing review of theAgreement.

C. Initial ImplementationDuring implementation of this Agreement, both parties agree to make all reasonableefforts to resolve questions and interpretations to mutual satisfaction. It is important tonote that authority for the examination program rests with the Director per the CityCharter, and ultimately the Director’s interpretation of the Agreement shall be final.

D. Changes to Agreement

Subsequent changes to this Agreement may be made by mutual consent of both parties.Such changes shall be communicated to both parties in writing, following the opportunityfor full discussion.

Dissolution of this Agreement may be made by either party with at least 60 calendar dayswritten notice to the other party.

E. Authorization to Perform Delegated Functions

In order to perform certain specified technical functions, the Departmental staff must meetthe following conditions on a continuing basis. Failure to meet these conditions mayresult in revocation of the Agreement or lesser sanctions at the discretion of the Director.Conflicts arising out of the Director's decisions will be resolved in accordance with Item 3of this Agreement.

1. Functions specified shall be performed only by or under the supervision of a personidentified in the Department’s Work Plan document (refer to item 1B above).

2. Final sign-off authority for personnel actions for the delegated function shall belimited to authorized individuals identified in the Department’s Work Plan document(refer to item 1B above).

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Item 2 - Authority, Responsibility and Further Delegation

Nothing in this Agreement limits or reduces the authority and responsibility of the Director orthe Civil Service Commission or limits or reduces the authority and responsibility of theDepartment Head in areas where, by rule, statute or charter, each exercises expressedauthorities.

The parties agree that the Department Head has the right to appoint an agent to act officiallyon his/her behalf concerning the provisions of this Agreement. The Director shall concur withthe appointment of such agent.

Item 3 - Conflict Resolution

The parties agree that the Director retains the authority to review any personnel action takenby the Department in areas covered by this Agreement and not otherwise reserved bypersonnel rule or statute to the discretion of the Department Head. Further, the Directorreserves the right to overturn or modify actions which violate the terms of this Agreement.The Director's decision shall be final except in areas where the Director's decision isappealable to the Civil Service Commission.

Item 4 - Issuance of Procedures, Interpretations, and Written Directives

This Agreement is subject to the rules, policies and procedures of the Civil ServiceCommission. The parties agree that the Director or the Civil Service Commission may issue orrevise rule interpretations, administrative procedures, designated procedural memoranda andwritten directives. The Director agrees to provide the Department Head adequate time, to theextent possible, to comment upon and discuss proposed changes. The Director's decision shallbe final except in areas where the Director's decision is appealable to the Civil ServiceCommission.

Item 5 - Information Systems (IS)

The Department Head and the Director agree that the Director retains the authority torequire the use of human resource information systems (HRIS) designated by DHR for theexpress purpose of collecting, aggregating, processing, reporting, and maintaining accurate,consistent and timely data relating to job applicants, test candidates, qualified candidates oneligible lists and employees. This shall include, but is not limited to, the use of JobAps forapplicant recruitment and tracking, eMerge PeopleSoft for access to personnel and hiring data,as well as test administration software, as designated.

Designated Departmental staff shall be provided training, and shall be authorized by theDirector prior to obtaining access to DHR Information Systems. The Department Headagrees that access to DHR Information Systems shall be limited to only those departmentalstaff granted access by the Director, and confidential information contained in DHRInformation Systems shall not be divulged to unauthorized personnel nor used in a mannerinconsistent with Civil Service Commission rules, DHR policy and procedures or Merit System

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Principles.

DHR shall provide technical and end-user training in the use of JobAps, inclusive of examscoring (e.g., scoring analysis, scanner access). If new equipment or software applications isintroduced but training is not provided prior to need, DHR staff will be required to assist inperforming functions until adequate training has been provided.

This agreement does not preclude the Department Head from using other automated systems;however, the Director reserves the right to request that system interfaces be designed anddeveloped to facilitate the interchange of data with DHR Information Systems. TheDepartment Head agrees to make available technical personnel in the area of informationsystems and/or computer operations to consult with DHR staff responsible for installation,configuration and implementation of system interfaces, telecommunications, data access andsecurity.

Item 6 - Review Responsibility

The Department Head and the Director agree that the Director is responsible for the reviewof recruitment and examination activities, transactions or actions that are legally theresponsibility of the Director, and that the Department Head shall implement reasonableremedial measures required by the final review report after notice and discussion as prescribedby the Director.

The Department Head agrees to provide the Director with materials, records, statistical andother information necessary to conduct on-site and off-site review or audit of activitiesdelegated through this Agreement.

The Director shall designate DHR staff to provide evaluations, audits and consultation withregard to delegation functions. The types of methods of evaluation include on-goingmonitoring (e.g., of posted job announcements), targeted reviews (discretionary) and periodic,comprehensive audits. A targeted review may be initiated by either the Director orDepartment Head in response to a specific concern or area of risk (e.g., in response to aprotest). Audits may be initiated by the Director and will entail a sampling of recruitmentsand examinations during a specified period of time. [Appendix B outlines the process by whichrecruitments and announcements shall be reviewed and Appendix C specifies the items subjectto monitoring, review and audit.] As a result of the reviews and audits, the Director willrecommend, if appropriate, corrective or remedial measures, providing recommendations andconsultation.

Item 7 - Examination Authority

The Director retains ultimate authority and responsibility for recruitment and selectionfunctions and activities. The Department Head is hereby delegated responsibility to processrecruitments and administer:

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a) Class Based Testing1 (CBT) for all classes (job codes) unique to the Department;b) Class Based Testing (CBT), upon approval of the Director, for city-wide classes (job

codes) for which the Department employs a large or predominant share of incumbents,and;

c) Position Based Testing2

(PBT) for all positions/job codes approved by the Director. [A listof pre-approved PBT classes (job codes) may be found on the DHR web site under HRForms (For Internal use only).]

The Department agrees, with authorization from the Director, to make any PBT generatedeligible lists available to any other department desiring use of such list.

The Department Head agrees to maintain adequate documentation and supply necessaryrecords to the Director as required by Appendices B and C.

Item 8 - Confidentiality, Test Use and Security

Both parties agree that subject to applicable law, Human Resources information shall beconsidered confidential unless specifically exempted by the Director. The Department Headagrees to Departmental staff completing and abiding by any and all security agreementsprepared by DHR for the purpose of maintaining security involving examinations and testmaterial, as well as confidential information contained in various city-wide, automatedpersonnel and applicant systems. Further, the Department Head agrees to complete and abideby the Test Use and Security Agreement (Appendix D) which is hereby made a part of thisAgreement.

Item 9 – Protests and Appeals

All matters which are appealable under the Civil Service Commission Rules pertaining todelegated functions included in this Agreement, following consultation with DHR, must firstbe addressed formally by the Department Head or designated agent of the Departmentresponsible, pursuant to this Agreement, for the protested action. If the protest is not resolvedat the Department level, the matter is to be referred to the Director for review. TheDepartment Head agrees to provide the Director with materials, records, statistical and otherinformation necessary to the Director to conduct this review. If the protest is not resolved bythe Director, the matter may be appealed to the Civil Service Commission for final review andaction.

1 In general, Class Based Testing (CBT) refers to those recruitments associated with classes where a large number of positionsexist; where the recruitment may result in a large number of appointments; and/or where the work, tasks and required KSAsacross the various positions within the class are sufficiently similar to justify use of one selection process to identify qualifiedcandidates for all positions. CBTs are more likely to be appropriate for entrance and lower level classes within a given titleseries.2 In general, Position Based Testing (PBT) refers to those recruitments associated with classes where a limited number ofpositions exist; where the recruitment will result in a very limited number of appointments; and/or where the work, tasks andrequired KSAs of the position are sufficiently different than other positions within the class so as to require a recruitment andselection process targeted specifically for that position. PBTs are more likely to be appropriate in the higher levels within agiven title series, given that job specificity may increase at higher levels within an organization. Except for MCCP classes,departments will not be permitted to have more than one active PBT recruitment/list for a given class with the same attributes(i.e., minimum requirements and/or special conditions).

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Not all matters are appealable to the Civil Service Commission. Refer to Civil ServiceCommission Rules 110, 111, 111A and 112 for specific citations of applicable rules andprocedural memoranda.

If the finding, recommendation or decision of the Department Head pertaining to theadmission to and/or the administration of any examination for the delegated classes (job code)is appealed to the Civil Service Commission, the Department Head shall defend the actionthroughout the appeal process.

DHR shall monitor departments for compliance with merit system principles and equalemployment opportunity guidelines when recruitment and examinations are conducted andwhen appointments are made from eligible lists. The Civil Service Commission may requirethe Director to investigate selections made by departments to determine if such selectionswere made in compliance with equal employment opportunity guidelines. The Director mayrecommend and the Civil Service Commission may effect remedial actions.

This agreement entered into this July 14, 2014 by the undersigned, to become effective on May1, 2014.

Approved by: Approved by:

__________________________ * No wet signature required

Micki Callahan Name Dept Head Full NameHuman Resources Director Title Dept Head TitleDepartment of Human Resources TYPE IN THE DEPARTMENT NAME

As part of this agreement, the undersigned are appointed to act officially concerning theprovisions of this agreement.


Name Name Undersigned Official NameTitle Title Undersigned Official TitleDepartment of Human Resources TYPE IN THE DEPARTMENT NAME

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ATTACHMENT 1

Charter Authority for Delegation of Human Resources Functions

10.102 Department of Human ResourcesThe Department of Human Resources shall consist of a Human Resources Director and suchemployees as may be necessary to carry out its functions and duties.

(Duties and Functions)Pursuant to and in accordance with policies, rules and procedures of the Civil ServiceCommission governing the merit system, the Department of Human Resources shall be thepersonnel department for the City and County and shall determine appointments on the basis ofmerit and fitness as shown by appropriate tests and, except as specifically set forth in thisCharter, shall perform all duties and functions previously performed by the Civil ServiceCommission including but not limited to authority to recruit, select, certify, appoint, train,evaluate, promote career development, classify positions, administer salaries, administeremployee discipline, discharge and other related personnel activities in order to maintain aneffective and responsive work force.

10.103 Human Resources Director(Review and Resolution of Allegations of Discrimination)The Human Resources Director shall review and resolve allegations of discrimination asdefined in Article XVII of the Charter against employees or applicants, or otherwise prohibitednepotism or favoritism. Notwithstanding any other provisions of this Charter except the fiscalprovisions hereof, the decision of the Human Resources Director shall forthwith be enforcedby every employee and officer, unless the decision is appealed to the (Civil Service)Commission in accordance with section 10.101.

(Delegation of Appropriate Personnel Responsibilities)Consistent with the foregoing and other applicable provisions of this Charter, the HumanResources Director may delegate to the various appointing officers appropriate personnelresponsibilities, and shall consult with appointing officers with respect to Civil ServiceCommission rules affecting their operations.

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APPENDIX A

DELEGATED RECRUITMENT AND ASSESSMENT ACTIVITIES

DEPT ACRONYM assumes responsibility for the development and administration of civilservice examinations in accordance with the examination standards of the City and County ofSan Francisco (e.g., DHR Examination Manuals, DHR memoranda). The examinationactivities for which DEPT ACRONYM assumes responsibility are listed below. The listreflects a range of examination activities, but is not intended to delineate all of the requiredexamination activities. DEPT ACRONYM is hereby referred to the DHR ExaminationManuals and directives for the complete documentation of standard recruitment andexamination procedures and processes. DEPT ACRONYM shall:

Assess recruitment needs, determine the type of recruitment required, and if there are anyparticular issues associated with the class (e.g., sensitivity of class, hard-to-fill.)

Follow the Department of Human Resources’ Request to Fill (RTF) process to obtain adiscreet exam List ID# to conduct a CBT, PBT, CCT, TPV or TEX recruitment for theclass in question.

Review past examination and job analyses; determine if updated or new job analysis isrequired. Perform the analysis using DHR-approved methodologies.

Determine number of and identify subject matter experts for the job analysis study. Preparefor, schedule and conduct the job analysis interviews, record and analyze results. If jobanalysis is not required, fill out the correct forms with the appropriate signatures (move toaudit). In the case of citywide CBT examinations, DEPT ACRONYM shall contact alldepartments that use the class and request that subjects matter experts from eachdepartment participate in the job analysis. Departments with current vacancies andprovisional employees should be especially encouraged to participate. A department maywaive participation in the examination process by notifying DEPT ACRONYM in writing.

Complete and document the job analysis and, if appropriate, the MQs; determine criticaland important tasks and KSAs; and document special conditions if applicable.

Develop a selection plan and construct/assembled test instrument(s) that measure(s) criticaljob KSAs and/or tasks identified in the job analysis. Assign test weights to individualselection components based on job analysis findings. Prepare/develop rating sheets, scoringkey, behavioral anchors, etc. and other test-related material, as appropriate.

If appropriate, evaluate and document need for expanded certification rule and contactunion in writing to determine whether it agrees with the proposed, expanded certificationrule.

Prepare and issue job announcement following DHR-approved practices and Civil Servicerules regarding minimum requirements, posting periods, etc. As appropriate, use DHR-approved templates regarding announcement language.

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Explore alternative recruitment methodologies when appropriate (e.g., hard-to-fill classes,executive recruitment) to provide greater applicant diversity.

Notify all departmental employees in class serving in provisional status of the jobannouncement. If citywide CBT, notify other departments that use the class to notify theirprovisional employees as well.

Address/resolve any concerns/protests related to the announcement posted or, if notresolved, forward protests and recommendations to DHR.

Determine if applicants meet the minimum requirements and are eligible to participate inthe selection process. Verify applicant credentials and review ADA test accommodationrequests, when appropriate.

Send acceptance and rejection notices to applicants, resolve applicant ineligibility protests,or, if not resolved, forward protests, background materials and draft responses withrecommendations to DHR.

Determine examination(s) date, time and location and notify candidates. Coordinate withDHR, as necessary, with regard to use of DHR test material, test facilities, etc.

Secure and notify raters, test administrators, proctors, etc., as needed, for testadministration and scoring.

Administer test(s): set up test center, orient/train proctors/raters, ensure exam security,oversee test administration, collect test materials, address test administration issues/protestspresented by candidates, note any test administration irregularities, etc.

Score candidate test papers. Coordinate with DHR, as necessary, to scan answer sheets,determine passing point(s) and document rationale for passing point(s).

Notify candidates of test results and/or progression to the next examination device; sendrater “thank you” letters, etc.

Prepare the eligible lists and forward to DHR for posting and adoption.

Respond to inquiries, questions and protests following test administration and release oftest results. Investigate complaints. Forward protests, background materials and draftresponses with recommendations to DHR. If necessary, prepare staff reports for and makepresentations to Civil Service Commission. Follow any CSC directives.

Observe all DHR document retention schedules for documents pertaining to examinations.

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APPENDIX B

REVIEW OF RECRUITMENTS AND EXAMINATIONS

By the authority of the Human Resources Director, DEPT ACRONYM shall assumeresponsibility for the development and administration of selection procedures for designatedposition-based classes, department-specific classifications and citywide classifications whichare also used by DEPT ACRONYM that are mutually agreed upon. Department of HumanResources staff shall assist, train and consult with DEPT ACRONYM’s staff on examinationand examination-related processes and procedures delegated functions. DHR staff shall deliversuch services in a reasonable and responsive manner so as not to impede the examinationprocess.

The Director shall designate DHR staff to conduct evaluations, reviews and audits with regardto delegated functions. The types of methods of evaluation include on-going monitoring (e.g.,of posted job announcements), targeted reviews (discretionary) and comprehensive audits. Atargeted review may be initiated by either the Director or Department Head in response to aspecific concern or area of risk (e.g., in response to a protest). Audits may be initiated by theDirector and will entail a sampling of recruitments and examinations during a specified periodof time. The Department Head agrees to provide the Director with materials, records,statistical and other information necessary to conduct on-site and off-site review or audit ofactivities delegated through this agreement.

When conducting reviews and audits, DHR staff shall evaluate the overall level by whichdelegated functions are performed by DEPT ACRONYM and report this assessment to theDEPT ACRONYM. The report shall refer to one of the following level categories in DHR’soverall evaluation of the DEPT ACRONYM’s performance of delegated functions.

LEVEL 3 – DEPT ACRONYM staff perform delegated functions and services in a manner that is MORETHAN ACCEPTABLE with respect to civil service recruitment and assessment procedures and practices.(DEPT. ACRONYM) staff complies CONSISTENTLY with all Civil Service Commission Rules and followsbest practices in the field of personnel selection.

LEVEL 2 – DEPT ACRONYM staff demonstrate the ability to understand and follow the standardexamination processes and procedures and, overall, perform delegated functions and services in a manner thatis ACCEPTABLE. DEPT ACRONYM staff complies with Civil Service Commission Rules andGENERALLY uses appropriate recruitment and assessment procedures and practices.

LEVEL 1 - DEPT ACRONYM staff perform delegated functions and services in a manner that is LESSTHAN ACCEPTABLE and SOMETIMES FAIL to demonstrate proper recruitment and assessmentprocedures/practices, and/or Civil Service Commission Rules. DEPT ACRONYM staff needs to betterunderstand standard examination processes and procedures and/or NEED DEVELOPMENT with respect totheir performance of delegated functions.

Based on its review, DHR staff shall also report any deficiencies, inconsistencies and/ordiscrepancies identified with respect to recruitment and examination-related methods, practicesand procedures such as those involving:

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a. The development and issuance of job announcements;b. Eligibility requirements and the screening of applicants for eligibility;c. Job analysis documentation;d. Linkage between job analysis and test plan;e. Notifications to applicants/candidates regarding determinations and test-related information;f. Use and development of selection procedures;g. Selection and use of smes for job analysis, test development and rating panels;h. Scheduling and administration of examinations;i. Use of rating scales, cut score determination and overall scoring scheme;j. Generation of eligible lists;k. Maintenance of complete and timely documentation;l. Responses to inquiries and protests;m. Enforcement of test security and confidentiality of test material, and;n. Effective implementation of the annual recruitment/examination work plan.

The report shall also identify corrective/remedial measures needed to address such deficienciesand/or discrepancies in order to improve the administration of recruitment and assessmentfunctions.

DHR staff shall discuss its report and findings with DEPT ACRONYM staff. DHR staff shallalso assist, advise, and consult with DEPT ACRONYM staff on the standardized examinationprocesses and procedures. In addition, DEPT ACRONYM staff shall receive training intechnical standards, procedures, etc. from DHR staff to improve their proficiency and ability toperform delegated functions. DHR staff shall deliver such services in a reasonable andresponsive manner so as not to impede the examination process

Consecutive audits or reviews resulting in Level I evaluations shall demonstrate evidence ofthe failure of DEPT ACRONYM’s staff to conduct recruitments and examinations in anobjective, timely, accurate, complete and technically sound manner, and/or failure to adhere tothe principles of the merit system, Civil Service Rules, or established guidelines on selectionprocedures and practices. If training and assistance by DHR has not produced measurableimprovement among identified DEPT ACRONYM staff responsible in such instances, theHuman Resources Director may no longer authorize those individuals to continue performingdelegated recruitment and selection activities, or the Human Resources Director may reclaimany or all of DEPT ACRONYM’s decentralized examination functions. If the HumanResources Director terminates the delegation agreement and reclaims all decentralizedexamination functions, DEPT ACRONYM shall be provided at least 60 days written notice ofthis decision.

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APPENDIX C

ITEMS SUBJECT TO MONITORING, REVIEW AND AUDIT

The following are items and areas that would be typically examined during an audit or review.This list is not exhaustive but, rather, identifies areas frequently reviewed.

Job Analysis1. The name and contact information of the person(s) that conducted the job analysis and

developed the test plan (e.g., SME background qualification forms), and thejurisdiction/agency for which the job analysis was completed.

2. Documentation of the date(s) and location(s) of the job analysis.3. Documentation that describes the method used to analyze the job and who participated.4. The questionnaire used to collect job analysis data from participants, along with its

rating scales and any analysis of the questionnaire's data.5. Number of participating SMEs, their diversity and workforce representativeness.6. Descriptions of the important work behaviors(s)/tasks and documentation showing that

they are important (e.g., measures of their criticality and/or relative importance andlevel of difficulty).

7. Where KSAs are identified, their descriptions and documentation showing theirrelationship to work behavior (KSA/task linkages), as well as the method used todetermine this relationship.

Test Plan1. Where the selection procedure(s) purport to measure KSAs, evidence showing the

selection procedure is a representative work sample, a representative sample of thework behavior(s), or a representative sample of a KSA as used as a part of a workbehavior and necessary for that behavior.

2. If the selection procedure was used to rank candidates, evidence showing that higherscores are likely to result in better job performance (e.g., qualifying vs. ranking KSAjob analysis determinations).

3. Explanation or evidence why some domains (e.g., KSAs) were selected formeasurement and others were dropped from consideration.

4. Descriptions of the job elements to be measured by the selection procedure or sampledby each item or part of the selection procedure(s), their linkage to the job analysis andhow the final weighting of each "testable" domain was empirically justified from thejob analysis.

5. Alternative selection procedures and methods that were considered for use (e.g., type ofexam, as a screening device with a cutoff score, for pass/fail or ranking, or combinedwith other procedures in a battery) and rationale for choosing the selection procedureused, including administrative, adverse impact, utility considerations, etc.

Announcement1. Proper posting period according to Civil Service Commission rules and DHR policy.2. Minimum requirements or qualifications should reflect those in the job specification.

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3. Appropriate selection procedures and test weights should be listed. For example:any pass/fail, unassembled exam instrument used for screening purposes requires DHRapproval in advance of announcement. Also, designated supervisor/managerclassifications require administration of a selection instrument, approved by DHR,which measures supervisory/managerial competencies.

4. Incorporation of standard language, as appropriate. For example: If special conditions apply, the announcement should read: “The above minimum

qualifications reflect special conditions associated with the position(s) to be filled.They may differ from the standard minimum qualifications associated with this classcode.”

If desirable qualifications are listed, the announcement should read: “The stateddesirable qualifications may be considered at the end of the selection process whencandidates are referred for hiring.”

If PBT and other departments use the class, the announcement should read: “To findother Departments which use this classification, please visit: (insert current website).Search that document by title or job code to see which departments use theclassification.”

5. Appropriate certification rule (e.g., the “rule of list” is NOT permitted).6. Appropriate announcement template language. For example, language that provides

information to those who seek ADA accommodations and/or veterans’ preference, andthose who wish to protest the announcement.

Selection Procedure and Results of the Procedure1. The description of the selection procedure(s), copies of all test materials (e.g., test

booklets, test questions, rating scales, rating key, answer sheets, audio/visualrecordings, etc.)

2. If applicable, proctor and rater instructions, as well as all test administration directions.3. Names, contact and background information regarding raters used, if applicable (e.g.,

Rater Background and Qualifications Form).4. Scoring calculations and the rationale for how the cut-off score was determined.5. Explanations, if any, concerning time limits, how they were established and how they

relate to the speed with which duties must be performed on the job.6. If applicable, test item statistics and measures of central tendency (e.g., means) and

measures of dispersion (e.g., standard deviations) and reliability estimates for allselection procedures (estimates for total scores, sub-tests, and combinations of scores)and the test's standard error of measurement.

7. Reports of subgroup differences relevant to race, sex, and ethnicity (when the sample isstatistically reliable) in terms of means, standard deviations, etc. and adverse impactanalysis for each component and all components collectively.

8. All challenges, comments, protests and appeals, as well as responses to those items.

Miscellaneous1. All correspondence with SMEs, raters, union representatives, boards, appointing

officers, etc.2. Candidate inspection materials.3. Record storage and retention files.

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APPENDIX D

TEST USE AND SECURITY AGREEMENT

Between

DEPARTMENT OF HUMAN RESOURCES

And


Purpose

The Department of Human Resources (DHR) is committed to promoting an environment thatretains the full trust and confidence of its customers, internal and external. Any actual orperceived breach in security of examination and examination-related material undermines thepublic’s trust and candidates’ confidence in our employment and selection processes. Further,City employees with access to highly sensitive confidential information contained in DHR’sautomated systems are entrusted to preserve this confidence. The purpose of this document is todefine policies and procedures designed to safeguard the integrity of the City and County of SanFrancisco’s examination program by maintaining the security and confidentiality of examination-related materials, which include, but are not limited to, applicant information, test questions andanswers, scoring procedures and guidelines, oral board ratings and comments, applicationevaluation scoring guidelines, and test administration manuals. All such materials shall bemaintained in a secure manner at all times, and confidential information shall be accessible onlyfor authorized purposes to authorized persons identified in the agreement. Further, security shallbe kept in such a manner that no candidate, potential candidate, or any other person acting onbehalf of the candidate may gain special advantage by having improper access to the material.

The term "test" is to include, but not be limited to, written exams, oral interviews, performancetests, work sample tests, essay questions, and assessment center exercises.

General Statement

This agreement is entered into by the Department Head and the Department of HumanResources Director. Both parties agree to comply with and be bound by the provisions setforth in this document, and agree that human resources information shall be consideredconfidential unless specifically excepted by the Human Resources Director. DHR retains theright to monitor compliance with the confidentiality and security precautions and test useprocedures defined in this agreement.

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Agreement Provisions



This Agreement shall be in effect from May 1, 2014 and remain in effect until theDelegation Agreement is revoked, dissolved or cancelled.

B. Changes to Agreement

Subsequent changes to this Agreement may be made by mutual consent of both parties.Such changes shall be communicated to both parties in writing, following the opportunityfor full discussion and agreement. Dissolution of this Agreement may be made by eitherparty with at least 60 days written notice to the other party. The Department of HumanResources (DHR) retains the right to terminate this agreement without giving the 60 daysnotice described above and withhold or recall test materials if it believes the terms of thisagreement are being, or have been violated.

Item 2 – Confidentiality and Security Precautions With Regard to Test Material

A. All necessary administrative steps will be taken to provide locked areas for storing andmaintaining examination materials. Security procedures will be followed for storage ofinformation in a computer system. In addition, authorized persons with access to thematerial will be informed of and required to comply with this security agreement.

B. The review and use of test material will be limited to subject matter specialists, testdevelopment analysts, and consultants involved in the development of the test and to staffpersonnel authorized to administer the examination. If a test consultant or subject matterexpert is used, he/she may not make notes about, copy or retain any of the actual testmaterial that he/she is not directly involved in developing.

C. No test material used in any examination for entry into or promotion within the City andCounty of San Francisco will be provided to any actual or potential candidate for thepurposes of preparation or studying for the examination. Study material may be developedby the department to assist candidates to prepare for the examination provided suchmaterial is not used as actual test material.

D. Materials used in any examination for employment purposes may not be shared, shown,loaned, given or sold to any agency or persons without the written authorization of DHR.

E. If any test material should become involved in legal proceedings conducted by a court orother body vested with legal authority, the Department Head will inform the legalauthority of the existence and terms of this agreement, and will move that the material becovered by a protective order that safeguards its confidentiality. DHR will be promptlynotified of any such proceedings.

F. Standard test security precautions should always be taken when administeringexaminations. These include: verifying candidate identities and checking them carefullyin and out of test sessions; never leaving examination material unattended in a test center;

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taking steps to minimize the possibility of cheating; ensuring that all test materials areaccounted for; etc.

Item 3 – Confidentiality of Applicant/Candidate Information

A. The disclosure of confidential applicant/candidate information or materials is strictlyprohibited. Applicant names and general applicant information (e.g., the size an applicantpopulation, the ethnic composition of a population, etc.) shall not be disclosed to thegeneral public. Similarly, personal information (e.g. Social Security number, age,ethnicity, gender, address, etc.) relating to an applicant is confidential and must never bedisclosed to unauthorized persons.

B. The identity of applicants that failed or did not appear for the examination may not bereleased to the general public.

C. The eligibility status of an applicant shall not be released to that applicant over the phoneunless an eligibility notice has already been sent to the applicant. An applicant’s ineligiblestatus should not be disclosed over the phone.

D. Final test scores (or final averages) are considered confidential until the eligible list isissued. Sub-test or individual test component scores (i.e., there may be multiple testcomponent scores that add up to the final average) are not public information and shouldnot be released.

E. Access to HR automated systems used for applicant tracking, personnel management, testdevelopment, test administration, etc. is authorized for job-related functions only. Accessto or use of information/data contained in these automated systems for personal reasons orany unauthorized purpose is strictly prohibited. System users must keep their passwordsconfidential. Sharing of passwords is strictly prohibited.

Item 4 – Mandatory Reporting

If at any time an employee feels there has been a breach in security involving exam-relatedinformation or materials, or a violation pertaining to the confidentiality of applicant orcandidate information, the matter should be immediately brought to the attention of the HumanResources Director.

Item 5 - Authorized Personnel

The Department Head agrees to designate in writing those persons assigned to handle testmaterials. It is understood that those designated will have the responsibility for carrying outthe provisions and terms of this agreement.

Item 6 - Relevancy of Test Materials

The determination of the job relatedness of the examination is the responsibility of theDepartment Head. The knowledge, skills and abilities (KSAs) necessary for successfulperformance in the job should be clearly identified and the relationship between the KSAs andthe test should be documented. This information shall be maintained in the historical file of the

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examination.

The Department Head shall assume responsibility for the conformity of the examinationprocess to any applicable laws, rules, or ordinances, and for the examination as a whole.

Item 7 - Test Material Use

A. All examination material provided to the Department Head by DHR will be used only forthe class identified.

B. No test material may be used for any examination prior to review and documentation ofthe relevancy of the test to the job.

C. A copy of the examination and test materials, along with statistical or evaluative reports ofcandidate test performance (e.g., test items statistics, adverse impact analysis) shall beretained for five years and be made available to DHR upon request.

D. If an examination is subject to legal challenges by individuals or regulatory agencies, theburden of defending the relevancy of the test material to the class for which the test isgiven will rest on the Department Head. DHR responsibility will be limited to thefurnishing of any readily available background information needed to evaluate the testmaterial. DHR cannot and does not warrant the validity of any supplied test materials forthe Department Head’s use.

E. The Department Head agrees that DHR shall not be held responsible for any liabilityincurred by the Department Head in any action arising out of the test material providedunder this agreement, which the Department Head uses to develop an examination.

This agreement entered into this July 14, 2014, by the undersigned, to become effective onMay 1, 2014.







1

DELEGATION AGREEMENT

For

POSITION AND CLASS BASED TESTING

Between

THE DEPARTMENT OF HUMAN RESOURCES

And


AUTHORITY

Pursuant to authority to administer the Department of Human Resources (hereinafter DHR)and its functions as provided in Charter Section 10.102 and 10.103 (Attachment 1), the HumanResources Director (hereinafter the Director) may delegate appropriate personnelresponsibilities to Appointing Officers (hereinafter the Department Head) through thisDelegation Agreement (hereinafter the Agreement) per Charter Section 10.103.

PURPOSE

This document delegates the performance of certain personnel responsibilities conducted underCivil Service Rules 110, 111, 111A and 112 from DHR to the TYPE IN THEDEPARTMENT NAME (hereinafter the Department).

GENERAL STATEMENT

The Department Head is hereby delegated responsibility to carry out Director authorized,Position and Class Based examination processes as described in Civil Service Rules 110, 111,111A and 112, as well as all recruitment and assessment functions. These include: thedevelopment and issuance of job announcements; screening applicants for eligibility; notifyingapplicants/candidates of recruitment-related determinations and information; use anddevelopment of selection procedures; selection and use of Subject Matter Experts (SMEs) andrating panelists; scheduling and administration of examinations; use of rating scales,determining cut score and overall scoring methodology; generating eligible lists; maintainingcomplete and timely documentation; responding to inquiries and protests, and; enforcing strictconfidentiality of test material at all times. This agreement describes the full extent ofresponsibility delegated.

The Director and the Department Head agree that conformance with the merit principles ofCity and County government is essential to this Agreement. The goals of this Agreement are

2

to promote effective and efficient administration of recruitment, assessment and personnelselection functions, and to encourage high productivity and exemplary performance. Bothparties agree to cooperate to achieve these goals. In the exercise of all delegated responsibilityauthorized herein, the Department Head agrees to comply with all relevant Charterprovisions; Civil Service Commission rules and regulations; DHR policies, directives, andprocedures regarding personnel matters; applicable Memorandums of Understanding (MOUs);and understands that all its personnel functions are subject to the review and final approval ofthe Director or designated Human Resources staff.

This Agreement delineates responsibility in the administration of civil service examinationactivities and services delegated by the Director to the Department. By the authority of theDirector, the Department shall assume responsibility for the development and administrationof selection for designated classifications in accordance with CSC Rule 111A (Position BasedTesting) and CSC Rules 110, 111 and 112 (Class Based Testing). [See Appendix A for a listingof delegated activities and procedures.]

AGREEMENT PROVISIONS



This Agreement supersedes any and all prior delegation agreements involving thedevelopment and administration of civil service examination-related activities andservices, and it shall be in effect from May 1, 2014 until revoked, dissolved or cancelled,as provided in Item 1.D. herein.

B. Work Plan

In accepting this Agreement, the Department is required to submit within thirty (30)calendar days before the beginning of each fiscal year, an annual examination work planwhich includes:

1. Planned recruitments, by job code, to be announced by the Department during thefiscal year and how those recruitments are expected to be processed i.e., testmode(s) and as Class Based Tests (CBT) or Position Based Tests (PBT);

2. Recruitments, by job code, that will be needed by the Department but unlikely tobe initiated during the fiscal year and an explanation of why the recruitment isunlikely e.g., resource issues, awaiting resolution of a particular issue;

3. Job codes in which the Department’s provisional employees currently serve, alongwith the number of provisional employees in each of those job codes;

4. Names and job codes of full-time Department employees who will be assigned inthe fiscal year to perform recruitment and examination functions, as well as theexpected percentage of time each of these employees will perform recruitment andselection activities;

5. Names and job codes of full-time Department employees who will be assigned

3

management and/or supervisorial duties over employees assigned to performrecruitment and examination functions in the fiscal year.

6. Names and job codes of full-time Department employees with less than one yearof experience in recruitment and examination activities who will be expected toperform these activities in the fiscal year, and;

7. Names and job codes of full-time employees who have final sign-off authority(delegated by the Department Head) for recruitment, assessment and selectionfunctions.

The Director or designee shall review the work plan and, with modifications if appropriate,finalize this provision of the Agreement. Thereafter, effective implementation of the workplan will be considered as one criterion in the monitoring and ongoing review of theAgreement.

C. Initial ImplementationDuring implementation of this Agreement, both parties agree to make all reasonableefforts to resolve questions and interpretations to mutual satisfaction. It is important tonote that authority for the examination program rests with the Director per the CityCharter, and ultimately the Director’s interpretation of the Agreement shall be final.

D. Changes to Agreement

Subsequent changes to this Agreement may be made by mutual consent of both parties.Such changes shall be communicated to both parties in writing, following the opportunityfor full discussion.

Dissolution of this Agreement may be made by either party with at least 60 calendar dayswritten notice to the other party.

E. Authorization to Perform Delegated Functions

In order to perform certain specified technical functions, the Departmental staff must meetthe following conditions on a continuing basis. Failure to meet these conditions mayresult in revocation of the Agreement or lesser sanctions at the discretion of the Director.Conflicts arising out of the Director's decisions will be resolved in accordance with Item 3of this Agreement.

1. Functions specified shall be performed only by or under the supervision of a personidentified in the Department’s Work Plan document (refer to item 1B above).

2. Final sign-off authority for personnel actions for the delegated function shall belimited to authorized individuals identified in the Department’s Work Plan document(refer to item 1B above).

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Item 2 - Authority, Responsibility and Further Delegation

Nothing in this Agreement limits or reduces the authority and responsibility of the Director orthe Civil Service Commission or limits or reduces the authority and responsibility of theDepartment Head in areas where, by rule, statute or charter, each exercises expressedauthorities.

The parties agree that the Department Head has the right to appoint an agent to act officiallyon his/her behalf concerning the provisions of this Agreement. The Director shall concur withthe appointment of such agent.

Item 3 - Conflict Resolution

The parties agree that the Director retains the authority to review any personnel action takenby the Department in areas covered by this Agreement and not otherwise reserved bypersonnel rule or statute to the discretion of the Department Head. Further, the Directorreserves the right to overturn or modify actions which violate the terms of this Agreement.The Director's decision shall be final except in areas where the Director's decision isappealable to the Civil Service Commission.

Item 4 - Issuance of Procedures, Interpretations, and Written Directives

This Agreement is subject to the rules, policies and procedures of the Civil ServiceCommission. The parties agree that the Director or the Civil Service Commission may issue orrevise rule interpretations, administrative procedures, designated procedural memoranda andwritten directives. The Director agrees to provide the Department Head adequate time, to theextent possible, to comment upon and discuss proposed changes. The Director's decision shallbe final except in areas where the Director's decision is appealable to the Civil ServiceCommission.

Item 5 - Information Systems (IS)

The Department Head and the Director agree that the Director retains the authority torequire the use of human resource information systems (HRIS) designated by DHR for theexpress purpose of collecting, aggregating, processing, reporting, and maintaining accurate,consistent and timely data relating to job applicants, test candidates, qualified candidates oneligible lists and employees. This shall include, but is not limited to, the use of JobAps forapplicant recruitment and tracking, eMerge PeopleSoft for access to personnel and hiring data,as well as test administration software, as designated.

Designated Departmental staff shall be provided training, and shall be authorized by theDirector prior to obtaining access to DHR Information Systems. The Department Headagrees that access to DHR Information Systems shall be limited to only those departmentalstaff granted access by the Director, and confidential information contained in DHRInformation Systems shall not be divulged to unauthorized personnel nor used in a mannerinconsistent with Civil Service Commission rules, DHR policy and procedures or Merit System

5

Principles.

DHR shall provide technical and end-user training in the use of JobAps, inclusive of examscoring (e.g., scoring analysis, scanner access). If new equipment or software applications isintroduced but training is not provided prior to need, DHR staff will be required to assist inperforming functions until adequate training has been provided.

This agreement does not preclude the Department Head from using other automated systems;however, the Director reserves the right to request that system interfaces be designed anddeveloped to facilitate the interchange of data with DHR Information Systems. TheDepartment Head agrees to make available technical personnel in the area of informationsystems and/or computer operations to consult with DHR staff responsible for installation,configuration and implementation of system interfaces, telecommunications, data access andsecurity.

Item 6 - Review Responsibility

The Department Head and the Director agree that the Director is responsible for the reviewof recruitment and examination activities, transactions or actions that are legally theresponsibility of the Director, and that the Department Head shall implement reasonableremedial measures required by the final review report after notice and discussion as prescribedby the Director.

The Department Head agrees to provide the Director with materials, records, statistical andother information necessary to conduct on-site and off-site review or audit of activitiesdelegated through this Agreement.

The Director shall designate DHR staff to provide evaluations, audits and consultation withregard to delegation functions. The types of methods of evaluation include on-goingmonitoring (e.g., of posted job announcements), targeted reviews (discretionary) and periodic,comprehensive audits. A targeted review may be initiated by either the Director orDepartment Head in response to a specific concern or area of risk (e.g., in response to aprotest). Audits may be initiated by the Director and will entail a sampling of recruitmentsand examinations during a specified period of time. [Appendix B outlines the process by whichrecruitments and announcements shall be reviewed and Appendix C specifies the items subjectto monitoring, review and audit.] As a result of the reviews and audits, the Director willrecommend, if appropriate, corrective or remedial measures, providing recommendations andconsultation.

Item 7 - Examination Authority

The Director retains ultimate authority and responsibility for recruitment and selectionfunctions and activities. The Department Head is hereby delegated responsibility to processrecruitments and administer:

6

a) Class Based Testing1 (CBT) for all classes (job codes) unique to the Department;b) Class Based Testing (CBT), upon approval of the Director, for city-wide classes (job

codes) for which the Department employs a large or predominant share of incumbents,and;

c) Position Based Testing2(PBT) for all positions/job codes approved by the Director. [A list

of pre-approved PBT classes (job codes) may be found on the DHR web site under HRForms (For Internal use only).]

The Department agrees, with authorization from the Director, to make any PBT generatedeligible lists available to any other department desiring use of such list.

The Department Head agrees to maintain adequate documentation and supply necessaryrecords to the Director as required by Appendices B and C.

Item 8 - Confidentiality, Test Use and Security

Both parties agree that subject to applicable law, Human Resources information shall beconsidered confidential unless specifically exempted by the Director. The Department Headagrees to Departmental staff completing and abiding by any and all security agreementsprepared by DHR for the purpose of maintaining security involving examinations and testmaterial, as well as confidential information contained in various city-wide, automatedpersonnel and applicant systems. Further, the Department Head agrees to complete and abideby the Test Use and Security Agreement (Appendix D) which is hereby made a part of thisAgreement.

Item 9 – Protests and Appeals

All matters which are appealable under the Civil Service Commission Rules pertaining todelegated functions included in this Agreement, following consultation with DHR, must firstbe addressed formally by the Department Head or designated agent of the Departmentresponsible, pursuant to this Agreement, for the protested action. If the protest is not resolvedat the Department level, the matter is to be referred to the Director for review. TheDepartment Head agrees to provide the Director with materials, records, statistical and otherinformation necessary to the Director to conduct this review. If the protest is not resolved bythe Director, the matter may be appealed to the Civil Service Commission for final review andaction.

1 In general, Class Based Testing (CBT) refers to those recruitments associated with classes where a large number of positionsexist; where the recruitment may result in a large number of appointments; and/or where the work, tasks and required KSAsacross the various positions within the class are sufficiently similar to justify use of one selection process to identify qualifiedcandidates for all positions. CBTs are more likely to be appropriate for entrance and lower level classes within a given titleseries.2 In general, Position Based Testing (PBT) refers to those recruitments associated with classes where a limited number ofpositions exist; where the recruitment will result in a very limited number of appointments; and/or where the work, tasks andrequired KSAs of the position are sufficiently different than other positions within the class so as to require a recruitment andselection process targeted specifically for that position. PBTs are more likely to be appropriate in the higher levels within agiven title series, given that job specificity may increase at higher levels within an organization. Except for MCCP classes,departments will not be permitted to have more than one active PBT recruitment/list for a given class with the same attributes(i.e., minimum requirements and/or special conditions).

7

Not all matters are appealable to the Civil Service Commission. Refer to Civil ServiceCommission Rules 110, 111, 111A and 112 for specific citations of applicable rules andprocedural memoranda.

If the finding, recommendation or decision of the Department Head pertaining to theadmission to and/or the administration of any examination for the delegated classes (job code)is appealed to the Civil Service Commission, the Department Head shall defend the actionthroughout the appeal process.

DHR shall monitor departments for compliance with merit system principles and equalemployment opportunity guidelines when recruitment and examinations are conducted andwhen appointments are made from eligible lists. The Civil Service Commission may requirethe Director to investigate selections made by departments to determine if such selectionswere made in compliance with equal employment opportunity guidelines. The Director mayrecommend and the Civil Service Commission may effect remedial actions.

This agreement entered into this July 28, 2014 by the undersigned, to become effective on May1, 2014.





