(A) All selection procedures (including written, performance or oral test, education and experience ratings, structure interviews, reference vouchers and application forms) shall be administered and utilized in such a manner as to prevent discrimination. In order to insure that all selection devices are objectively tailored to measure relevant job qualification requirements, and are adequately reliable and valid, it shall be the responsibility of the EEO Officer and the Civil Rights Director to insure that all selection devices are as follows.
(1) Based upon careful job analysis to determine the knowledges, skills, abilities and other qualification requirements actually needed for the job;
(2) Focused on abilities required for entry to the job, or on potential for career advancement if job progression patterns are established;
(3) Weighed according to their relative importance to the total job;
(4) Reviewed and updated under a systematic plan, with new procedures as needed, to assure current relevance; and
(5) Administered under standardized or uniform conditions with uncomplicated instructions.
(B) The EEO Officer and the Civil Rights Director shall have authority to review all employee selection devices and procedures, and to recommend any corrective action which should be taken with respect to these devices and procedures.
(1979 Code, § 37.21) (Ord. 3262, passed 12-9-1980)