The Classified Employment Process
Classified employment includes all positions in the school district designated as classified by the State of California Education Code §45256. This category includes positions in Fiscal Services, Government-Funded Programs, Health Programs, ITS, Instructional Television, Language Assessment & Development, Mailroom, ROP, Personnel, Purchasing, Research Testing & Evaluation Services, Risk Management, Special Education, Student Support Services, and Maintenance & Operations.
Step 1: Application Process
Individuals seeking employment must submit a completed application before the deadline when a recruitment bulletin is posted.
The Human Resources Office issues recruitment bulletins for positions which currently are or will be vacant in the District. These bulletins provide general information concerning the position, salary range, examination procedures, deadline for applications, and the required minimum qualifications. Bulletins are distributed to various outside agencies as well as all District offices and schools. All District employees (hourly or monthly) have the privilege of taking an examination for District positions during working hours without loss of pay. Candidates should, however, notify their supervisor at least one (1) day before the examination.
Step 2: Paper Screening
Applications are reviewed to determine if candidates meet the minimum qualifications stated on the recruitment bulletin.
Disqualification letters are sent to candidates who do not meet the minimum qualifications. A candidate may appeal the disqualification within seven (7) days of the letter. Candidates meeting the minimum qualifications will be invited to the examination process.
Step 3: Examination Process
An examination must be related to the knowledge, skills and abilities required for the job and may consist of skill tests, written tests, interviews, performance tests, supplemental applications, in-basket exercises, and/or training & experience evaluations.
The Classified Personnel Department may use one or more of the following testing methods:
- Skills Tests: Typing tests and/or computer skills assessments are commonly used to qualify candidates for clerical and technical positions.
- Written Tests: Multiple choice tests and writing exercises normally measure specific knowledge and abilities necessary to satisfactorily perform the duties of the job.
- Oral Examinations (Interviews): Structured interviews are conducted in panels and consist of at least two (2) panelists. Interview questions are developed using subject matter expertise to tap into job-related knowledge, skills and abilities of candidates. Panelists evaluate each candidate based on their related qualifications.
Note: All interviews are electronically recorded in compliance with the Education Code provisions. This assures that the interview process is structured and consistent across all candidate and the questions asked are job-related. These recordings are retained for a 90- day period following completion of the oral interview and are used to resolve any protests.
- Performance Tests: Hands-on tests are used normally for custodial and trades positions and cover physical activities such as operating tools or equipment, use of safety procedures, sanitation, etc.
- Supplemental Applications: These materials are used as qualifying tests or tools in the application review process.
- In-Baskets: These exams provide opportunities for candidates to perform duties and use independent judgment as they would in a day at work.
Other testing methods may be used by the Human Resources Department as long as they are job-related. Normally, all examination processes include interviews. Applicants must obtain a passing score on each portion to continue the testing process and an overall score of seventy percent (70%) on the entire examination to be placed on an eligibility list. Failure on any portion of the examination constitutes a failure of the examination.
Step 4: Test Reviews
Following a test, a review period is established when candidates may review the results of the test.
During this period, candidates may protest impropriety in the conduct of the test, discrimination by, or the incompetence of a rater. A candidate must provide factual data to support his/her protest. In addition, candidates may also protest the content, accuracy of test questions, or the grading criteria. Candidates must provide authoritative information from recognized sources (such as textbooks or technical manuals) to support their protest.
Step 5: Eligibility Lists
Candidates who receive an overall score of seventy percent (70%) or better on the examination will be placed on an eligibility list.
Candidates placed on the eligibility list shall be ranked in descending order of the total score they achieve on the examination. For example, a candidate with an overall score of 100% will be at the top of the list.
- If the examination was announced on a "promotional" basis, District employees who have permanent status in a regular appointment shall be placed on the promotional list.
- If announced on "promotional/open" basis, permanent District employees are placed on the promotional list and all other candidates on the open list.
For each vacancy, any person in one of the three highest ranks of available eligibles may be appointed according to Education Code §45272. Your chances for employment will depend upon the number of job vacancies that occur within the next year, your rank on the eligibility list and your availability. Eligibility lists are normally established for a one (1) year period, but may be extended if there are sufficient candidates on the list to continue to meet the needs of the District.
Step 6: Selection and Appointment
Once a candidate is placed on an eligibility list for a position, the Division of Human Resources will certify the top eight (8) ranks of eligibles to the hiring authority for a final interview with the hiring department/school. If the candidate is selected, he/she will be notified. Employment will begin pending TB/Medical clearance and background checks conducted by Human Resources. The appointment will be finalized by official action of the Board of Education upon the recommendation of the Superintendent.