(A) Nature. Any examination, when given by the city, shall be of such a type as will test fairly the relative capacity and fitness of the applicants to discharge efficiently the duties of classification for which the examination is given. Their content shall be determined by the Director of Human Resources who shall be responsible for the evaluation of the results. The examinations may be written and/or oral, physical and/or performance, and/or polygraph, where deemed appropriate by the City Manager, and may be assembled, unassembled or any combination of these. When several different tests are used in a single examination, the Director of Human Resources shall determine and announce to the candidates the weight to be assigned to each and the grade which must be attained to qualify for a place on the eligible list, if one is to be established.
(B) Qualifications. The Director of Human Resources may require applicants to submit at the time of examination:
(1) Proof of their age, but only in the instance where there is a valid reason to suspect that the applicant is a minor,
(2) Proof of eligibility to work in the United States, and
(3) Evidence of military service.
(C) Notification of results. Each person who takes an examination shall be given written notice as to whether a passing or failing score was achieved along with relative standing on an appropriate the eligibility list, if used and if the applicant was successful. Each person shall be entitled to inspect their own papers, but not those of other candidates, during regular office hours under the supervision of the Director of Human Resources.
(D) Medical examinations. Before any person is appointed as a probationary or provisional employee, the person may be required to submit to a medical examination administered by a physician selected for that purpose by the Director of Human Resources. Physical requirements shall be job related, consistent with job necessity, and in no instance shall an applicant with a disability be denied a position if they are capable of performing the essential functions of the job with or without a reasonable accommodation. The expense of this post-offer pre-employment physical examination shall be paid for by the city. All employees other than regular, full-time employees may be required to submit a statement from a qualified physician that they are in good physical health to perform the necessary duties in their employment with the city. This provision applies particularly to seasonal, temporary and part-time employees.
(E) Reexamination. No person who has failed to pass an examination shall be reexamined for the same classification within one year from the date of such failure, unless the Director of Human Resources determines that such reexamination is in the best interest of the city employees recruitment program.
(F) Noncompetitive examinations. In accord with the Charter, as a general rule, if an exam is determined to be appropriate, it shall be open and competitive. However, all nominees for provisional appointments shall submit applications therefor, await verification and evaluation of education and work experience, take preemployment physical examinations, and shall be approved by the Director of Human Resources as meeting the minimum qualifications established by the classification plan. This procedure shall be known as a noncompetitive examination.
(G) Promotional examination/selection process.
(1) Whenever it is the judgement of the City Manager and Director of Human Resources that vacancies in classifications above the entrance level should be filled by promotion, a promotional selection/examination process may be initiated. This selection/examination process shall be closed and competitive unless the Director of Human Resources determines that the number of internal candidates qualified to participate in the process is insufficient to justify closed competition, in which case the promotional selection/examination process shall be open and competitive in character.
(2) Eligibility to participate in a promotional selection/examination process shall be determined according to normal lines of progression established in the classification plan and the City Manager and Director of Human Resources shall determine the classifications which qualify for eligibility.
(3) The promotional selection/examination process shall consist of one or a combination of several components deemed by the Director of Human Resources to be valid, useful and nondiscriminatory (e.g. written examinations, interviews, assessment centers, physical fitness examinations, medical examinations, background or reference checks, psychological examination, or other valid selection/examination components). Candidates' past performance shall also be given due consideration, if applicable or appropriate.
(4) Individuals shall not be eligible for participation in any promotional selection/examination process until they have successfully completed a probation period in their current classification, with the exception of the police classifications/ranks. In order to be eligible to be promoted to the rank of Police Sergeant, individuals shall have at least two years of experience as a full time Police Officer. Candidates holding the rank of Sergeant for at least one year with the Dublin Police Department and who are out of their probationary period, as of the appointment date, will be eligible for a competitive promotional selection/examination process to the rank of Police Lieutenant. Police Lieutenants shall serve at least three years in the classification/rank before becoming eligible for participation in a promotional selection/examination process for the classification/rank of Deputy Chief of Police.
('80 Code, § 163.06) (Ord. 3-80, passed 1-7-80; Amendment effective 1-1-22; Am. Res. 81-23, passed 11-13-23)