HomeMy WebLinkAbout10/24/2024 (3) October 24.1
DRAFT Meeting Agenda
Mason County Civil Service Commission
423 N. 5t" Street, Shelton, WA
Thursday, October 24, 2024
5:00 p.m.
The regular meetings will be held in-person and via Zoom with remote options.
Click on the Zoom link to join.
https://zoom.us/l/96730318647?pwd=OU42alqwcUl 6Y014YmFFREQOeEZLdz09
Call Meeting to Order: 5:00 PM
Roll Call: Susan Ickes, Mark Nault, and Mel Ferrier
Business:
1. Approval of Minutes: September 19,2024, regular meeting minutes.
Action
2. Open Forum for Citizen Input
3. Chief Examiner Update
3.1. Position Tracking - 12 vacant funded positions: Community Service
Officer-3, Corrections Deputy-5, Deputy Sheriff-2, and Support
Specialist-2
3.2. Draft revisions to Civil Service Rules, Chapters 1 - 12.
3.3. Civil Service Chief Examiner Position
4. Sheriff's Office Update
4.1. Corrections
4.2. Patrol
4.3. Support Staff
5. Adjourn
Next regular meeting is Thursday, November 21, 2024
Americans with Disabilities Act(ADA)accommodations provided upon request. Those requiring special accommodations,
please contact Becky Rogers at 360-427-967o,Ext 268 or rsr masoncountywa.gov twenty-four(24)hours prior to the
meeting.
Mason County Civil Service Commission
Meeting Minutes
September 19, 2024
The regular meeting was called to order at 5:00 p.m. by Chairperson Sue Ickes.
Attendance: Sue Ickes, Chair; and Mark Nault, Commissioner
Others: Tami Beyer, and Becky Rogers.
Business:
1. Approval of Minutes: August 15, 2024, regular meeting minutes.
Cmmrs. Naulfferrier moved and seconded to approve the August 15, 2024, regular meeting minutes.
Motion carried unanimously.
2. Open Forum for Citizen Input
3. Civil Service Rule Draft Updates - Chief Beyer reported the sub-committee met to
discuss draft language to the Civil Service Rules relating to promotional testing and
other recommended revisions within the Rules. She stated they will put together
the draft revisions and present a week before the next meeting for the Commission
to consider.
4. Chief Examiner Update
4.1. Position Tracking - 13 vacant funded positions: Community Service Officer-3,
Corrections Deputy-5, Deputy Sheriff-3, and Support Specialist-2
4.2. Approval to reschedule the regularly scheduled October 17, 2024, meeting to
October 24, 2024, at 5:00 p.m.
Cmmrs. Nault/Ferrier moved and seconded to reschedule the regularly scheduled October 17,
2024, meeting to October 24, 2024, at 5:00 p.m. Motion carried unanimously.
5. Sheriff's Office Update - Chief Beyer reported on the following divisions.
5.1. Corrections - Five employees have applied with other agencies. The collective
bargaining agreement (CBA) for 2025 is open for negotiations. A significant
salary increase is being proposed and would need to be voted on which could
encourage employees to stay with the agency.
5.2. Patrol - One deputy is in background and one deputy is at the Criminal Justice
Training Commission Academy. One Community Service Officer applicant is in
background.
5.3. Support Staff - There are two vacant positions. They had four interviews of
which two applicants did not pass and one was removed.
5.4. Civil Service Chief Examiner position - Chief Beyer requested that the Civil
Service Commission review RCW 41.14.050 regarding compliance concerning
Mason County Civil Service Commission Meeting Minutes
September 19,2024
Page 2
the Chief Examiner position. The Chair requested a copy of the RCW be
emailed to the members and this item be added to the next meeting agenda.
6. Adjourn - The meeting adjourned at 5:30 p.m. due to no further business.
Susan Ickes Mark Nault Mel Ferrier
Chair Vice-Chair Commissioner
Becky Rogers
Secretary/Chief Examiner
`O`'�r� Mason County Support Services Department
411 North 51'Street
Shelton,WA 98584
360.427.9670
MEMORANDUM
To: Civil Service Commission
From: Becky Rogers, Secretary/Chief Examiner
Date: 10/24/2024
Subject: Civil Service Position Tracking
Listed below are the 2024 Civil Service positions, which are funded and vacant*:
Vacant Positions
1 FTE—Corrections Deputy(Eff 9/1/2024)
1 FTE—Corrections Deputy(Eff 9/1/2024)
1 FTE—Corrections Deputy(Eff 3/31/2024)
1 FTE—Community Service Officer(Eff 3/31/zoz4)
1 FTE—Deputy Sheriff(3/20/2024)
1 FTE—Deputy Sheriff(3/10/2024)
1 FTE—Support Specialist(Eff2/28/2024)
1 FTE—Community Service Officer(Eff 11/15/zoz3)
1 FTE—Community Service Officer(Eff 9/18/zoz3)
1 FTE—Support Specialist(Eff 8/25/zoz3)
1 FTE—Corrections Deputy(Eff 1/1/2023)
1 FTE—Corrections Deputy(Eff 1/1/2022)
12 FTE Vacant Funded Positions
*Per MUNIS io/3.8/2024
Support Services
Budget Commissioner Emergency Human Information Labor Risk
Manager Administration Management Resources Services Relations Management
1. PURPOSE,AMENDMENT,ADMINISTRATION AND DISTRIBUTION
1.1 Purpose: The purpose of these rules is to supplement the provisions of RCW 41.14,
which provides for a merit system of employment for sheriff's office employees. The
rules set forth the principles and procedures that are to be followed in the conduct and
administration of the Mason County Civil Service program. The rules are designed to
provide the public,the sheriff, and employees with reasonable assurance that
personnel actions will be carried out uniformly, equitably, and upon the basis of merit
principles.
1.2 Amendment: Proposals for amendments to these rules may be submitted in writing
to the commission by a commissioner,the chief examiner,the sheriff's department or
their representatives, an employee, or any other interested person. Prior to the
adoption, revision, or repeal of any rule,the commission shall hold at least one public
hearing. Notice of such hearing must be given at least ten days prior to the hearing by
providing the sheriff and sheriff's office employees with copies of the proposed
amendment together with notice of the time, date, and place of such hearing. Notice
will be given by transmitting a memo or email to the sheriff, under sheriff, and/or
chiefs who will distribute the notice to all staff. Any amendments or revisions shall
become effective when adopted by the Civil Service Commission.
1.3 Administration: The chief examiner is responsible for the administration of these
rules and shall keep a record of all proposed amendments to these rules together with
any action taken thereon.
1.4 Distribution: Mason County Civil Service Rules shall be posted on the commission's
web site. The chief examiner shall provide a copy of these rules to any interested
pa rty.
1.5 Severability: If any provision of these rules or their application to any person or
circumstance is held to be invalid,the remainder of these rules and their application to
other persons or circumstances shall not be affected.
1.6 Notices: Whenever these rules require a notice or mailing to the sheriff's office, an
applicant or eligible the notice or mailing maybe provided by email if an email address
has been provided.
2. DEFINITIONS
Definitions of terms used in these rules and regulations: Unless a different meaning
is plainly required by the context,the following words and phrases, as used in these rules and
regulations, have the meanings indicated
ALLOCATE means the act of assigning each position to its proper class.
APPOINT means the act of the appointing authority in assigning to a position an eligible
applicant who has been certified by the chief examiner for assignment in such position.
APPOINTING AUTHORITY means the Mason County Sheriff or his or her designee.
CERTIFY means the act of the chief examiner in supplying the appointing authority with the
names of eligible persons to fill a vacant position in the classified service for which
certification is requested.
CHIEF EXAMINER means the position of secretary and chief examiner of the Commission.
CLASS/CLASSIFICATION means a position or group of positions having similar duties,
responsibilities, and authority, requiring similar qualifications, which can be properly
designated by one title indicative of the nature of the work and salary range.
CLASSIFIED SERVICE means all positions within the Mason County Sheriff's Office except
those specifically included in the unclassified service.
COMMISSION means the Mason County Civil Service Commission.
COMMISSIONER means any one of the members of the Mason County Civil Service
Commission.
CONTINUOUS SERVICE means employment in the classified service as a regular or
probationary employee for the requisite period of time immediately preceding the application
deadline or other deadline as established by the commission that is uninterrupted except for
authorized leave of absence, disability or family medical leave, or separation due to layoff;
however,time lost due to layoff, disability leave, or approved absence in excess of 30 days
without pay shall not be included in the determination of length of continuous service except
as otherwise provided by these rules or required by federal or state statute.
DAY(S) means calendar days unless otherwise defined in specific sections of the rules.
Formatted:Font:Not Bold
DEMOTION means the change of a regular employee from a position in one class to a
position in another class having a lower maximum salary range.
ELIGIBLE means a person listed on an active eligibility list that has rights under these rules
to be certified for appointment.
ELIGIBILITY LIST means a list of all persons who have qualified for appointment to
positions within a certain class under the provisions of these rules and who have not yet been
appointed to such class or removed from such list in accordance with these rules.
EMPLOYEE means a person occupying a position within the classified service who is paid a
salary or wage for services rendered.
EXTRA HELP means a temporary appointment above normal staffing levels during a short
term, non-emergency situation requiring additional staff. Reasons for extra help include but
are not limited to leaves, boat patrol, special events,training, and unforeseen service needs.
LATERAL ENTRY means entrance into a Deputy Sheriff or Correction Officer position
through an open competitive testing process, where candidates are required to be currently
employed in a like classification.
LEOFF means the Washington law enforcement officers and fire fighters retirement system.
PART-TIME EMPLOYEE means an eligible person hired off of an eligibility list, lateral entry
list, recall list, or rehire list into the classified service of the sheriff's office that is an employee
hired in a regular, county-budgeted position who is budgeted to work set hours on a regular,
recurring basis for a minimum of twenty hours and less than forty hours per week, and is
subject to the rights, responsibilities, and rules of civil service; or
PRELIMINARY RANKING EXAMINATION means an examination used to narrow and
rank the field of applicants in the first phase of a multi-phased examination process.
POSITION means a group of current duties and responsibilities described by a job
specification that has been assigned or delegated by the appointing authority and that
requires the full time or part time service of an employee.
PROBATIONARY EMPLOYEE means any employee who is serving a probationary period.
PROBATIONARY PERIOD means a trial employment period prior to regular employment to
test the actual performance of duties and to determine the employee's fitness for the
position.
PROMOTION means the appointment of an employee certified from the appropriate
promotional register to a position in a class having a higher maximum salary range.
PROMOTIONAL EXAMINATION..An examination for positions in a particular class, Formatted:Font:(Default)Tahoma,Bold
admission to which is limited to employees in the classified service or exempt employees who Formatted:Font:(Default)Tahoma
have previously served in the classified service who meet the qualifications set forth in the
announcement of the examination.
i
PROMOTIONAL LIST means an eligibility list established by a promotional examination.
PROVISIONAL APPOINTMENT means a non-competitive appointment to fill a classified
position pending establishment of an eligibility list for the class.
PROVISIONAL EMPLOYEE means any employee filling a position by provisional
appointment.
REALLOCATE means reassigning a position to a different class in the classification plan.
RECALL LIST means an eligibility list established by listing former regular or probationary
employees who have been separated from the classified service by layoff and current
employees who have been reclassified or reallocated in accordance with Rule 4.8.
RECLASSIFY means changing the classification of a position.
REFERRAL means the names certified by the Chief Examiner to the appointing authority in
response to a request in order to fill a position.
REHIRE LIST means an unranked employment list of persons who resigned voluntarily, left
employment due to being laid off, or was reclassified or reallocated from the sheriff's office.
REGULAR EMPLOYEE means any employee in the classified service who has
completed a probationary period in a regular county budgeted position.
REINSTATEMENT means the appointment to the formerly held position without competitive
examination of an employee who separated from the classified service while in good
standing,who has completed the probationary period in the classification, and who has
maintained the qualifications for the position.
RESIGNATION means a voluntary separation from employment initiated by an employee in
writing.
SELECTIVE CERTIFICATION means certification of names from an eligibility list for a
position as requested by the appointing authority based on specific bona fide occupational
qualifications that are necessary for sexual privacy, medical or psychological treatment, or
undercover law enforcement.
SHERIFF means the elected Mason County Sheriff.
SUSPENSION means the temporary removal of an employee from duty.
TRANSFER means the change of a regular employee from one position to another position
within the same classification, or the change of a regular employee from one classification to
another.
UNCLASSIFIED SERVICE consists of the positions of sheriff, undersheriff, chief criminal
deputy, chief civil deputy, chief of corrections, chief deputy of administration, or such
equivalent positions as designated in accordance with RCW 41.14.070. The unclassified
service is exempt from the provisions of these rules.
VACANCY means a position that is not occupied.
WORKING DAYS, feF the pblFpese of any notice period provided for herein, means Monday
Commented[TB1]:problematic deleting this.working days is
relevant to appeals,change of address,restoration to eligibility lists
and so forth.Perhaps changing it to the County's working days or
County business days?
Commented[GUM]:County business days seems a clearer
explanation to me,especially since we have shift workers.
Commented[DD3R1]:"Guest User"here is me prior to signing
in to my account.
Commented[MR4R1]:@Danielle Drogmund @Tami Beyer
During our working group meeting we had decided to define DAYS
as calendar days and put the definition here so we can use the word
days throughout the document.
Commented[TBSRS]:Yes,I do remember that conversation at
he meeting.Upon reviewing the Rules,it seems that in doing so as a
blanket change,it will conflict with some of the rules.I have noted
them throughout for review as individual citations.
3. ORGANIZATION
3.1 Chair: On an annual basis,the commission shall elect one commissioner to serve as
Chair. The chair shall serve for a calendar year and continue to serve until a successor
is selected.
1.3 Meetings: The commission will establish the time and place of the regular monthly
meetings. Notice of the regular meeting schedule shall be transmitted at least annually
by a memo to the sheriff and will be posted on the Mason County Civil Service website.
Special meetings and executive sessions may be called in accordance with provisions Formatted:Font:Not Bold
of Chapter 42.30 RCW.
3.3 Chief Examiner: The chief examiner shall, subject to direction by the commission:
A. Prepare such forms and procedures considered necessary, appropriate, or
desirable to fulfill the commission's responsibilities and duties.
B. Maintain the classification plan provided for in rule four(4).
C. Provide for the establishment and maintenance of such records as the
commission deems advisable or necessary.
D. Certify or refuse to certify the payroll pursuant to the commission's instructions.
E. Develop and administer such recruiting and examination programs as may be
necessary to obtain an adequate supply of competent applicants, and prepare
eligibility lists based upon results of competitive examinations.
F. Act as secretary to the commission at its regular and special meetings by taking,
transcribing, and maintaining minutes of such meetings; submitting the same
for approval of the commission and the signature of the chair; and performing
such other duties related to meetings as may be assigned by the commission.
G. Perform such other duties, not inconsistent with Chapter 41.14 RCW or
these rules, as the commission may direct.
3.4 Continuation of Business: If the chief examiner is unavailable, the commission or
chair may delegate the responsibility to perform duties of the chief examiner to a
Mason County employee other than an employee of the sheriff's office, provided that
the commission shall be briefed on the duties performed at its next regular meeting.
4. THE CLASSIFICATION PLAN
4.1 Classification,Allocation,Appointments-General: The commission shall
classify positions pursuant to RCW 41.14.070 within the classified service. The
classification plan shall standardize titles, each of which shall be indicative of a range
of comparable duties and responsibilities and shall have the same meaning throughout
the classified service. No allocation,appointment, promotion, or demotion to any
position shall be made except as provided for herein.
4.2 Classification of Positions: The chief examiner will review the duties of each
position and determine placement into an appropriate classification in accordance with
the character, difficulty, and responsibility of its designated duties. Positions shall be
allocated to a given class when:
A. The same descriptive title may be used to designate each position in the class;
B. The same level of education, experience, knowledge, ability, and other
qualifications are required.
4.3 Classification Titles: Classification titles shall be used in all personnel, accounting,
budgeting, and financial records. No applicant or employee shall be appointed to
or employed in a position in the classified service under a title not included in the
classification plan.
4.4 Classification Specification: The classification specifications shall be used as a
guide in the classification of positions and have the following force and effect:
A. The specifications are descriptive and not restrictive. They are intended to
indicate the type and level of duties and responsibilities that may be performed
by a particular class. Specifications are to be interpreted in their entirety and
will identify distinguishing features from other class specifications.
B. In determining the classification to which a particular position should be
allocated,the specifications of each classification shall be considered.
Consideration shall be given to the duties, specific tasks, responsibilities, and
qualifications of a class and to the relationship to other classes.
4.5 Use of Classification Plan: The classification plan shall be used:
A. In preparing public announcements of examinations or vacancies.
B. As a guide in preparing examinations that test the relative ability of applicants
to perform the work of specific classes.
C. In determining promotional sequences.
D. In providing uniform job terminology that is understandable to county
officials, employees, and the geneFal publiepublic.
E. In creating employment lists from which applicants may be certified to fill
vacancies.
F. As a guide for the appointing authority in assigning duties.
4.6 Maintenance of the Classification Plan: The chief examiner is responsible for
maintaining the classification plan to ensure each position is appropriately classified.
The chief examiner shall periodically recommend to the commission, after consultation
with the sheriff, necessary amendments to the classification plan in the form of new
classes, revision of existing classes, and the abolition of classes no longer required in
the plan. Upon the commission's approving the establishment of a new classification
or the revision or abolition of an existing classification, the sheriff and human
resources shall be notified. Revisions of classification specifications and reallocations or
reclassifications within the classification plan shall be made as follows:
A. The chief examiner shall study the duties and responsibilities of each new
position as it is created and place the position in the appropriate classification
within the classification plan.
B. Changes in the duties and responsibilities of a position involving the addition of
new assignments, or removal or modification of existing assignments shall be
reported to the chief examiner by the appointing authority. If such changes are
determined to be on-going and sufficient to justify a reallocation or
reclassification, the chief examiner shall reallocate or reclassify such position to
its appropriate class.
C. The chief examiner shall periodically review the classification of positions and,
upon the basis of such review, make appropriate changes in allocations or
classifications or recommend changes in the classification plan.
D. The appointing authority and all employees in a class subject to a
reclassification, reallocation, or other change to the classification shall be given
written notice at least ten (10)days prior to the commission meeting where the
item will be considered.
E. Changes to classification specifications, no matter how minor, must be approved
by the commission.
4.7 Revisions: Requests for revisions or review of classifications by the appointing
authority shall be accompanied by organization charts and position classification
recommendations.
4.8 Status of Employees Reallocated/Reclassified: The status of regular employees
affected by reallocation or reclassification occurring in the administration of the
classification plan shall be resolved in the following manner:
A. Any employee whose position is reclassified or reallocated from one
classification to a lower classification shall retain regular status in the
classification from which the position is reallocated or reclassified and shall, if
practicable, be appointed to another position in that classification or voluntarily
transferred in accordance with these rules. Otherwise, the employee shall be
granted regular status in the lower classification and be placed on the recall list
for the higher classification. Employees placed on the recall list under this
provision shall have the same rights as employees placed on the recall list as-a
result efbecause of layoff.
B. Any employee whose position is reallocated or reclassified to a substantially
equivalent classification shall be given regular status in the position and
classification to which allocated.
C. Any employee whose position is reallocated or reclassified to a higher
classification may occupy the reclassified position on a temporary basis until the
commission determines whether a test to demonstrate qualifications is needed.
The employee shall be placed in a position as follows:
1. If the employee can demonstrate that he or she meets the qualifications for
the higher classification by passing a non-competitive exam for that
classification, he or she will be placed in the higher position.
2. The employee may choose to be placed in a vacant position either in the
classification to which his or her position was formerly allocated, or a vacant
position in a lower classification for which he or she is qualified as determined
by the chief examiner. in the event thatIf no vacancy exists in the former
classification, the employee may choose to have his or her name placed on the
recall list for the classification to which the position was formerly allocated.
Employees placed on the recall list under this provision shall have the same
rights as employees placed on the recall list as awe because of layoff.
4.9 Allocation and Classification Appeals: The appointing authority or any regular
employee who believes his or her position has been improperly allocated or reclassified
may appeal to the commission within thirty days of the allocation or reclassification.
Such appeals shall be in writing and fully set forth the reasons for appeal. Upon
receipt of such appeal,the chief examiner shall set the matter for an informal hearing
where interested persons shall be given an opportunity to be heard. Written notice
setting out the nature of the appeal and the date,time, and place of the hearing shall
be transmitted to the appellant and appointing authority with an email copy to all
sheriff's office employees at least five(5) days prior to the hearing. Any decision of
the commission pursuant to this provision that modifies the allocation or classification
shall be retroactive to the date the appeal was filed or a date mutually agreed upon by
the county and the union.
4.10 Perform Duties of Class: The appointing authority shall neither require nor permit
employees to perform duties outside their proper classifications except in emergencies
and then only for a maximum period of thirty (30) calendar days, unless permission for
a longer period is given by the commission.
4.11 Reporting Violations of Classification Regulations: Any employee who believes
he or she is being required to perform duties outside the proper scope of the
appropriate class may notify the commission in writing. The chief examiner shall
investigate and report findings and recommendations to the commission.
4.12 Request by Appointing Authority for Allocation or Reclassification: Whenever
it becomes necessary to establish new positions or to significantly alter the duties and
responsibilities of existing positions, the appointing authority shall submit a written
request for allocation or reclassification to the chief examiner accompanied by"before
and after" organization charts and position specification.
5. RECRUITMENT&ELIGIBILITY Commented[TB8]:adopt something similar to Thurston but
changing 5(county or business days)to 15 days
5.1
5.1 Announcement of Examination: Announcement of Examination
A.
Notice of all promotional examinations shall be sent to all Sheriff's
Office
-. -- -- employees via email and notice may be provided in any other
at least fifteen (15)daYS PFieF te the anneuneefnent�s elesing date as manner
determined by the Commission or Chief Examiner.
B.
Notice of all other examinations shall be posted on the Civil Service
website and
e9nif$$i61 may be posted or advertised in any other manner as determined by
A. Notice of all promotional examinations shall be sent to all Sheriff's Office the chief
Examiner or Commission.The notice shall state the applicable
employees via email and notice may be provided in any other manner deadlines for
C.submitting an application applying to take an examinati°
determined by the Commission or Chief Examiner.
B. Notice of all other examinations shall be posted on the Civil Service website and' The Chief Examiner may amend any announcement providing a
may be posted or advertised in an other manner as determined b the Chief minimum of five
y p y y (5)days'notice.
Examiner Or Commission. D.
All notices will be posted for a minimum of five(5)days.
C. The notice shall state the applicable deadlines for submitting an application or E.
applying to take an examination. All notices will identify the minimum qualifications set forth in the
classification
E.D. The Chief Examiner may amend any announcement providing a minimum specification.
of five 5 days'notice. (and keep current B language"The announcement shall state the
y plan for the examination process and list the components of the
D. All notices will be posted for a minimum of fifteen (15)days. examination process...)
E. All notices will identify the minimum qualifications set forth in the classification Formatted:Strikethrough
specification. Formatted:Strikethrough
$. F All promotional examinations shall be publicized at least fifteen (15)days prior Formatted:Indent:Left: 0.5",Hanging: 0.5"
to the closing date by sending the announcement to all sheriff's office Formatted:Strikethrough
employees via email and may include posting the announcement as determined Formatted:Indent:Left: 0.5",Hanging: 0.5"
by the commission or chief examiner.The announcement shall state the plan for Formatted:Strikethrough
the examination process and list the components of the examination process as
required by Section 6.10.
5.2 Filing of Applications: All applicants for positions in the classified service that are
advertised externally to the sheriff's office must submit a signed application on the
form prescribed by the commission. All applications must be received in the
commission's office within the time limit fixed in the official announcement of
examination.
A. Promotional Exams: All applicants for promotional examinations must submit
a notice of intent to test or other required materials as specified in the official
announcement to the chief examiner within the time limit fixed in the official
announcement of examination.
B. Application Fee: All applicants for exams advertised externally to the sheriff's
office may be required to pay an appropriate application fee in accordance with
applicable Mason County ordinances,tape aceeu-Rt siderina the ability
of the applicant to pay. An application shall not be considered received until the
appropriate application fee has been paid if required.
5.3 Change of Applicant's Address: All applicants are responsible for notifying
the commission in writing withing five (5)days of any change of address and or
status. Notice will be accepted via email. Commented[TB9]:Add change ofemail address&number of
days required to notify CS such as 5 business days
5.4 Qualifications: To be eligible for examination, including promotional examinations,
applicants must meet the qualifications as set out in the announcement.Applicants
must meet the minimum qualifications set forth in the classification specification at
time of submission of application unless otherwise specified in these Rules, or for
promotional testing,at time of submission of notice of intent to test. -The commission Commented[TBlo]:Insert language:must be eligible bydate
shall prescribe for each position such qualifications as in its judgment are necessary for opening/promotion posted(?)
job performance. -Unless specifically designated otherwise by the commission or state Commented[TB11R10]: soorth iglike:Applicantsmust
meet the minimum qualificationss set f forth n the
law,the following shall be qualifications for all positions: classification specification at time of submission of application
unless otherwise specified
in these Rules,or for promotional testing,at time of submission of
A. Citizenship. An applicant must be a citizen of the United States, a lawful notice of intent to
permanent resident, or a deferred action for childhood arrivals(DACA) recipient test.
who can speak, read, and write,the English language se as teto be easily
understood.
B. Age. The minimum employee age shall be stated in the announcement of
examination. The commission shall permit filing by applicants not more than
one (1)year under the specified minimum age. If such applicants are
successful in passing the examination, their eligibility shall be held in abeyance
until they reach the required minimum age, at which time they must report
reaching the minimum age in writing. They shall then be placed on the eligibility
list in accordance with their final examination ratings. Any eligibility so attained
shall expire with that of other eligibles from the same examination. Commented[TB12]:Insert section regarding notification:
5.5 Notifications by Email: Notifications and/or correspondence to applicants Notifications candidates
Notifications and/oremail mess Cherence to
applicants and candidates will be sent via email unless other
and candidates will be sent via email unless other arrangements are made in arrangements we made in writing to thechie£Examiner.
writing to the Chief Examiner.
5.5 Proof of Qualifications: The chief examiner may require evidence of a satisfactory
degree of education,training, experience, or any other qualifications required for
eligibility. Commented[TB13]:What about including that the examiner
shall post the Employment Standards on the CS Website and include
a copy with each employment announcement?
5.6 Rejection of Application: The chief examiner shall reject any application or
applicant for appointment, promotion, or re-employment for any of the following
reasons:
A. The applicant lacks the minimum qualifications set forth in the criuRmnatien Commented[TB14]:should this say examination
annieuneemcrrr Classification position description. -- -- armouncemenfor'classification position description'
Formatted:Strikethrough
B. The applicant has made a false statement on the application with regard Formatted:Strikethrough
tereaarding any material facts.
C. The applicant has been dismissed for cause from any classified position in a law
enforcement agency within the preceding twelve(12) months and no grievance
or appeal is pending.
D. The applicant, after notification, did not appear at the time and place
designated for examination,
E. Failed to respond to a request for contact,failed to provide requested Formatted:Indent:First line: 0.49"
information for exam or background- Commented[TB151:failed to respond to a request for contact,
failed to provide requested information for exam or background
i. F. The applicant has directly or indirectly paid or promised to pay any money or Formatted:Strikethrough
other valuable thing to any person to achieve appointment, promotion, or re-
employment.
G. Failure to pass pre-employment screening standards. If rejection is for this,the commented[T616]:s.c Eaad failure plicant pre-employment
screening standards.If reject is for this,the applicant must be
applicant must be notified in writing of the reason. notified in writing ofthe reason.
Commented[TB17]:Review Thurston's 5.8&5.9 instead of
5.7
5.7 De u}y�Sheriff or Corrections De uty Lateral Entry: An eligibility list for deputy this lie
p �7 h _.._ _� g �l h �Y Applications for CJTC Academy-Certified Entry:Applicants for
sheriff may be created from the names of persons whojare oF haVe been eFf1pleyed CJTC academy-certified entry Deputy Sheriff and Corrections
mthon the last twelve (12) Frienths by anether civilian law enfemement agency as full Deputy must submit a completed Thurston County application and
meet the following criteria:
time, paid, peaee effiEers having law enfereeFflent autheFit)�Applicants n9ust pessess A.Meet minimum qualifications of the Thurston County position
(Deputy Sheriff or Corrections Deputy)in which the applicant is
applying,to include passing required examinations.
B.Must have a current Washington State Criminal Justice Training
Commission Basic Law Enforcement Academy Certificate(Deputy
state-and meet the following qualifications: Sheriff)or Corrections Deputy Certification(Corrections Deputy).
C.Must have been employed with a law enforcement agency in
A. Meet minimum qualifications of the Mason County position (Deputy Sheriff or Corrections Washington State within the prior 12 months.
Deputy) in which the applicant is applying,to include passing required examinations. 5.10 Applications for Lateral Entry:Applicants for lateral entry
Deputy Sheriff and Corrections Deputy must submit a completed
B. Must have a current Washington State Criminal Justice Training Commission Basic Law Thurston Comfy application and meet the following criteria:
Enforcement Academy Certificate(Deputy Sheriff)or Corrections Deputy Certification A.Meet minimum qualifications of the Thurston Comfy position
(Deputy Sheriff or Corrections Deputy)in which the applicant is
(Corrections Deputy) or equivalent certification from another state-approved academy applying,to include passing required examinations.
and have the ability to obtain an equivalency certification within the first twelve 12 B.MnsthonBasiave a rr awEnont rcemengton tAcadeate yCeJustate(ice De Training
`y q y ( � Commission Basic Law Enforcement Academy Certificate(Deputy
months of employment by meeting the standards of the Washington State Criminal sheriff)or Corrections Deputy Certification(Corrections Deputy)or
Justice Trainin Commission. equivalent certification from another state-approved academy and
g have the abifity to obtain an equivalency certification within the first
C. Have successfully completed the testing process and been hired by another jurisdiction twelve(12)months ofemployment by meeting the standards ofthe
Washington State Criminal Justice Training Commission.
from a civil service commission certified eligibility list or other like process. C.Have successfully completed the testing process and been hired
D. Have at least 12-months continuous work experience and successfully completed and by mother
14
probationary_period as a full-time,paid,peace officer with law enforcement authority jurisdiction from a civil service eemmssion certified eligibility list
(for Deputy Sheriff a licants` or as a Corrections Deputy with general corrections D.other like process.
p `7 applicants), h `Y D.Have at least 12-months continuous work experience and
experience (for Corrections Deputy applicants . successfully completed any probationary period as afull-time,paid,
peace officer with law enforcement authority(for Deputy Sheriff
E. From the most recent law enforcement or corrections agency, the applicant must have no applicants),or as a Corrections Deputy with general corrections
more than a 12-month break in service. experience(for corrections Deputy applicants).
E.From the most recent law enforcement or corrections agency,the
applicant must have no more than a 12-month break in service.
i an
Commented[DD18R17]:The title of 5.7 should be modified to
"Deputy Sheriff or Corrections Deputy Lateral Entry"since the body
6. EXAMINATIONS of 5.7(and,alternatively,TCSO 5.8&5.9)refers to both Deputy
Sheriff and Corrections Deputy.
6.1 Examinations: All examinations shall be impartial and shall relate to those matters Formatted:Strikethrough
that will fairly test the capacity and fitness of candidates to efficiently perform the Formatted:Indent:Left: 0",Hanging: 0.5"
duties of the position to be filled. Examinations may include written, oral, physical Formatted:Indent:Left: 0 Hanging: 0.5"
fitness, and performance tests, or any combination of these. Tests may take into Formatted:Strikethrough
consideration such factors as education, experience, aptitude, knowledge, physical Formatted:Strikethrough
fitness, or any other qualifications or attributes that, in the judgment of the Formatted:Strikethrough
Formatted:Strikethrough
commission or chief examiner, enter intoenter the determination of the relative fitness
of applicants. The results of personality tests, if given, may be considered as part of
the scoring of any oral examination.
Support Specialist Examination Process: Written application and examination by
Civil Service in the presence of the chief examiner. Any of the examination modes
outlined in Civil Service Rules 6.14 may be altered for good cause in the discretion of
the Civil Service Commission.
Continuous Testing:The Commission may adopt continuous testing when
the duration of the recruitment is open-ended and applications are accepted
at any time.
Formatted:Indent:Left: 0.44"
6.2 Identity of Examinees Concealed: The chief examiner may require that the
identity of all persons taking a competitive test be concealed by use of an identification
number for all or specific parts of the examination process until all scores are
established.
6.3 Rating Examinations: Final examination scores shall be expressed on, or converted
to, a scale of one hundred (100)for maximum possible attainment with the required
passing score set by the commission or the chief examiner.
6.4 Minimum Score on each Section: The commission or chief examiner may set a
minimum score for any part, parts, or phase of entry-level examinations. Any
candidate who fails to attain such minimum score shall be considered to have failed
the entire examination.
6.5 Number of Applicants: There are no limits to the number of applicants for a testing
examination. scam Formatted:Strikethrough
^f`ests' Formatted:Strikethrough
r
Formatted:Strikethrough
Formatted:Strkethrough
6.6 Review of Examinations: If the commission or chief examiner determines that the
nature of an examination would allow review, a candidate may review the examination
and the examination answer key. Such review must be requested and made within ten
(10) calendar days after the examination. The review shall be made in the presence of
the chief examiner, and the candidate may not take notes.
A. After such review, if a candidate wishes to challenge any answer, a written
challenge shall be submitted to the commission. Such challenge must be made
within the ten (10)day review period. All such challenges shall be considered
by the commission. If the commission determines such challenge is valid, the
examination answer key shall be revised accordingly. The original examination
answer key,together with any changes, shall be used in scoring all examination
papers.
B. No eligibility list shall be established until the commission issues its
determination.
6.7 Notification of Results: As soon as the grading of the examination is completed
the Chief Examiner shall,for e,E-ach applicant taking an examination shall-begi en _ Formatted:Strikethrough
eetF .:
rovided-a written and/or,�� ,�email-notification of the results theFee€,whether Formatted:Strikethrough
they passed or failed, and if successful, of the total earned rating and relative position Commented[DD20]:change"provided"to provide
on the eligibility list. Commented[TB21]:This should say'email'toconfomtwith
definitions and previous sections regarding notification
6.8 Error in Scoring: An error in scoring or rating, if called to the attention of the chief Formatted:Strikethrough
examiner within the ten (10) day review period, shall be corrected. Corrections shall Formatted:Strikethrough
not impact any appointments made prior to the corrections. Formatted:Strikethrough
Formatted:Strikethrough
6.9 Credit Applied to a Passing Examination: These credits may not be combined.
A. Veterans Scoring Criteria: Veterans, as defined in RCW 41.04.90-,5007, who Commented[TB22]:Should this be41.04.001instead?
obtain a passing score on an examination for original appointment, shall receive
credit in accordance with Chapter 41.04 RCW. To receive such credit, a
Department of Defense Certification Number DD 214 must be presented prior to
or on the day of examination. In addition, applicants must certify that they
have not previously obtained employment using such veteran's preference.
B. Service Credit for Reserve Deputies and Provisional Employees:
Applicants who are current reserve deputies or provisional employees for the
Mason County Sheriff's Office and who obtain a passing score on an
examination for original appointment, shall receive an additional 10 (ten)
percent preference points.
C. Service Credit for Employees of the Mason County Sheriff's Office:
Applicants, who are current employees in good standing and off probation
within the Mason County Sheriff's Office and who obtain a passing score on an
examination for original appointment shall receive an additional 10 (ten) percent
preference points.
D. Credit for Mason County Residents: Applicants who have a physical address
in Mason County and who obtain a passing score on an examination for original
appointment shall receive an additional 10 (ten) percent preference points.
6.10 Promotional Examinations: Vacancies may be filled through promotional
examination. When the commission determines that there will be a promotional
examination, the commission shall:
Commented[TB23]:spacing
A. Establish, in addition to other eligibility requirements,the required minimum
period of service in the lower classification or classifications, which shall not be
less than ones year;
B. Approve the examination plan for each promotional examination process,which
shall include the date of a single examination, or each date of a multiphase
examination process. The examination plan shall include the specific process for
application, scoring or weight process, materials needed, interview process and
method of notification and timelines;
C. Set the minimum score required to advance in each phase of a multi-phased
examination process if a minimum score will be required;
D. Set the maximum number of applicants that may advance at the completion of
each phase of a multiphase examination process.
1. When twos or more applicants achieve the same minimum score and
occupy the lowest rank of applicants approved to advance from the
preliminary ranking examination, then all applicants with that minimum
score advance to the next phase of the examination process even if the
resulting number of applicants to advance will exceed the set maximum
number of applicants Commented[MR24]:Anyrecommendatonsforre-wordng
this paragraph?
)or more
2. A preliminary ranking examination may be waived by the chief examiner commented[UU2s same
minimum
scorebout and
cup(zelowest
applicants achieve the same minimum score and occupy the Lowest
when the number of applications received at the deadline for filing rank of applicants approved toadvance from the preliminary ranking
examapplications is equal to or less than the number approved to advance The nextphas[henheexamina all tonpro procat ess,even
exceedadvancs the
pp q pp the next phase of the examination process,even if this exceeds the
from a preliminary ranking examination. set maximum number ofaa°an°ingapplicants."
Formatted:Strikethrough
E. Veteran's Scoring Criteria: Veteran's as defined by RCW 41.04.005 who were Formatted:Strikethrough
called to active military service from employment with Mason County shall be
awarded 5 (five) percent added to promotional examinations until the first
promotion only per JRCW 41.04.010(3)3. ^ommented[TB26]:correct statute to read RCW 41.04.010(3)
Formatted:Strikethrough
Promotion in Place is permissible for Support Specialists when a position is filled - Formatted:Indent:Left: 0.97"
at an entry level for recruitment,training,and development and when the
employee's job performance and skill development support upgrading the
incumbent and the position to the higher level.
Formatted:Indent:Left: 0.98"
Promotion in Place is permissible for Support Specialist I&II. A promotion is
the appointment of an employee to a different classification with a higher salai-Y
range. (eq. Support Specialist I to Support Specialist II).
6.11 Qualified as Eligible for Promotion: Applicants that successfully complete an
assessment center examination or other type of final examination phase and are
determined to be qualified as eligible for promotion will be ranked on the appropriate
promotional eligibility list.
6.12 Time Interval: Any person who unsuccessfully competes in an examination for a
particular class or is removed from an eligibility list under Rule 7.3 or 7.4 E shall not Abe Commented[TB27]:during final draft,cross-check to make
eligible to compete in another examination for the same class within six(6) months of Sure these rules are correctly cited
the establishment of the eligibility list resulting from the first examination unless
otherwise authorized by the commission.
6.13 Postponement and Cancellation: Any examination may be postponed or cancelled
at the discretion of the commission or chief examiner. In either{case,each applicant Commented[TB28]:Where is the language for promotion in
shall be notified of the postponement Or cancellation. place?What am I missing here.A couple of years ago language was
p p approved for promotion in place when an employee in a lessor SS
6.14 Clerical Promotions: (Promotions in Place): It is the policy of class meets criteria for class,puts it in writing to Division Chief,is
Mason County Sheriff's Office to fill a position at a lower level for approvedby Chief and then by the Board.
Commented[BR29R28]:@Tami Beyer-Possibly you are
recruitment and/or training and development,until the employee's referring to 6.14 Clerical Promotions?
knowledge,skills and abilities Nob performance)support grade of the Commented[TB30R28]:@Becky Rogers Can you pull the
position to the higher level. meeting minutes surroundingthis?My recollection is that were
should be something in here that allows,with CS approval,to by-
pass a fomtal CS examination for Promotion in Place.
When vacancies occur in any grade class they shall, whenever practicable, be filled by
promotion from the next lower grade class(ea. Support Specialist I to Support Commented[BR31R28]:@TarmBeyer-I've included the
Specialist II).: Such promotions shall be upon merit and examination open to language approved 7/l/2021 that was omitted.
members from the next lower grade er grades class or classes of the division in which Formatted:Indent:Hanging: 0.01"
the vacancies exist,as may be determined by the Commission. Promotion shall be
made upon positive merit of the person promoted as shown by previous service,as
well as upon merit shown by the examination.
A. Examinations for promotions shall be practical in character and shall test the
general intelligence,accuracy,and qualifications of applicants for the position
involved.
Formatted:Indent:Left: 1", No bullets or numbering
B. No person who fails to attain a 701100 score or 70%average overall complete
proficiency shall be deemed eligible for promotion.
Formatted:Indent:Left: 1", No bullets or numbering
C. Qualifications for admission for promotional examinations are set forth in CSR
Section 6.10.
6.15 Make-Up Examinations.An applicant who is unable to take the regular promotional Formatted:Font:(Default)Tahoma
examination,as scheduled, may be given a special examination upon written request. Formatted:Indent:Left: 0",Hanging: 0.44"
Such applicant must submit a written request setting forth the reasons requiring the
absence and provide documentary evidence which demonstrates that the applicant was
unable to take the regular examination as scheduled.
A. The following are the only reasons for granting a special examination time for an Formatted:Indent:Left: 0.49"
entry level examination:
1)Activated for military duty. Applicant must provide a copy of their separation papers ' Formatted:Indent:Left: 0.44"
no later than 10 days from the termination of such military duty;
2) Receipt of military orders requiring the applicant to report for active duty.Applicant
must provide a copy of their orders at the time of the request. Formatted:Font:(Default)Tahoma
3)Absence from the test within one week after the date of death of a spouse,domestic
partner, mother, father,sister, brother, child or child of a domestic partner of such
applicant.
B. The following are the only reasons for granting a special examination time for a
promotional examination:
1)Activated for military duty. Applicant must provide a copy of their separation papers
no later than 10 days from the termination of such military duty;
2) Receipt of military orders requiring the applicant to report for active duty. Applicant
must provide a copy of their orders at the time of the request;
3)Compulsory attendance before a court or other public body or official having the
power to compel attendance;
4)Any mandatory agency training;
5)Absence from the written test within one week after the date of a birth of a child or
death of a spouse, domestic partner, mother,father, sister, brother, child or child of a
domestic partner of such applicant.
7. ELIGIBLITY LISTS
7.1 Establishment of Eligibility Lists: The chief examiner shall establish and maintain
such eligibility lists for the various classifications as are necessary to meet the needs of rCommented[TB32]:Here it says classification but in A says
the sheriff's office. The names of applicants who receive passing scores on Level.Should match
examinations shall be placed on the proper eligibility list in order of relative scores.
When tie scores exist, persons shall occupy the same relative position.
Types of eligibility lists that may be established in accordance with these rules include:
�^", ^I Formatted:Strikethrou h
A. Entry__._. Each classified position, e
Formatted:Font:
B. Lateral Entry for corrections officer and deputy sheriff only
C. Rehire
D. Recall
E. Extra Help
F. Promotional
G. Criminal Justice Training Commission (CJTC) academy-certified entry for
corrections officer and deputy sheriff only Commented[TB33]:change entire document from corrections
officer to corrections deputy
7.2 Duration: Each list shall remain in effect until it has fewer than five (5) names on it
or one (1)year unless extended by the Commission or unless stated otherwise in these
rules. However, a new eligibility list may be established pursuant to Civil Service Rule
7,g, rommented[TB34]:The Commission has approved extensions
epast.May need language here such as"An eligibility list canbe extended once."
A. Eligible persons not certified on expired eligibility lists are rendered no longer
eligible when a list expires.
B. Eligible persons certified prior to expiration for a vacant position(s) shall
continue to remain eligible for that vacant position(s) until filled. When that
position(s) has been filled, certified names not selected from the expired list
shall expire with the list.
Commented[TB35]:This is way too wordy.What are we
C. Continuous Testing: missing if we use this language?
When using continuous testing,the Chief Examiner may establish a
A continuous or periodic examination may be ordered and administered by the minimum score or a maximum number ofcandidates from the
chief examiner for any class of positions for other than promotional candidate roster mto ay
anedwith the
cent eligesona
candidate roster may be merged with the current eligibility list if the
examinations. The chief examiner may close the filing period at any time after same examination was used.When merging lists,each eligible shall
be ranked based on their examination scores,and their position on
10 ten days when a sufficient number of applications from qualified the list may change as additional eligibles are added and removed
candidates are received. Filing will be open, applications received, and the from the list.Each eligible shall remain on the list for one year,
unless removed in accordance with these roles.
examinations administered according to the needs of the service. The names of Commented[TB36]:Why is this value needed?
qualified eligibles resulting from such examinations shall be entered on the
eligibility list and certifications for appointments shall be made in the same
manner as from any eligibility list. Names of eligibles from successive
examinations in the same program shall be entered on the eligibility list for the
class at the appropriate places as determined by final scores. Names may be
withheld from certification or removed from such eligibility lists in the same
manner and for the same reasons as from any eligibility list.
7.3 Removal of Names by Commission: The commission will remove a person's name from
any eligibility list if evidence disclosed in the pre-hire interview, polygraph test,
psychological examination, and/or background investigation establishes that the
person is unfit for service.
�endar Commented TB
A. At least ten (10) r-days prior to the date on which the commission is [ 37]:This should be working days,county or
scheduled to consider the proposed removal the chief examiner shall deliver to business days.ner example days shortens the amount of response
r time the Examiner has.
the person, or mail to the person's last known address, a notice containing the
reason for the proposed removal and the date upon which the commission will
consider the issue. This notice is intended to give the person an opportunity to
hear the specific issue being presented to the commission by the appointing
authority in support of the removal request. It is not a hearing for the applicant,
and it does not give the person any right to review records generated by the
appointing authority. The person may address the commission in writing or in
person, but the restoration provisions of section 7.5 do not apply to removals
under this section.
B. The commission shall review the applicant's background investigation file and
shall hear from the sheriff's representative and the chief examiner regarding the
proposed removal.
7.4 Removals of Names by Chief Examiner: The chief examiner may at any time
remove the name of an eligible person from an eligibility list for any one or more of the
following causes:
A. A request from the eligible person that his or her name be temporarily or
permanently removed.
B. Failure to respond to an inquiry by the commission or sheriff's office regarding
the eligible person's availability.
C. Failure to respond to any documented request for any form of contact within
the established and published period of time, or failure to provide requested
information in connection with any one of the following: medical examination,
background investigation, employment interview, polygraph examination, or
psychological examination.
D. Declining an offer of regular employment.
E. For attempted deception,fraud, or other impropriety in connection with any
application or test or the securing of an appointment; failure to pass a required
test; or if evidence disclosed in the pre-hire interview, polygraph test,
psychological examination, and/or background investigation establishes that the
person is unfit for service.
F. In any case where the chief examiner finds that an eligible person is or has in
any manner become disqualified for the position for which they are listed in
accordance with Rule 8.5.
G. Failure to notify the chief examiner of changes in address.
H. In the case of promotional lists only, upon separation, other than layoff, from
the classified service.
I. Failure to attain a score of 70%on the employment interview.
7.5 Restoration of Names to Eligibility List:
A. Whenever any person's name is removed from any eligibility list for the reason
stated in Section 7.4 A,the removal shall be confirmed in writing by delivering it
personally, by email or mailing it to the person's last known address. commented[TB36]:should this be updated to say email(1.6)
AND last known address?
1. Such person may, at any time during the duration of the list, make a
written request to the chief examiner for restoration of their name to the
list for the duration of the eligibility list.
2. The chief examiner shall restore the name to the list within three (3) Commented[TB39]:again I think this should be working days,
working days of the re uest and shall mail confirmation of °°°nybUs;nessaays.whatifitisTnanksgivingweek?
y q ALso,does"mail'need to be clarified to match A?
the action.
B. Whenever any person's name is removed from an eligibility list for any reason
listed in Section 7.4 B through 7.4 H, the person shall immediately be given
written notice delivered in person or mailed to the person's last known
address. Commented[TB40]:Same comment here as A
C. Such person may, within ten (10)werking days from the date of removal, make Commented[TB41]:county business days not Days
a written request to the chief examiner for restoration of his or her name to
such list for the duration of the eligibility list. The request shall clearly set forth
the reasons advanced for restoration of the name to the list.
1. The chief examiner, after full consideration of the request, may restore
the name to the eligibility list or may refuse such request. The person
shall be notified in writing of the chief examiner's action.
2. Should such a person wish to protest the chief examiner's decision, he or
she must so notify the commission in writing within ten (10)weFl(ing
days of the notification of refusal to reinstate. commented[rsaz]:county business days not Days
3. The commission shall then review the file, affirm or reverse the chief
examiner's action, and notify the person of its decision.
7.6 Use of New Examination: The commission may choose, at its discretion,to employ
a new examination to establish a specific eligibility list., r a partiEular class. If a new Commented[TB44]:to establish a spccifccligibility list
examination is used by the commission, the commission reserves the right to require Formatted:Strikethrough
eligible persons to take the new examination for the same eli ibili c[ass. Notice will Commented[TB45]:eligibility list
be mailed a minimum of ten 10 days prior to the examination date to eligible persons Formatted:Strikethrough
informing them of the requirement that they retest for the same class. The
commission may then establish an entirely new eligibility list for that class, based on Commented[TB47]:eligibility list
the results of the new examination. Any eligible person previously ranked on the
eligibility list for that class who fails to retest for the same class will be placed at the
bottom of the new eligibility list for the remainder of the original eligibility period.
8. APPOINTMENTS
8.1 General Provisions: Vacancies in the classified service shall be filled by recall,
promotional appointment, original appointment,transfer, or demotion. Whenever the
appointing authority wishes to fill a vacancy, a requisition for an employee shall be
submitted to the chief examiner on the prescribed form. Insofar as practicable, each
vacancy shall be anticipated sufficiently in advance to permit the chief examiner to
determine who may be available for appointment or if necessary, to establish a class or
eligibility list. When vacancies are to be filled by appointment from lists,the lists shall
be drawn in the following order:
A. Appointment of eligibles from recall lists.
B. Appointment of eligibles from entry level, rehire, lateral entry, or promotional
lists.
8.2 Vacancies: Whenever the appointing authority requests to fill a vacancy, a notice shall
be presented to the chief examiner stating the number of employees desired together
with class titles of the vacant positions and any other information the chief examiner
may require.
8.3 Personnel Certification: Upon receipt of a written notification the chief examiner
shall certify to the appointing authority the names of the fives persons highest on Commented[TB48]:(5)
the eligibility list for the class to which the vacant position has been allocated. If more
than one vacancy is to be filled in the same class, an additional name shall be certified
for each additional vacancy. When two or more persons occupy the lowest rank to be
certified, the names of all persons occupying that rank shall be certified. The
appointing authority will appoint a person or persons from those certified to the vacant
position or positions.
8.4 Notice of Certification and Appointment of Eligibles: The appointing authority
shall file a written notice with the commission of the certified person or persons
appointed to each vacancy.
8.5 Status of Eligibles Not Selected for Appointment: Eligible persons certified but
not selected for appointment by the appointing authority retain their positions on
eligibility lists and shall be recertified in response to subsequent requests.
For any certified eligiblity list, including promotional, wWhen the name of anetry- Formatted:Strikethrough
level-eligible has been certified two 2 wee times and has not been appointed,the Formatted:Strikethrough
appointing authority may request the eligible person's name be removed from the
entry level list within five (5)werking days of the last certification. commented[TB49]:It would be more efficient and in line with
other counties if we change this to two(2)times instead of three
Also add language for promotional or any type of eligibility list
8.6 Selective Certification: The appointing authority may submit a requisition for insteadof'entry level'.There is no definition ofentry level in the
selective certification of names to fill a position for which a specific bona fide rules so maybe we should not use that term
occupational qualification is needed. Upon receipt of the request, if the chief examiner
determines that the request is valid, the certification of names shall include only names
of those individuals who satisfy the bona fide occupational qualifications. In all other
respects,the certification shall be made in accordance with Rule 8.3. All selective
certifications must comply with RCW 49.60.400.
8.7 Medical Examination of Applicants: Applicants for entry or lateral positions in the
classified service are required to undergo medical examinations to determine physical
and mental fitness to perform work in the position to which appointment is to be
made. Determination of fitness shall be by a health professional approved by the
commission. An applicant determined to be physically or mentally unfit in
conformance with LEOFF standards shall not be considered for appointment.
8.8 Medical Examination of Employees: All employees may be required by the
commission or the appointing authority to undergo periodic medical and health
examinations to determine fitness to perform the work of the position in which they
are employed. Determination of fitness shall be by a health professional. When an
employee is determined to be unfit for service, he or she may be removed from
service. Any such determination may be appealed to the Civil Service Commission.
8.9 Voluntary Demotion: Upon receiving a written request from a regular employee, commented[TB50]:other CS rules seem to be eliminating the
the appointing authority may demote that employee from a position in one class to a word"demotion"replacing it whh'transfer'
position in another class providing that, prior to the transfer, the appointing authority
assures that the conditions of Section 8.12 are flget_and a vacancy exists in that
classification.
8.10 Conditions of Voluntary Demotion or Transfer between Classes: Unless the Commented[TB51]:Same as above.May consider removing
employee has previously held regular status in the class to which the transfer is the demotion language
proposed,voluntary demotion or transfer between classes may be made only if:
A. The employee meets the minimum qualifications of the class to which transfer is
proposed; and
B. The proposed transfer is reported to the commission prior to the
implementation in order that the Commission may determine whetheF
eetwhether the employee must pass a qualifying examination.
8.11 Employees Voluntarily Demoted or Transferred:
A. In the case of a voluntary demotion or transfer,the employee's length of service
shall remain unbroken.
B. In voluntary demotion or transfer, an employee shall retain regular status.
However, if the commission requires a qualifying examination, it may also Commented[TB52]:What situation would this occur?It seems
like require a six(6) month probationary period. During such probationary period serve sshoul onthst saybation that an ryperiod.loyee equestingtmnsferw;u
r serve six(6)months probationary period.
the appointing authority may revert the employee to a position in the class from
which the employee came upon fifteen (15)ealendar days'written notice to the Commented[TB53]:still not sure this shouldn't be working or
employee and the chief examiner. county business days.
Commented[MR54R53]:(cjami Beyer we had decided to
define days in the definitions section and use"days"language
throughout the document.
C. Upon receiving a written request from an employee,the appointing authority
may reappoint an employee to an opening in the class from which the employee
accepted a voluntary demotion or transfer. The employee shall retain regular
status and the employee's length of service shall remain unbroken.
Probationary employees may request voluntary demotion or transfer only in the Commented[TB55]:I think this should be D.starting here
case of layoff. A probationary employee voluntarily demoted or transferred shall
serve the probationary period remaining at the time he or she was demoted or
transferred.
8.12 Rehire: Rehire lists shall be unranked employment lists of persons who resigned, left
employment due to a layoff, or have been reclassified or reallocated from the sheriff's
office. Rehire lists shall be maintained for the following positions: deputy sheriff,
corrections officer, animal control officer, community service officer, financial assistant,
financial manager, evidence technician, support specialist 1, support specialist 2,
support specialist 3 and food services coordinator. Commented[MR56]:(ijan,i Beyer should these be renamed
-- to SS1-39
Commented[TB57]:Yes.Support Specialists 1,2,3
Do we still have food services coordinator?Please add evidence
A. The chief examiner shall place the name of any probationary or regular technician.
employee who resigns voluntarily, leaves employment due to a layoff, or has AND on the CS website they have Financial Manager as a classified
position?Should be non-rep Finance Manager
been reclassified or reallocated, on the rehire list on the effective date of his or Formatted:ldbe non-rep
her resignation, layoff, reclassification or reallocation. Formatted:Strikethrough
B. In lieu of filling a vacancy from an eligibility list, the appointing authority may
appoint a person from the rehire list. teTo be eligible for the rehire as
a deputy sheriff or corrections officer,the person must have the current
academy training certification from the Washington State Criminal Justice
Training Commission for the classification in which he or she is to be rehired.
C. f &�To be placed on the rehire list, a person must meet the following
conditions:
1. The person was formerly employed as a probationary or regular
employee in the same class in the sheriff's office; and
2. The person meets the current minimum qualifications for the class.
D. A person's name will be removed from the rehire list if not re-employed within
three(Tyears of the date his or her name was placed on the list.
E. If a person on the rehire list refuses to accept an employment offer, he or she
will be permanently removed from the rehire list.
F. A person employed from the rehire list shall be required to serve a one (1)year
probationary period upon rehire.
8.13 Provisional Employees: Provisional employees may be appointed temporarily to
vacant positions pending establishment of an eligibility list.
A. Hiring of: Prior to hiring a provisional employee, the sheriff shall obtain
approval from the commission. Following such approval, the sheriff shall
forward to the chief examiner a completed application form for the employee
together with salary and hire date.
B. Performance Requirements: Provisional employees must meet the civil
service requirements as well as applicable physical and educational standards
set by the commission.
C. Performance Tests: When considered necessary by the chief examiner, a
performance test will be given to prospective provisional employees.
Performance requirements for typing, stenography, spelling, etc. must be met
before approval of the provisional appointment.
D. Extension of Appointment: A provisional appointment expires after four(4)
months of service. The appointing authority may extend the provisional
appointment beyond the four(4) month period up to ones year if the
commission continues to advertise and test for the position. Each extension
beyond the initial appointment must be reported to the commission. If, after
one(year from the date the initial provisional appointment was first made,
less than five (5) persons are on the eligibility list for the class,then the
appointing authority may fill the position with any person or persons on the
eligibility list.
8.14 Emergency Appointment: Emergency appointments may be made by the
appointing authority in case of a serious emergency that threatens life, property, or the
general welfare of the county, but such appointments may not continue longer than
thirty (30) calendar days. Emergency appointees need not be taken from eligibility
lists.
8.15 Extra Help Employment: If the sheriff believes that an upcoming situation will
require extra help, the sheriff may request a name from the current extra help list for
the appropriate classification in writing from the chief examiner. The sheriff may use
the appropriate extra help list to make emergency appointments. Any classified
position may be hired as extra help.
A. No extra help appointment shall continue for a period longer than four(4)
months nor shall any individual serve more than four(4) months as an extra
help appointee in any fiscal year.
B. Based on the facts in any particular easecase,the commission may specifically
limit an extra help appointment to a specific period shorter than the four(4)
month maximum.
C. Extra Help List:
1. The extra help list is an unranked list of individuals qualified to be
appointed as extra help. A separate extra help list shall be established
for each classification for which the commission determines extra help is
appropriate.
2. In order to be placed on the extra help list, an individual must submit a
completed civil service application for extra help and proof of
qualifications to the chief examiner.
3. The list shall contain the names of qualified applicants and the means of
qualification. The list shall contain no more than twenty-five�25)names
at any one time; additional applicants shall be placed on a waiting list in
the order of the date received and shall be screened for placement on
the extra help list as vacancies on the list occur.
4. Any person on the extra help list who has not worked in an extra help
capacity at least one day in the preceding year shall be removed from the
list unless a written request is submitted to the chief examiner to remain
on the extra help list.
D. Extra Help List Qualifications:
1. Deputy Sheriff and Gerreetions Officer: Formatted:Strikethrough
a. Placement on current employment eligibility list for deputy
sheriff jaF eeFFeetienseffiee or Formatted:Strikethrough
b. A certificate of basic law enforcement training from a recognized
accredited state training center, or
C. A certificate of Basic Law Enforcement Equivalency issued by the
Washington State Criminal Justice Training Commission, or COmmented[TBSB]:consider adding this qualification:
Federally eertified law enforcement officers(c.g.FBI,DEA,
Military Police)and certified federal background investigators,or
d. A certificate of Reserve Academy completion issued by the commented[Da59R58]:I think Deputy Sheriffand
Washington State Criminal Justice Training Commission, corrections Deputy should be separated for the extra help
qualifications and their respective qualifications added to each list.If
not separated,then specify in a-f which requirements apply to
e. Federally certified law enforcement officers(e.g. FBI, DEA, Military Deputy Shcriffand which ones apply to Corrections Deputy,i.e.
Basic Law Enforcement certificate required for Deputy Sheriff vs.
Police) and certified federal background investigators, or Basic corrections certificate for Corrections.otherwise it reads that
being on the corrections eligibility list or having proof of a minimum
of two hundred forty(240)hours of full-time or reserve corrections
e7f_ Proof of a minimum of two hundred forty(240) hours of full-time experience within the preceding eighteen(18)months qualifies for
or reserve law enforcement or corrections experience within the the Deputy Sheriff eligibility list.
preceding eighteen (18) months, sufficient to pass evaluation Formatted:Indent:Left: 1.44°,Hanging: 0.5"
standards set by the sheriffs office. Formatted:Strikethrough
2. Corrections Deputv Formatted:Indent:Hanging: 1"
a. A certified corrections officer certificate issued by the
Washington State Criminal Justice Training
Commission
' Formatted:Indent:Left: 0",First line: 0"
2-.3. Other Classified Positions: Formatted:Stnkethrough
a. Placement on current employment eligibility list, or
b. Meet the minimum qualifications for the position.
4-Experience: The same level of education, experience, knowledge, ability, and other Formatted:Indent:Left: 0.25", No bullets or numbering
qualifications are required.
8.16 Temporary Vacancies: If a regular position is vacant on a temporary basis due to a
leave of absence or other appropriate reason as determined by the commission,the
commission may approve the hiring of a person for more than four(4) months to fill
this vacancy.
A. All temporary vacancies caused by leaves of absence shall be offered to persons
on the appropriate eligibility list. Refusal to accept such appointment shall not
jeopardize the position of a person on the eligibility list.
B. If no eligible person agrees to such appointment or no eligibility list exists, the
vacancy shall be filled in the same manner as a provisional employee.
8.17 Probationary Period: The probationary period is as an integral part of the
examination process and shall be used for closely observing the employee's work,for
securing the most effective adjustment of the new employee to the position, and for
rejecting any employee whose performance or adjustment is not satisfactory. Commented[MR60]:Any feedback for this sewmil
Commented[GU61R60]:I think we still need to work on some
of the language,including changing"appointees"to different
A. Commissioned Employees: All appeintmentshires, except those made from recall language.I suggest saving this section for our next committee
lists, shall be probationary for a period of lone (1)year after appeintFneigt hire, meeting.
except for appointees whose probationary period is extended as provided in t Commented[GU62R60]:d CBal
Aso includes matching
his
language with the commissioned('BA.
section. The probationary period for appointees who attend academy training Commented[T663R60]:The Corrections/Support CBA is not
shall be extended beyond one iyear an equivalent number of days to the ratified.Will need to check on that language once it is
number the appointee was in attendance a attended the academy.
Appeintn9eetHires made from recall lists shall be probationary for the period of Commented[DD64]:Deputy SheriffsCBAArticlex(10)
Section 1 wording states new hires will serve a probationary period,
probation remaining un-served at the time of the layoff. The appointing which begins on the date ofh;re and ends one(1)calendar year from
authority shall make such periodic reports during the probationary period as the ahesta date°fthewAclTCBas;ctawEnf°rcementAcademY;
and,
commission requires and shall certify to the chief examiner the name of each
"Lateral Entry Deputies will serve a probationary period of one(1)
employee who satisfactorily completes the probationary period. At any time calendar year from the date ofhire."
during the probationary period,the appointing authority may terminate the Ithink wording/phrasing should match or be similar.
employment of any employee whose probationary period is not satisfactory,
provided that the chief examiner shall be notified in writing of such action. Any
probationary period may be extended at the discretion of the SheFi€f appointing Commented[TB65]:For consistency,it is'appointingauthority'
authority in cases where the individual has been absent for more than a week everywhere in this paragraph except for here is says Sberiff
or when additional time to review the individual ms eensmdeFed`e "eis Formatted:Strikethrough
appropriate.
Formatted:Indent:Left: I", No bullets or numbering
A-.B. Non-Commissioned Employees: All employees, except those made from recall
lists, shall be probationary for a period of one (1)year after hire, except for Commented[MR66]:Any feedback for this section?
appointees whose probationary period is extended as provided in this section.
Hires made from recall lists shall be probationary for the period of probation
remaining un-served at the time of the layoff. The appointing authority shall
make such periodic reports during the probationary period as the commission
requires and shall certify to the chief examiner the name of each employee who
satisfactorily completes the probationary period. At any time during the
probationary period, the appointing authority may terminate the employment of
any employee whose probationary period is not satisfactoM provided that the
chief examiner shall be notified in writing of such action. Any probationary
period may be extended at the discretion of the appointing authority in Commented[TB67]:same comment.For consistency,it is
cases where the individual has been absent for more than a week or when 'appointing authority'everywhere in this paragraph except for Here is
says Sheriff
additional time to review the individual is appropriate.
8C. If a regular employee who has been appointed to a higher class as a-result
efbecause of promotional appointment is found unsuited for the work of the
higher class during the probationary period,that employee shall be reinstated to
a position in the class in which the employee was promoted, provided that the
employee held regular status is that class.
GD. When an unclassified employee in the Mason County Sheriff's Office uses his or
her reversionary rights to return to a classified position, that employee shall be
probationary only for the period of probation remaining un-served at the time of
the appointment to the unclassified position. If the employee previously
completed a probationary period in the class to which the employee returns, the
employee shall have regular status in that position.
9. SEPARATION,SENIORITY,AND LEAVE OF ABSENCE
9.1 Resignation in Writing: Resignation of an employee from the classified service shall
be made in writing to the appointing authority and the fact of resignation shall be
reported in writing to the Chief Examiner prior to the start of the next pay period.
The commission may permit the withdrawal of a resignation upon a written request
filed by the employee with the appointing authority prior to the effective date of the
resignation, provided such request for withdrawal is supported by the appointing
authority and a job offer has not been made to fill the position.
9.2 Layoff/Recall: The appointing authority may lay off employees in the classified
service whenever such action is made necessary by reason of shortage of work or
funds, or the abolition of a position because of changes in organization; however, no
regular or probationary employee shall be laid off while there are temporary or
provisional employees serving in a position within the same classification for which the
regular or probationary employee is eligible and available.
A. Layoff of probationary or regular employees shall be made in inverse order of
seniority in the class involved. A regular or probationary employee, holding his
or her position by virtue of promotional appointment may, upon receipt of a
layoff notice, request demotion to a position in the class from which promoted
in lieu of layoff. No employee so demoted shall displace a regular employee
except in order of seniority.
B. The commission shall be notified in writing of any such layoff. The names of
regular or probationary employees laid off or demoted in lieu of layoff shall be
placed in order of seniority on the recall list for the class from which the layoff
or demotion took place. The period of eligibility for recall by appointment from
the recall list shall be eighteen (18) months from the date of layoff. 1n erder
teTo be eligible for the recall as a deputy sheriff or corrections officer, persons
must have the current academy training certification from the Washington State
Criminal Justice Training Commission for the classification in which they are to
be recalled.
9.3 Seniority: Seniority for the purposes of layoff, demotion in lieu of layoff, and re-
employment shall be the length of service as a probationary or regular employee.
Persons originally hired or promoted from the same eligibility list to the specific class
involved shall be ranked in order of position on the eligibility list. In cases where
seniority is identical, seniority shall be determined by lot.
9.4 Broken Service: Employment service broken by resignation or leaves of absence
greater than thirty(30)days shall not be counted in computing seniority except where
such absence is due to the following:
A. Employee is drafted into or, while subject to being drafted, enlists in or
volunteers during time of war for service in the United States military.
B. Employee is granted medical disability leave for injury, sickness, or disease.
C. Employee is granted a leave of absence to work in an unclassified status
pursuant to Section 9.6.
D. Any other reason required by state or federal law.
9.5 Leave of Absence: Leaves of absence without pay may be granted by the
appointing authority to any employee provided the appointing authority gives notice of
such leave in writing to the commission.
A. Vacancies resulting from leaves of absence shall be filled in accordance with rule
8.18. Commented[TB68]:There isn't a Rule 8.18
Commented[BR69R68]:LTami Rcycr-I looked at an older
B. No leave shall be granted by the appointing authority for more than one(1) version zohere08 was no that 8.18ireferen that
hesion incsR
however,there was no CSR 8.18 in that version. CSR 8.16 refers to
year without commission approval. Temporary Vacancies.
9.6 Appointment to Unclassified Position: Any person who has been appointed to,
accepts, and occupies continuously an unclassified position within the Mason County
Sheriff's Office shall retain civil service status.
A. Within thirty (30) days after termination of the appointment term in the
unclassified position,the person must inform the commission of his or her
intention to assume the former classified position under civil service rules.
B. Seniority and benefits shall be computed on the same basis as though the
person had rendered service in the classified position as set forth in these rules.
C. Should no vacancy exist in the classified position held at the time an unclassified
position was accepted, a vacancy shall be created by removing from such
position the incumbent with the lowest seniority standing. The incumbent shall
have the same rights as an employee who is laid off, as set forth in these rules.
10. DISCIPLINARY PROCEEDINGS
10.1 Removal,Suspension without Pay, Reduction of Rank,or Deprivation of Formatted:Indent:Left: 0°,Hanging: 0.49"
Privileges-Cause for: The removal, suspension without pay, reduction of rank, or
deprivation of privileges of employees may be effected affected by the appointing
authority as provided by RCW 41.14.110. The following are declared to be adequate
causes for removal or other disciplinary action:
A. False statements or fraudulent conduct as an applicant, examinee, eligible, or
employee, or such actions by others with their connivance.
B. Conviction of a felony or of a misdemeanor involving moral turpitude.
C. Willful violation of any lawful and reasonable regulation, order, or direction
made or given by a superior officer where such violation has amounted to
insubordination or serious breach of proper discipline or has resulted in loss or
injury to the county or to the public.
D. Carelessness or negligence in the use of handling of county property under the
control of the department.
E. Violation of Section 11.1 or Section 12.1 of these rules. Commented[TB70]:Unless you are going to direct copy the
language in RCW 41.14.110(1)through(7)this probably should not
written here.This should not be paraphrased like this.And,what
10.2 Appeal of Removal,Suspension, Demotion,or Discharge: Any regular non- happens when the legislatures change the language in the law and
probationary employee who is removed, demoted, suspended, or discharged may you don't?
request a hearing by submitting a written request for appeal to the Commission within
ten days of the action that is the subject of the appeal. The request for appeal shall Commented[TB71]:(10)
be in writing and include the following information:
A. Appellant's name, address, and phone number;
B. A brief description of the facts giving rise to the appeal;
C. A concise statement of the reason for the appeal;
D. The remedy or relief requested; and
E. A copy of the written statement or accusation that was the basis for the
removal,demotion, suspension, or discharge being appealed.
10.3 Notice of Hearing: The chief examiner shall notify the appointing authority of the
appeal and shall schedule the hearing within the time periods established in RCW
41.14.120 unless the appellant and appointing authority agree to modify the time for
scheduling and conducting the hearing.
10.4 Pre-Hearing Investigation: The commission or chair may authorize the chief
examiner or other designee to investigate the matters set forth in the appeal and
present a report on the matters at the hearing.
10.5 Preliminary Matters: The chief examiner may decide preliminary matters, including
timeliness of the appeal,discovery matters, or briefing schedules. The chief examiner
may schedule the hearing and conduct pre-hearing meetings to discuss procedural
matters, settlement or summary disposition, and may clarify the issues raised in the
request for hearing.
10.6 Service: All notices, documents, and papers regarding the appeal shall be served
upon all parties by personal service or fiFSt mail. Service shall be
regarded as complete when personally delivered or upon deposit in the US mail.
10.7 Hearing: At any hearing on appeal from a demotion, suspension, or termination,the
appointing authority shall have the burden of showing that its action was in good faith
for cause. Hearings may be conducted in informal fashion, and the commission shall
not be bound to follow technical rules of evidence. The commission may designate a
hearing officer to carry out the proceedings.
10.8 Failure to Appear: If anyone who requests a hearing fails to attend or participate in
the hearing or pre-hearing conference, a decision denying the request may be entered,
or the hearing may be conducted without the participation of that party, having due
regard for the interests of justice, orderly, and prompt conduct of the proceedings.
10.9 Decision: The commission shall issue its decision within ten (10)days of the close of
the hearing unless the parties agree to a longer period.
11. POLITICAL ACTIVITY, RACE AND CREED
11.1 Discrimination: Appointment or promotion to any position in the classified service
shall be made solely on merit, efficiency, and fitness. No such appointment or
promotion shall be withheld or denied because of race, color, creed, national origin,
political affiliation or belief, sex, FnaFtialmarital status, age, religion, ethnicity,veteran
status, sexual orientation, or the presence of any mental, physical, or sensory disability
unless based upon a bona fide occupational qualification, nor shall any person be
dismissed, demoted or reduced in scores for such reason.
12. RECORDS AND FILES
12.1 Security of Material: General records, examinations, answer keys, examination
instructions manuals, or material pertaining thereto shall be kept in a secured area.
Persons entrusted with handling or processing of examinations shall exercise proper
security control to prevent access to such material by unauthorized persons.
12.2 Record Retention: Records shall be retained in accordance with Washington State
records retention guidelines.
NAME YEARS
Karin Bennett
Al Rogers 1/15/1986 1/21/1987
Janis Byrd 3/18/1987 3/17/1988
Jayne DeBoer 5/19/1988 7/15/1992
Penelope Campos 8/19/1992 5/12/2005
Louann Davis 6/9/2005 9/20/2012
Roxanne Bruner 10/18/2012 12/20/2012
Louann Davis 1/17/2013 12/19/2013 11/21/2013 New HR Director Bill Kenny discussed reorganization, new HR Analyst position include CS duties
Dawn Twiddy 1/16/2014 8/18/2016
Heidi Bailey 12/9/2014 Interim
Meghan Andrews 10/20/2016 9/21/2017 7/20/2017 HR Director Dawn Twiddy discussed budget cut impacts; reorganization; new Administrative Clerk position includes CS duties
Becky Rogers 10/1/2017 Present
MASON COUNTY CIVIL SERVICE COMMISSION
Regular Meeting
November 21, 2013
A) Call Meeting to Order—Commissioner Lindsey called the meeting to order at 5:04 pm.
B) Roll Call— Present: Chair Danielle Skeeters-Lindsey, Commissioner Brian Kelly, Chief
Examiner Louann Davis, Commissioner Joene Lott, Human Resource Director, Bill
Kenny and Chief Tom Haugen
Q Approval of Minutes: October 17, 2013—Commissioner Kelly moved to accept.
Motion passed.
D) Business
1. Sheriff Update—The Sergeant and Corporal eligibility lists are done. Chief Haugen
requested that the Community Service Officer position does the monitoring at the jail be
changed to a Corrections Officer. Commissioner Kelly moved to change the CSO to a
Corrections Officer. Motion passed.
2. Chief Examiner Recruitment& New Concept— Bill Kenny, HR Director, briefly
explained his background prior to coming to Mason County. He stated that he has a
workshop with the County Commission on Monday when he will be asking for a new HR
Analyst position. Part of the duties of this position would be to serve the Civil Service
Commission. Discussion followed about the hours and needs of Civil Service. Chair
Skeeters- Lindsey requested that one or two of the CS commissioner's to sit on the
interview process. Commissioner Kelly moved to authorize him to proceed with his
request for the additonal FTE and to evaluate the needs at the next meeting of the Civil
Service. The motion was passed.
3. Chief Examiner Update: The assessment center was very successful and the
Sheriffs Office has the eligibility lists for promotion.
F) Adjournment—The meeting adjourned at 5:43 pm
Approved D c ber 1 , 2013
CD
Danielle Skeeter - dsey, Chair
Ore
Joen64.46ft, Commi oner
Louann Davis, Chi xaminer
Brian Kelly, Cothmissioner
N—ison County Civil Service Commis-,ion
Building 1— Commission Chambers
411. N. 51h Street, Shelton, WA 98584
July 20, 2017
5:00 p.m.
Call Meeting to Order 5:02 PM
Roll Call: Commissioners Brian Kelly, Chair, Danielle Skeeters-Linsey, Chief Examiner Meghan Andrews, Chief
Ehrich, Chief Osterhout, Chief Beyer, and Dawn Twiddy Absent: B. Dean Byrd
Business:
A. There were no meeting minutes to approve at this time.
B. Chief Examiner Update
a. Chief Examiner stated the vacant positions are the same as the previous week with the
comment the Evidence Tech written will be scheduled soon.
b. Update on the promotional Corporal position and that the Work Performance Evaluations
will be on August loth.When completed an eligibility list will be created.
c. Dawn Twiddy discussed the budget cut impacts on Human Resources and that Human
Resources created and posted a position of Administrative Clerk that was offered to Becky
Rogers and will do Civil Service, BOE and HR duties.
d. Dawn Twiddy also gave a brief update and clarification on the Public Records request from
Steve Van Denover.
e. Dawn followed up with Danielle on her previous request regarding executive sessions and
that Michael Dorcy or Tim Whitehead must be present.
f. Danielle Skeeters-Lindsey made a statement about why she wanted to hold an executive
session regarding the public records request from Steve Van Denover and she asked that
that Commission please stay neutral in the comments made on social media about this
request.
C. Sheriff's Office Update
a. Tam Beyer stated that the Sheriff's Office is looking into ways to cut their budget,
including not filling the g vacant positions and communication with Civil Service regarding
those cuts. Tami also stated the James Ward is planning to retire.
D. Adjourned:
Meeting adjourned at 5:21 PM
Approved August 17, 2017
D e a"Irr B y r d Brian Kelly Danielle Skeeters Lindsey
Comms,,g� Chair Vice Chair
Meghan Andrews, Chief Examiner
Chief Examiner
Kristen Bennett <KBennett@co jefferson.wa.us>
Mon 10/21/2024 9:37 AM
To:Becky Rogers <Rsr@masoncountywa.gov>;
(J 1 attachments (18 KB)
CSC Chief Examiner Comparable Counties.xlsx;
Caution: External Email Warning!This email has originated from outside of the Mason County Network. Do not click links or open
attachments unless you recognize the sender,are expecting the email,and know the content is safe. If a link sends you to a website where
you are asked to validate using your Account and Password, DO NOT DO SO! Instead, report the incident.
Hi Becky,
Here is the research for the Chief Examiner Position moving to HR. I had an update form Walla Walla added. I conducted the
research from June 2024 through August 2024.
Please let me know if there is anything else you need.
Kristen
Kristen Bennett
Human Resources Analyst
PO Box 1220
---------------
Jefferson County, WA
-
----------------
---------
360-385-9147
(She, Her, Hers)
County Chief Examiner Chief Examiner Chief Examiner email response CSC Link HR Contacts
Chelan County HR HR Civil Service Examiner/HR Civil Service Examiner/HR Assistant https://www.co.chelan.wa
. Rosa Barragan/ Margaret
Assistant us/human-
Walters
resources/contacts
Clallam County HR HR Human Resources Director Per County Policy— https://www.clallamcount Brenda Wenzl
-The Chief Examiner is filled by the Human Resources Director ywa.gov/240/Human-
•The HR Director has retired Resources
•The Deputy Chief Examiner is filling the duties
*If notifications require signatures,the Chair of the Civil Service Commission signs
them.
Island County HR 2019 Secretary/Chief Examiner Secretary/Chief Examiner https://www.islandcounty Catherine Reid
•Chief Examiner in HR Department since 2019 wa.gov/225/Civil-Service-
•Appointed by CSC Commission
*Did not need to revise code since appointed by CSC volunteers
Lewis County Secretary/Chief Examiner Secretary/Chief Examiner Secretary/Chief Examiner https://Iewiscountywa.gov Rachel Lester
•Only completes 4 hours of work per month /offices/commissioners/ad
*Appointed by CSC visors-boards-and-
Did not need to revise code since appointed by CSC volunteers commissions/lewis-county-
civil-service-com mission/
Linda Bailey
Mason County HR HR Admin Clerk https://www.governmenti Meghan Andrews
obs.com/careers/masonco
untywa/classspecs/153945
2?keywords=administrativ
e%20clerk&pagetype=class
Specifications
Pacific County Commissioners Office Deputy Clerk of the Board Our Examiner position is part of the duties of our Deputy Clerk of the Board and it Marie Guernsey
works well. Chief Examiner/Secretary Mindy Young
San Juan HR HR Currently looking for a paid HR Generalist serving as the Chief Examiner https://www.sanjuancount Angie Baird
position-HR Generalist is • HR staff person does this on paid time ywa.gov/661/Civil-Service-
filling in •Looking to pay someone who is not already on staff Board
•Originally paid position when the position held recruiting responsibilities for Sheriff
and Dispatch
•Currently have a full-time recruiter; recruiting is fully under HR
-The duties of the Chief Examiner/Secretary; limited to the items in the RCW
•Position posted as a volunteer position, similar to everyone else on the Civil Service
Board (and our many other committees).
•Civil Service Board will likely appoint the HR person, if no volunteers
Stevens County HR HR Civil Service https://www.stevenscount Christina Radzinska
Secretary/Chief Examiner • Chief Examiner in HR Department since 2022 ywa.gov/pview.aspx?id=21
-Appointed by BOCC 421&catid=0
•No rule revision
Benton County HR HR Cheif Examiner/HR •HR assistant acts as Chief Examiner https://www.bentoncount Devon Henry
Assistant •Appointed by Commission ywa.gov/pview.aspx?id=71
*No rule revision 0
County Chief Examiner Chief Examiner Chief Examiner email response CSC Link HR Contacts
Whatcom County HR 2006 Chief Examiner/HR -HR Rep for Sheriff's is Chief Examiner https://www.whatcomcou Julie Smith
*Appointed by Commission nty.us/274/Civil-Service-
Commission
Kitsap HR Over 20 years ago Chief Examiner/HR *HR is Chief Examiner https://www.kitsap.gov/hr Carol Mackie
•Appointed by Commission /Pages/Civil-Service.aspx
Franklin County N/A Moved in 2023 out of HR Chief Examiner/HR- •HR Generalist I is Chief Examiner until 2023 https://www.franklincount Lizette Parra
Generalist I/Sectretary *Appointed by Commission ywa.gov/459/Civil-Service-
•No rule revision Commission
Clark County HR 1992 https://clark.wa.gov/huma Keely Warren
n-resources/civil-service-
commission
Douglas County HR Chief Examiner/Secretary The Chief Examiner/Secretary is appointed by the Civil Service Commissioners. https://www.douglascount Secretary Annette Eggers
ywa.net/476/Civil-Service- 509-884-6965
Commission
Walla Walla County Commissioners Office Chief Examiner/Secretary separate division-works remotely-will do in house testing in HR conference room https://www.co.waIla- Amber Brooks
when space is not available. walla.wa.us/government/b
oards and committees/ci
vil service commission.ph
P
Thurston County HR 2011 HR Manager/Chief •Paid-stand alone position https://www.thurstoncoun Wayne C.Jones
Examiner *Appointed by Commission tywa.gov/departments/civi
•No rule revision I-service
Okanogan County HR HR Assistant https://www.okanogancou Shelley Keitzman
3.00-SECRETARY-CHIEF EXAMINER nty.org/government/civil_
3.01 SECRETARY AND CHIEF EXAMINER-APPOINTMENT
The Okanogan County Human Resources Assistant,or designee,shall serve as the service/index.php
Secretary/Chief Examiner.
3.02 QUALIFICATIONS
The Secretary/Chief Examiner shall be appointed as a result of a competitive examination,
which examination must be open to all properly qualified citizens of the County;provided,
that no appointee of the Commission,either as Secretary/Chief Examiner(or any assistant
of Secretary/Chief Examiner),shall be an employee of the Sheriff s Department.
Grant County HR 2014 HR Director https://www.grantcounty Tina Brissey
wa.gov/200/Civil-Service
Whitman County HR At least 24 years HR-Benefits/Programs -Commission rules have been amended to say Human Resources act as the Examiner https://www.whitmancou Kelli Campbell
Coordinator •Benefits/Programs Coordinator description is created and appointed by the Human nty.org/393/Civil-Service-
Resources Director Commission
Skagit County HR 2013 Civil Service Before 2013 it was an appointed position by the County Commissioners https://www.skagitcounty. Skagit County Human
Secretary/Specialist net/Departments/HumanR Resources Department
Position/Chief Examiner esources/main.htm
Comparable Counties Civil Service Commission Chief Examiner and Secretary Designations
County Chief Examiner Secretary
Chelan County HR HR
Clallam County HR HR
Island County HR HR
Lewis County Secretary/Chief Examiner Secretary/Chief
Examiner
Mason County HR HR
Pacific County Commissioners Office Commissioners Office
San Juan HR HR
Stevens County HR HR
Benton County HR HR
Whatcom County HR HR
Kitsap HR HR
Franklin County N/A HR
Clark County HR HR
Douglas County HR HR
Walla Walla County Commissioners Office Commissioners Office
Thurston County HR HR
Okanogan County HR HR
Grant County HR HR
Whitman County HR HR
Skagit County JHR JHR
CS Examiner 1 FTE?Combined with other How is testing done?PST or in-
County CS Examiner a County Employee? duties? CS Examiner housed in HR?Or separate division? house? How is recruiting done?Coordinate with HR?
Coordinate with HR and Sheriff's Office Chief's(Civil,Criminal or Corrections—
Clallam Yes,HR Director designation Yes 1 FTE HR PST depending on the openings).
Both.Currently use PST for Deputies Recruitment is mostly decentralized with the department leading the process,but is
Jefferson Yes HR Director or delegate Combined with HR Director HR and Corrections. done in coordination with HR,especially for job postings and outreach.
Kitsap HR appointed by Comission Combined with HR Director HR PST Brought to comission and appoint but also posted for info-internal only
Thurston Yes HR Manager yes and combines HR PST Coordination with HR and Sheriff's Office
Sheriff's Office-Civil Service Secretary/Examiner will place newspaper ads,and will
deliver other postings to local community college and other locations. Sheriff's Office
employees attend job fairs,post to Sheriff's Office social media,etc. County HR will
Lewis Contract employee No and No.1 PTE 4 hours per month Works from home and attends meetings onsite. PST also post to their countyjob board online.
Cowlitz Yes Part time,stand alone(Open) Sheriffs office(Remotes Sheriff PST,Corrections in house usual channels as a job posting-posting is completed through HR
Job posting in Neogov, Indeed,Washington Counties Job Board,Worksource Website-
Skagit Yes yes and combines HR PST posting is completed through HR
HR posts the positions when there are openings,but applicants do not need to apply
through neogov.When they test through PST,they have the option to send their passing
scores to differing counties.If they choose to send their scores to Island County,they
Island Yes Yes,HR Specialist HR PST will pay the applicant's fee.
HR manages recruitment from the time applicants apply until they make it onto the
certified roster.At that point,the Sheriff's office handles everything else including the
Kittitas Yes Full-time,combined with other position/duties. CS Examiner is HR Representative. PST job offer.
Walla Walla 1 1Seperate Division IPST
Grays Harbor Yes 5 FTE(no benefits) ISeparate division reportingto CS directly In-house for everything Mostly separate from HR,does own recruiting