California Code of Regulations › Title 2 - Administration › Division 1 - Administrative Personnel › Chapter 1 - State Personnel Board › Subchapter 1.3 - Classifications, Examinations, and Appointments › Article 10 - Appointments › Section 250.1 - Skills-Based Certification

Current through Register 2024 Notice Reg. No. 28, July 12, 2024
(a) Notwithstanding Section
					 250(a) and (b) as
					 they pertain to eligible lists, appointments to positions in the State civil
					 service for information technology classifications may utilize skills-based
					 certification, as defined by Government Code section
					 18900.6(a).
					 All such appointments shall be made on the basis of merit and fitness pursuant
					 to all other provisions of Section
					 250.
(b) Examinations may be administered on an
					 open basis, promotional basis, or open non-promotional basis.
(c) Selection procedures shall be competitive
					 in nature, and designed and administered to fairly and objectively identify
					 those candidates who meet the selection need for the position, and result in
					 the certified ranking of candidates based on their job-related
					 qualifications.
(d) Individuals who
					 are successful in examinations for these classes shall be assigned a score
					 relative to their job-related qualifications and placed in a pool for the
					 respective class and skills set(s) tested for. For purposes of scoring, raw
					 scores will be assigned.
(e)
					 Whenever a vacancy is to be filled, the appointing power shall prepare a
					 detailed statement of the duties and requirements of the position, which shall
					 be maintained by the appointing power for audit purposes by the SPB. Such
					 statement of duties and requirements of the position shall constitute the
					 justification for creating a skills-based certification list for the
					 position.
(f) Traditional eligible
					 lists will not be created as a result of testing. Skills-based certification
					 lists shall be created on a position-by-position basis, and shall replace the
					 traditional eligible lists. A skills-based certification list shall be created
					 by weighting the final score(s) of eligible competitors attained in the core
					 examination, if applicable, and functional skills set(s). No more than four (4)
					 skills sets, equaling a combined total of 100%, may be used when creating a
					 certification list. A core examination component, if utilized in the testing
					 process, may be used for purposes of creating a skills-based certification
					 list. Its weighting shall be determined by a job analysis. Eligibles will be
					 ranked on the certification list according to their test scores and the
					 percentage weightings utilized to create the certification list.
For example, a skills-based certification list created
						utilizing two functional skills-sets, each weighted 50%, would yield a list of
						only those eligibles who successfully passed the test for each of the
						skills-sets and ranked in descending order based on their respective weight and
						functional skill set test scores.
(g) If it is found that the statement of
					 duties and requirements of the position is inconsistent with the skills-sets
					 utilized to create the certification list, the appointment shall be deemed
					 illegal and voided.
(h) Hiring
					 departments shall utilize a job-related hiring process that includes one or
					 more of the selection instruments identified in section
					 250, subdivision (b), and shall
					 verify minimum qualifications for all prospective hires. The hiring process
					 shall conform to the following minimum standards:
(1) relevant criteria shall be developed for
					 determining which candidates shall be selected for the hiring
					 process;
(2) job-related criteria
					 shall be developed to assess the fitness and qualifications of each candidate
					 to perform the duties of the position to be filled;
(3) valid criteria shall be developed for
					 evaluating each candidate's performance during the hiring process;
					 and
(4) the same selection method
					 shall be applied consistently and equitably to each candidate. As a best
					 practice, the appointing authority should conduct reference checks and, if the
					 candidate is a current state employee, review the official personnel file of
					 the candidate prior to appointing the selected candidate. The appointing
					 authority shall also develop a summary of the hiring process which shall
					 include a discussion of the job-relatedness and structure of the hiring
					 process.