25 NCAC 01I .1905. SELECTION

(a)  Selection of Applicants:

(1)           The selection of applicants for appointment will be based upon a relative consideration of their qualifications for the position to be filled.  Advantage will be given to applicants determined to be best qualified and hiring authorities must reasonably document hiring decisions to verify this advantage was granted and explain their basis for selection.

(2)           Selection procedures and methods will be validly related to the duties and responsibilities of the vacancy to be filled.  In any vacancy instance, the same selection process will be used consistently with all the applicants.  Equal employment consideration will be afforded.  Reference checking and other means of verifying applicant qualifications may be employed as necessary.  It should be recognized and explained to persons selected that the probationary period is a required extension of the selection process.

(b)  Minimum Qualifications:

(1)           The employee or applicant must possess at least the training and experience requirements, or their minimum equivalent, set forth in the state class specification for the class of the position to be filled. This shall apply in new appointments, promotions, demotions, transfers, and reinstatements.

(2)           The training and experience requirements serve as indicators of the possession of the skills, knowledges, and abilities which have been shown through job evaluation to be important to successful performance, and as a guide to primary sources of recruitment.  It is recognized that a specific quantity of formal education or numbers of years experience does not always guarantee possession of the necessary skills, knowledges, and abilities for every position.  Qualifications necessary to perform successfully may be attained in a variety of combinations.  In evaluating qualifications, reasonable substitutions of formal education and job-related experience, one for the other, will be made upon request by the local appointing authority to the appropriate state review agency.

(3)           Management is responsible for determining the vacancy-specific qualifications that are an addition to minimum class standards.  Such qualification requirements must bear a logical and job-related relationship to the minimum standard.  Management shall be accountable for the adverse effects resulting from the use of qualification standards that are unreasonably construed.

(4)           The review authority for qualifications in questionable selection situations rests first with the respective Regional Personnel Office and Central Office of the Department of Human Resources, or in the state Office of Crime Control and Public Safety, and finally with the Office of State Human Resources.

 

History Note:        Authority G.S. 126-4;

Eff. August 3, 1992.