HomeMy WebLinkAbout11/21/2024 MASON COUNTY CIVIL SERVICE COMMISSION
Notice of Hearing
NOTICE IS HEREBY GIVEN that the Mason County Civil Service
Commission will hold a public hearing on Thursday,November 21, 2024, at 5:00 p.m. at
423 N. 5th Street(Building 9 Conference Room), Shelton, WA 98584
SAID HEARING will be to consider revisions to Civil Service Rules: Chapters 1
— 12. See attached.
If questions prior to the hearing,please contact the Chief Examiner at (360) 427-
9670, ext. 268.
All interested citizens are invited to attend to speak for or against the proposal.
DATED this 24th day of October 2024.
MASON COUNTY CIVIL SERVICE COMMISSION
Becky Rogers, Chief Examiner
c: Mason County Sheriff Employees
Post: Building 9 (Human Resources) Bulletin Board
Mason County Civil Service Website
If special accommodations are needed,please contact the Human Resources office,427-9670,
Ext. 268.
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, undersheriff, 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 may be 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.
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 Deputy 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,
admission to which is limited to employees in the classified service or exempt employees who
have previously served in the classified service who meet the qualifications set forth in the
announcement of the examination.
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.
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.
3.2 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 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 public.
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
because 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. If 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 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
5.1 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 manner
determined by the Commission or Chief Examiner.
B. Notice of all other examinations shall be posted on the Civil Service website and
may be posted or advertised in any other manner as determined by the Chief
Examiner or Commission.
C. The notice shall state the applicable deadlines for submitting an application or
applying to take an examination.
D. The Chief Examiner may amend any announcement providing a minimum of five
(5) days' notice.
E. All notices will be posted for a minimum of twenty (20) days.
F. All notices will identify the minimum qualifications set forth in the classification
specification.
G All promotional examinations shall be publicized at least twenty (20) days prior
to the closing date by sending the announcement to all sheriff's office
employees via email and may include posting the announcement as determined
by the commission or chief examiner. The announcement shall state the plan for
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, considering 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 within five (5) days of any change of address and or
status. Notice will be accepted via email.
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
shall prescribe for each position such qualifications as in its judgment are necessary for
job performance. Unless specifically designated otherwise by the commission or state
law, the following shall be qualifications for all positions:
A. Citizenship. An applicant must be a citizen of the United States, a lawful
permanent resident, or a deferred action for childhood arrivals (DACA) recipient
who can speak, read, and write, the English language to 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.
5.5 Notifications by Email: Notifications and/or correspondence to applicants and
candidates will be sent via email unless other arrangements are made in writing to the
Chief Examiner.
5.6 Proof of Qualifications: The chief examiner may require evidence of a satisfactory
degree of education, training, experience, or any other qualifications required for
eligibility.
5.7 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 classification
position description.
B. The applicant has made a false statement on the application regarding
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
information for exam or background;
F. The applicant has directly or indirectly paid or promised to pay any money or
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
applicant must be notified in writing of the reason.
5.8 Deputy Sheriff or Corrections Deputy Lateral Entry: An eligibility list for deputy
sheriff may be created from the names of persons who meet the following
qualifications:
A. Meet minimum qualifications of the Mason 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 Sheriff) or Corrections
Deputy Certification (Corrections Deputy) or equivalent certification from
another state-approved academy and have the ability to obtain an equivalency
certification within the first twelve (12) months of employment by meeting the
standards of the Washington State Criminal Justice Training Commission.
C. Have successfully completed the testing process and been hired by another
jurisdiction from a civil service commission certified eligibility list or other like
process.
D. Have at least 12-months continuous work experience and successfully
completed any probationary period as a full-time, paid, peace officer with law
enforcement authority (for Deputy Sheriff applicants), or as a Corrections
Deputy with general corrections 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.
6. EXAMINATIONS
6.1 Examinations: All examinations shall be impartial and shall relate to those matters
that will fairly test the capacity and fitness of candidates to efficiently perform the
duties of the position to be filled. Examinations may include written, oral, physical
fitness, and performance tests, or any combination of these. Tests may take into
consideration such factors as education, experience, aptitude, knowledge, physical
fitness, or any other qualifications or attributes that, in the judgment of the
commission or chief examiner, enter 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.
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.
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 each applicant taking an examination provide written
and/or-email notification of the results, whether they passed or failed, and if
successful, of the total earned rating and relative position on the eligibility list.
6.8 Error in Scoring: An error in scoring or rating, if called to the attention of the chief
examiner within the ten (10) day review period, shall be corrected. Corrections shall
not impact any appointments made prior to the corrections.
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.-007, who
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:
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 one (1) 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 two (2) 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..
2. A preliminary ranking examination may be waived by the chief examiner
when the number of applications received at the deadline for filing
applications is equal to or less than the number approved to advance
from a preliminary ranking examination.
E. Veteran's Scoring Criteria: Veteran's as defined by RCW 41.04.005 who were
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 RCW 41.04.010(3)�.
Promotion in Place is permissible for Support Specialists when a position is filled
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.
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 salary
range. (e.g. 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 be
eligible to compete in another examination for the same class within six (6) months of
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
shall be notified of the postponement or cancellation.
6.14 Clerical Promotions: (Promotions in Place): It is the policy of Mason County
Sheriff's Office to fill a position at a lower level for recruitment and/or training and
development, until the employee's knowledge, skills and abilities (job performance)
support grade of the position to the higher level.
When vacancies occur in any class they shall, whenever practicable, be filled by
promotion from the next lower class (e.g. Support Specialist I to Support Specialist II).
Such promotions shall be upon merit and examination open to members from the next
lower class or classes of the division in which 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.
B. No person who fails to attain a 70/100 score or 70% average overall complete
proficiency shall be deemed eligible for promotion.
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
examination, as scheduled, may be given a special examination upon written request.
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 entry level 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) 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
the sheriff's office. The names of applicants who receive passing scores on
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:
A. Each classified position
B. Lateral Entry for corrections deputy and deputy sheriff only
C. Rehire
D. Recall
E. Extra Help
F. Promotional
G. Criminal Justice Training Commission (CJTC) academy-certified entry for
corrections deputy and deputy sheriff only
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
7.6.
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.
C. Continuous Testing:
A continuous or periodic examination may be ordered and administered by the
chief examiner for any class of positions for other than promotional
examinations. The chief examiner may close the filing period at any time after
ten (10) days when a sufficient number of applications from qualified
candidates are received. Filing will be open, applications received, and the
examinations administered according to the needs of the service. The names of
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.
A. At least ten (10) days prior to the date on which the commission is scheduled to
consider the proposed removal, the chief examiner shall deliver to 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.
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)
days of the request and shall mail confirmation of 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.
C. Such person may, within ten (10) days from the date of removal, make 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) days of the
notification of refusal to reinstate.
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. If a new examination is used by
the commission, the commission reserves the right to require eligible persons to take
the new examination for the same eligibility. Notice will be mailed a minimum of ten
(10) days prior to the examination date to eligible persons 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 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 five (5) persons highest on
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 eligibility list, including promotional, when the name of an eligible has
been certified two (2) times and has not been appointed, the appointing authority may
request the eligible person's name be removed from the entry level list within five (5)
days of the last certification.
8.6 Selective Certification: The appointing authority may submit a requisition for
selective certification of names to fill a position for which a specific bona fide
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,
the appointing authority may demote that employee from a position in one class to a
position in another class providing that, prior to the transfer, the appointing authority
assures that the conditions of Section 8.12 are met, and a vacancy exists in that
classification.
8.10 Conditions of Voluntary Demotion or Transfer between Classes: Unless the
employee has previously held regular status in the class to which the transfer is
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 whether 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
require a six (6) month probationary period. During such probationary period,
the appointing authority may revert the employee to a position in the class from
which the employee came upon fifteen (15) days' written notice to the
employee and the chief examiner.
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
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 deputy, 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.
A. The chief examiner shall place the name of any probationary or regular
employee who resigns voluntarily, leaves employment due to a layoff, or has
been reclassified or reallocated, on the rehire list on the effective date of his or
her resignation, layoff, reclassification or reallocation.
B. In lieu of filling a vacancy from an eligibility list, the appointing authority may
appoint a person from the rehire list. To be eligible for the rehire as a deputy
sheriff or corrections deputy, 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. 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 (3) years 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 one (1) 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 (1) 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 case, the commission may specifically limit an extra
help appointment to a specific period shorter than the four (4) month
maximum.
B. 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.
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.
A. Commissioned Employees: All hires, except those made from recall lists, shall be
probationary for a period of one (1) year after hire, except for appointees
whose probationary period is extended as provided in this section. The
probationary period for appointees who attend academy training shall be
extended beyond one (1) year an equivalent number of days to the number the
appointee attended the academy. 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 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 appointing authority in cases where the individual has been
absent for more than a week or when additional time to review the individual is
appropriate.
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
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 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 -appointing authority in cases
where the individual has been absent for more than a week or when additional
time to review the individual is appropriate.
C. If a regular employee who has been appointed to a higher class because 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.
D. 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. To be
eligible for the recall as a deputy sheriff or corrections deputy, 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
8.16.
B. No leave shall be granted by the appointing authority for more than one (1)
year without commission approval.
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
Privileges-Cause for: The removal, suspension without pay, reduction of rank, or
deprivation of privileges of employees may be 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.
10.2 Appeal of Removal, Suspension, Demotion, or Discharge: Any regular non-
probationary employee who is removed, demoted, suspended, or discharged may
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
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 first-class 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, marital 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.
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 Formatted:Indent:Left: 0 Hanging: 0.49"
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, undeF sheFi undersheriff, Commented[BR1]:Formatting-removing extra space
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 may 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 De u A#i-er 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.
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.
i
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.
tl,hrR----,R,.h Friday excluding legal helidays. Commented[TB2]:problematic deleting this.working days is
-------------- ---------------------------------------- relevant to appeals,change ofaddress,restoration to eligibility lists
and so forth.Perhaps changing it to the County's working days or
County business days?
Commented[GU3R2]:County business days seems a clearer
explanation to me,especially since we have shift workers.
Commented[DD4R2]:"Guest User"here is me prior to signing
in to my account.
Commented[MRSR2]:@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[TB6R2]: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.
13 3.2 Meetings: The commission will establish the time and place of the regular Formatted:Font:Not Bold
monthly meetings. Notice of the regular meeting schedule shall be transmitted at least Formatted:Indent:Left: 0",Hanging: 0.49", No bullets or
annually by a memo to the sheriff and will be posted on the Mason County Civil Service numbering
website. Special meetings and executive sessions may be called in accordance with a[rB7]:Number correction to 3.z not l.3
provisions of Chapter 42.30 RCW. Commented[MR7]:--The CSR on the webs
correct.Yes this s/b 3.2
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). Formatted:Indent:Left: 0.49°,First line: 0",Tab stops:
Not at -0.5"
C. Provide for the establishment and maintenance of such records as the- Formatted:Indent:Left: 0.49°,First line: 0",Tab stops:
commission deems advisable or necessary. Not at -0.5"
D. Certify or refuse to certify the payroll pursuant to the commission's instructions. Formatted:Indent:Left: 0.49°,First line: 0",Tab stops:
Not at -0.5"
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, Formatted:Indent:Left: 0°,Hanging: 0.49"
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 tha`lf 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[TB9]: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
—All externally advertised examiRatiens shall be published, pested er advertis employees via email and notice may be provided in any other
at least fifteen (15) days prier te the anneuneement�s elesing date as manner
determined by the chief examiner er EeffirnissieR. Netices shall be pested er- determined by the Commission or Chief Examiner.
B.
Notice of all other examinations shall be posted on the Civil Service
website and
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
scabmini"ganapplieati°"❑r applying to
determined by the Commission or Chief Examiner.
The Chief Examiner may amend any announcement providing a
B. Notice of all other examinations shall be posted on the Civil Service website and minimum of five
p (5)days'notice.
may be posted or advertised in any other manner as determined by the Chief nv
notices will be posted for a minimum°f five(5)days.
Examiner or Commission. E.
All notices will identify the minimum qualifications set forth in the
classification
,C. The notice shall state the applicable deadlines for submitting an application or specification.
applying to take a n examination. (and keep current B language"The announcement shall state the
plan for the examination process and list the components of the
examination process...)
ED. The Chief Examiner may amend any announcement providing a minimum Commented[BRlOR9]:5.1-CS changed fifteen days to20
of five (5)days'notice. days at Oct csring.
Formatted:Strikethrough
,ED. All notices will be posted for a minimum of Ffµcc� r-,'_5;twenty_(20) days. Formatted:Font:Bold
Frmtted-Font:Bold
,F€. All notices will identify the minimum qualifications set forth in the classification Formatted:Indent:Left: 0.5",Hanging: 0.5"
specification. Formatted:Font:Bold
Formatted:Font:Bold,Strikethrough
Gf All promotional examinations shall be publicized at least`°�❑ ('9 twenty 20) Formatted:Indent:Left: 0.5",Hanging:__
days prior to the closing date by sending the announcement to all sheriff's office Formatted:Font:Bold
employees via email and may include posting the announcement as determined Formatted:Indent:Left: 0.5",Hanging: O.S
by the commission or chief examiner.The announcement shall state the plan for Formatted:Font:Bold
the examination process and list the components of the examination process as Formatted:Strikethrough
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, taking inte aceeuntconsiderina 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[TBII]:Add change of email address&number of l
days required to notify CS such as 5 business days J
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[TB12]:Insertlanguage:must be eligible by date
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[TB13R12]:nrs tforth in the
Applicants must
meet the minimum qualifications set forth in 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 ofintent to
permanent resident, or a deferred action for childhood arrivals(DACA) recipient test.
who can speak, read, and write,the English language se�to 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[TB14]:Insert section regarding notification:
Not5.5 Notifications by Email: Notifications and/or correspondence to applicants and applicants
an c Email:Notifications be sen and/or via email
mess Cher to
P PP applicants and candidates will be sent via email unless other
candidates will be sent via email unless other arrangements are made in writing to the arrangements are made in writing to the Chief Examiner.
Chief Examiner. Formatted:Font:Not Bold
Formatted:Indent:Left: 0",Hanging: 0.5"
5.61s 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[TB15]:What about including that the examiner
shall post the Employment Standards on the CS Website and include
a copy with each employment announcement?
5.67 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 Formatted:Indent:Left: 0.5",Hanging: 0.48"
examination announcement. cClassification position description. Commented[TB16]:should this say'examination
ammuncemenf or'classification position description'
B. The applicant has made a false statement on the application With FegaFd Formatted:Indent:Left: 0",Hanging: 0.5"
teregarding any material facts. Formatted'Font:Bold
Formatted:Indent:Left: 0.49",Hanging: 0.01"
�I Commented[TB17]:failed to respond to a request for contact
" failed to provide requested information for exam or background
C. The applicant has been dismissed for cause from any classified position in a law Formatted:Indent:Hanging: 0.01",Tab stops:Not at
enforcement agency within the preceding twelve (12) months and no grievance Formatted:Font:Bold
or appeal is pending. Formatted:Indent:Left: 0.5",Hanging: 0.48"
..ommented[TB18]:5.6 E add failure to pass pre-employment 1
screening standards.If reject is for this,the applicant mustbe
D. The applicant, after notification, did not appear at the time and place I notified inwritir_of the reason.
designated for examination, Commented[TB19]:Review Thurston's 5.8&5.9 instead of
this 5.7
E. Failed to respond to a request for contact, failed t0 provide requested CJTC Applications forerTCAentry Decertified Entry:Applicants for
p q p q CJTC academy-certified entry Deputy Sheriff and Corrections
information for exam or background;._ Deputy must submit a completed Thurston County application and
meet the following criteria:
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.
E-.:F. The applicant has directly or indirectly paid or promised to pay any money or B.Must have acu .Washington State Criminal Justice Training
e(Deputy
other valuable thing to any person to achieve appointment promotion or re- Shniff)o C rrect Law Enforcement Academy(CorCertrections
Deputy).
r r Sheriff)or Corrections Deputy Certification(Corrections Deputy).
employment. C.Must have been employed with a law enforcement agency in
Washington State within the prior 12 months.
5.10 Applications for Lateral Entry:Applicants for lateral entry
G. Failure to pass pre-employment screening standards. If rejection is for Deputy sheriff and Corrections Deputy must submit a completed
Thurston County application and meet the following criteria:
this, the applicant must be notified in writing of the reason. 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.
5.8-7 Deputyj Sheriff or Corrections Deputy Lateral Entry:_ An eligibility_list for deputy B.Must have a current Washington State Criminal Justice Training
sheriff and be created from the names of persons who -- Commission Basic Law Enforcement Academy Certificate(Deputy
y Sheriff)or Corrections Deputy Certification(Corrections Deputy)or
within the last twelve (12) menths by anetheF eivilian law e4eFeengent ageney as full equivalent certification from another state-approved academy and
have the ability to obtain an equivalency certification within the first
twelve(12)months of employment by meeting the standards of the
Washington State Criminal Justice Training Commission.
C.Have successfully completed the testing process and been hired
by another
state af meet the following qualifications: 14
Commented[DD20R19]:The title of 5.7 should be modified to
"Deputy Sheriff or Corrections Deputy Lateral Entry"since the body
A. Meet minimum qualifications of the Mason County position (Deputy Sheriff or of 5.7(and,alternatively,TCSO 5.8&5.9)refers to both Deputy
Corrections Deputy) in which the applicant is applying,to include passing Formatted:Font:Bold
required examinations. Formatted:List Paragraph,Numbered+Level:1+
Numbering Style:A,B,C,...+Start at:1+Alignment:Left+
Aligned at: 0.49"+Indent at: 0.98"
B. JEMust have a current Washington State Criminal Justice Training Commission F.rm.tWd-List Paragraph,Indent:Left: 0.98",First line:
Basic Law Enforcement Academy Certificate(Deputy Sheriff)or Corrections 0"
Deputy Certification (Corrections Deputy)or equivalent certification from Formatted:Font:Bold
another state-approved academy and have the ability to obtain an equivalency Formatted:List Paragraph,Numbered+Level:1+
certification within the first twelve(12) months of employment by meeting the Numbering Style:A,B,C,...+Start at:1+Alignment:Left+
standards of the Washington State Criminal Justice Training Commission. Aligned at: 0.49"+Indent at: 0.98"
Formatted:List Paragraph,Indent:Left: 0.98"
C. ,CrHave successfully completed the testing process and been hired by another Formatted:Font:Bold
jurisdiction from a civil service commission certified eligibility list or other like Formatted:List Paragraph,Numbered+Level:1+
Numbering Style:A,B,C,...+Start at:1+Alignment:Left+
Aligned at: 0.49"+Indent at: 0.98"
process.
Formatted:Indent:Left: 0.5", No bullets or numbering
' Formatted:List Paragraph,Indent:Left: 0.98",First line:
D. _Have at least 12-months continuous work experience and successfully °
completed any probationary_period as a full-time, paid, peace officer with law Formatted:Font:Bold
enforcement authority(for Deputy Sheriff applicants), or as a Corrections Formatted:List Paragraph,Numbered+Level:1+
Numbering Style:A,B,C,...+Start at:1+Alignment:Left+
Deputy with general corrections experience(for Corrections Deputy applicants). Aligned at: 0.49"+Indent at: 0.98"
Formatted:List Paragraph,Indent:Left: 0.98"
E. From the most recent law enforcement or corrections agency, the applicant Formatted:Font:Bold
must have no more than a 12-month break In service. Formatted:Indent:Left: 0.49",Hanging: 0.49"
Frmtted-Strikethrough
A.
Formatted:Strikethrough
6. EXAMINATIONS
6.1 Examinations: All examinations shall be impartial and shall relate to those matters
that will fairly test the capacity and fitness of candidates to efficiently perform the
duties of the position to be filled. Examinations may include written, oral, physical
fitness, and performance tests, or any combination of these. Tests may take into
consideration such factors as education, experience, aptitude, knowledge, physical
fitness, or any other qualifications or attributes that, in the judgment of the
commission or chief examiner, enter inteenter 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 Formatted:Font:Bold
duration of the recruitment is open-ended, and applications are accepted at any time.
Commented[TB21]:Add section regarding Continuous Testing
for all classifications as determined by the Commission:
Continuous Testing:The Commission may adopt continuous testing
when the duration of the recruitment is open-ended and applications
6.2 Identity of Examinees Concealed: The chief examiner may require that the are accepted at any time.
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- Formatted:Indent:Left: 0 Hanging: 0.49"
examination.The eeffifflis-Si.en eF ehief examineF may limit eligibility MR subsequent
exam paFts te these examinees seeFing highest en a pFelin9inaFy Fanking exang eF
series ef tests; previded, heweveF,the number ef exanginees as established- befere-
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 eEacheach applicant taking an examination shall begiven
Lrovided a written and/or,electr, email-notification of the results theFeef,whether d
they passed or failed, and if successful, of the total earned rating and relative position Commented[TB23]:This should say'email'toconfc.m ith
on the eligibility list. definitions and previous sections regarding notification
Formatted:Strikethrough
6.8 Error in Scoring: An error in scoring or rating, if called to the attention of the chief
examiner within the ten (10) day review period, shall be corrected. Corrections shall
not impact any appointments made prior to the corrections.
6.9 Credit Applied to a Passing Examination: These credits may not be combined.
A. Veterans Scorina Criteria: Veterans, as defined in RCW 41.04.895-007,who Commented[TB24]:Should this be 41.04.007 instead?
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[TB25]:spacing
A.—Establish, in addition to other eligibility requirements,the required Formatted:Font:Tahoma
minimum period of service in the lower classification or classifications, which Formatted:List Paragraph,Numbered+Level:1+
shall not be less than ones year; Numbering Style:A,B,C,...+Start at:1+Alignment:Left+
Aligned at: 0.5"+Indent at: 1"
A. Formatted:List Paragraph,Space After: 6 pt,Numbered+
Level:1+Numbering Style:A,B,C,...+Start at:1+
B. Approve the examination plan for each promotional examination process,which Alignment:Left+Aligned at: 0.5"+Indent at: 1"
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 Commented[MR26]:Any recommendations for re-wording
occupy the lowest rank of applicants approved to advance from the this paragraph?
preliminary ranking examination, then all applicants with that minimum Commented[DD27R26]: How about"When two(2)or more
applest
score advance to the next phase of the examination process even if the rankofapplicants ievetheovedt same on vancefomthepr score and enminarypy the owki
rank of applicants approved to advance from the preliminary ranking
resulting number of applicants to advance will exceed the set maximum examination,then all applicants with that minimum score advance to
number of applicants set on aEEeFdanee with Seetie c Mtn the next phase of the examination process,even if this exceeds the
- set maximum number of advancing applicants."
2. A preliminary ranking examination may be waived by the chief examiner
when the number of applications received at the deadline for filing
applications is equal to or less than the number approved to advance
from a preliminary ranking examination.
E. Veteran's Scoring Criteria: Veteran's as defined by RCW 41.04.005 who were
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-fRCW 41.04.010(3)3. Commented[TB28]: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 salary
range. (e.4. Support Specialist I to Support Specialist II).
Formatted:Indent:Left: 0.98"
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 be Commented[TB29]:during final draft,cross-cheek to make
eligible to compete in another examination for the same class within six(6) months of Sure these roles are correctly cited
the establishment of the eligibility list resulting from the first examination unless
otherwise authorized by the commission.
Commented[TB30]:Where is the language for promotion in
6.13 Postponement and Cancellation: Any examination may be postponed or cancelled place?What am I missing here.A couple of years ago language was
at the discretion of the commission or chief examiner. In either case each applicant approved for promotionclass,puts
it inanemplo Divee ision
lessor SS
r class meets criteria for class,puts it in writing to Division Chief;is
shall be notified of the postponement or cancellation. approved byChiefand then by the Board.
Commented[BR31R30]:@Tami Beyer-Possibly you are
6.14 Clerical Promotions: (Promotions in Place): It is the policy of referring to 6.14 Clerical Promotions?
r Commented[TB32R30]:@Becky Rogers Can you pull the
Mason County Sheriffs Office to fill a position at a lower level for recruitment and/or meeting minutes surrounding this?My recollection is that there
training and development, until the employee's knowledge skills and abilities(job Should be something in here that allows,with Cs approval,toby-
performance)support grade of the position to the higher level. pass a formal Cs examination for Promotion inPlace.
When vacancies occur in any grad Commented[BR33R30]:@Tami Beyer-I've included the
grade Commented
they shall, whenever practicable, be filled by language approved 7/l/2021 that was omitted.
promotion from the next lower grade-class(e.g. Support Specialist I to Support Formatted:front:Not Bold
Formatted:Indent:Hanging: 0.01"
Specialist II).- Such promotions shall be upon merit and examination open to Formatted:Indent:Left: 1 No bullets or numbering
members from the next lower grade eF gr-ades-class or classes of the division in which Formatted:Indent:Left: 1 No bullets or numbering
the vacancies exist, as may be determined by the Commission. Promotion shall be Formatted: No bullets or numbering
made upon positive merit of the person promoted as shown by previous service, as Formatted:Font:Bold
well as upon merit shown by the examination. Formatted:Font:(Default)Tahoma
Formatted:Font:(Default)Tahoma
_Examinations for promotions shall be practical in character and shall test the Formatted:Indent:Left: 0",Hanging: 0.44"
general intelligence, accuracy, and qualifications of applicants for the position Formatted:Font:(Default)Left:t0",Hanging:
Bold
involved.
� Formatted:Font:(Default)Tahoma
B. No person who fails to attain a 70/100 score or 70% average overall complete Formatted:Font:(Default)Tahoma
proficiency shall be deemed eligible for promotion. Formatted:Indent:Left: 0.49",Hanging: 0.49"
Formatted:Font:(Default)Tahoma,Bold
C. Qualifications for admission for promotional examinations are set forth in CSR Formatted:Font:(Default)Tahoma
Section 6.10. Formatted:Font:(Default)Tahoma
E Formatted:Indent:Left: 0.98",Hanging: 0.49"
6.15 - Make-Up Examinations. An applicant who is unable to take the regular ; Formatted:Font.(Default)Tahoma,Bold
promotional examination,as scheduled, may be given a special examination upon Formatted:Font:(Default)Tahoma
written request. Such applicant must submit a written request setting forth the reasons Formatted:Font:(Default)Tahoma
requiring the absence and provide documentary evidence which demonstrates that the Formatted:Font:(Default)Tahoma
applicant was unable to take the regular examination as scheduled. Formatted:Font:(Default)Tahoma,Bold
Formatted:Font:(Default)Tahoma
A. The following are the only reasons for granting a special examination time for Formatted:Font:(Default)Tahoma
an entry level examination: Formatted:Font:(Default)Tahoma
1Activated for milita duly,Applicant must provide a copy of their 'j Formatted:Indent:Left: 0.49",First line: 0.49"
separation papers no later than 10 days from the termination of such Formatted:Font:(Default)Tahoma,Bold
military duty; Formatted
2J Receipt of military orders requiring the applicant to report for active duty. ; Formatted
Applicant must provide a copy of their orders at the time of the request. Formatted
3) Absence from the test within one week after the date of death of a Formatted
spouse, domestic partner, mother,father, sister, brother, child or child of a Formatted
domestic partner of such applicant. Formatted
B. Formatted The following are the only reasons for granting a special examination time Formatted
for a promotional examination:
Formatted
Activated for military duty. Applicant must provide a copy of their Formatted
separation papers no later than 10 days from the termination of such Formatted
military duty; Formatted
.Receipt of military orders requiring the applicant to report for active duty. Formatted
Applicant must provide a copy of their orders at the time of the request; Formatted
3� .Compulsory attendance before a court or other public body or official Formatted
having the power to compel attendance; Formatted
A Any mandatory agency training; Formatted
51 Absence from the written test within one week after the date of a birth of Formatted
a child or death of a spouse, domestic partner, mother,father, sister, Formatted
Formatted
brother, child or child of a domestic partner of such applicant.
Formatted:Indent:Left: 0.44"
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[TB34]: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:
�r y �^ ^I Formatted:Font:
A. Entry, __._. Each classified position
B. Lateral Entry for corrections de u effieer and deputy sheriff only
C. Rehire
D. Recall
E. Extra Help
F. Promotional
G. Criminal Justice Training Commission (CJTC) academy-certified entry for
corrections de u e#+eeF and deputy sheriff only Commented[TB35]: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,(, Commented[TB36]:The Commission has approved extensions
in the past.May need language here such as"An eligibility list can
only be 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[TB37]: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 mles.
examinations administered according to the needs of the service. The names of Commented[TB38]: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.
�alenda� Commented TB
A. At least ten (10)�,�rr�rr-days prior to the date on which the commission is [ 39]: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.
Failure to respond to an inquiry by the commission or sheriff's office regarding
the eligible person's availability.
B. Formatted:Normal,Indent:Left: 0.5",Hanging: 0.5",
Numbered+Level:1+Numbering Style:A,B,C,...+Start
at:1+Alignment:Left+Aligned at: 0.5"+Indent at:
0.75",Tab stops: -0.5",Left
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[TB40]: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[TB41]:again I think this should be working days,
working days of the re west and shall mail confirmation cl °°°trybusinessdays.What if it isThanksgivingweek?
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[TB42]:Same comment here asA
ormatted:Tps:Not at -0.5"
C. Such person may,within ten (10)weFking days from the date of removal,' Formatted:Indent:Left: 0.5",Hanging: 0.48"
make--a written request to the chief examiner for restoration of his or her name Commented[TB43]:county business days not Days
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[rsaa]: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. . If a new Commented[TB46]:to establish a specific eligibility list
examination is used by the commission, the commission reserves the right to require
eligible persons to take the new examination for the same eligibility. Notice will Commented[TB47]:eligibility list
be mailed a minimum of ten 10 days prior to the examination date to eligible persons
informing them of the requirement that they retest for the same class. The Commented[TB49]:eligibility list
commission may then establish an entirely new eligibility list for that class, based on
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
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 eRgifteligibility list, including promotional,wWhenwhen the name of
an-entry level eligible has been certified two 2three times and has not been
appointed,the 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[TB51]: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 instead of'entry level'.There is no definition of entry 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 ter,
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[TB52]: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 flgetmet, and a vacancy exists in that
classification.
8.10 Conditions of Voluntary Demotion or Transfer between Classes: Unless the Commented[TB53]:Same as above.May consider rcmov;ng
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 whether er
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 �om-ented[TB54]:What situation would this occur?It seems
require a six(6) month probationary period. During such probationary period ve si s(6)mnth spr bhat ation employee requesb;ng transfer w;ur ve 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[TB55]:still not sure this shouldn't be working or 1
employee and the chief examiner. county business days.
Commented[MR56R55]:�(tTami 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[TB57]:IthinkthisshouldbeD.startinghere
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 FeeIass:f;et reclassified or reallocated from
the sheriff's office. Rehire lists shall be maintained for the following positions: deputy
sheriff, corrections_ erde u , animal control officer, community service officer,
financial assistant,financial manager, evidence technician, support specialist 1, support
specialist 2, support specialist 3, , , ,and food services Commented[MR58]:(ijami Beyer should these be renamed
coordinator. to SS1-37
Commented[TB59]:Yes.Support Specialists 1,2,3
Do we still have food services coordinator?Please add evidence
technician.
AND on the CS website they have Financial Manager as a classified
position?Should be non-rcp Finance Manager
A. The chief examiner shall place the name of any probationary or regular (Formatted:Indent:Left: 0°,Hanging: 0.5°
employee who resigns voluntarily, leaves employment due to a layoff,or has
been reclassified or reallocated, on the rehire list on the effective date of his or
her resignation, layoff, reclassification or reallocation.
B. In lieu of filling a vacancy from an eligibility list, the appointing authority may
appoint a person from the rehire list. In-efdef-teTo be eligible for the rehire as
a deputy sheriff or corrections ef#iEerdeputy,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. in eFdeF teTo 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.
8.15 835—Extra Help Employment: If the sheriff believes that an upcoming situation Commented[BR60]:8.15 removed by CS at Oct.mtg.
will require extra help,the sheriff may request a name from the current extra help list Commented[BR61R60]:8.15D only deleted
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. extra help appointment shall continue for a period longer than four(4)' Formatted:Font:(Default)Tahoma
months nor shall any individual serve more than four(4) months as an extra Formatted:Font:(Default)Tahoma
help appointee In any fiscal year. Formatted:List Paragraph,Numbered+Level:1+
Numbering Style:A,B,C,...+Start at:1+Alignment:Left+
Aligned at: 0.5"+Indent at: 1"
- Formatted:Font:(Default)Tahoma
Formatted:Indent:Left: 0",First line: 0"
B. Based on the facts in any paFt+ei�e case,the commission may
specifically limit an extra help appointment to a specific period shorter than the
four(4) month maximum.
B. 6. Extra Help List- Formatted:Font:(Default)Tahoma,Bold
Formatted:Font:(Default)Tahoma
�1. The extra help list is an unranked list of individuals qualified to be [Aligned'at:
ormaed:List Paragraph,Numbered+Level:1+
appointed as extra help. A separate extra help list shall be established umbering Style:A, d n ...+Start at:1+Alignment:Left+
0.5"+Indent at: 1'
for each classification for which the commission determines extra help is Formatted:Font:(Default)Tahoma,Bold
appropriate. Formatted:List Paragraph,Indent:Left: 1"
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. EXtFa Help List Qualificati
a. RaEeffient en ewi:Fent efripleyngent eligibility lost for deputy
shermff er ,.gees effiEeF, e
Commented[TB62]:consider adding this qualification:
Federally certified law enforcement officers(e.g.FBI,DEA,
n eFtific.te of Brim. iaw Enfe.,.eng Rt Equivalency
q . al...cy issued by the Military Police)and certified federal background investigators,or
Commented[DD63R62]:I think Deputy Sheriffand
r Corrections Deputy should be separated for the extra help
qualifications and their respective qualifications added to each list.If
not ted,then specify in a-
to
Deputy
Sheriff and which ones applyfwhich
to Corrections Deputy,ments ap i.
i.e.
Basic Law Enforcement certificate required for Deputy Sheriff vs.
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
experience within the preceding eighteen(18)months qualifies for
the Deputy Sheriff eligibility list.
Formatted:Indent:Left: 1.44",Hanging: 0.5"
Formatted:Strikethrough
Formatted:Indent:Hanging: 1"
\A/-...6.:....4.... State !`.O ffi:igal 1.�stmee T.--.O..:nQ
Genqfflmssien
Formatted:Indent:Left: 0",First line: 0"
nFt 1-lass:F: a n :�:
— Formatted:Strikethrough
position.b. Meet the rninimurn qualifieatiens feF the
Formatted:Indent:Left: 0.25", No bullets or numbering
8.16 Temporary Vacancies: If a regular position is vacant on a temporary basis due to a Formatted:Indent:Left: 0",Hanging: 0.49"
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. Commented[MR64]:Any feedback for this section?
Commented[GU65R64]:I think we still need to work on some
of the language,including changing"appointees"to different
8.17 Probationary Period: The probationary period is as an integral pan:of the language.I suggest saving this section for our next committee
examination process and shall be used for closely observing the employee's work,for meeting.
securing the most effective adjustment of the new employee to the position, and for Commented[GU66R64]:This also i ncludes matching
language with the commissioned CBA.
rejecting any employee whose performance or adjustment is not satisfactory. Commented[TB67R64]:The Corrections/Support CBA is not
ratified.Will need to check on that language once it is
A. Commissioned Employees: All its,M es,exce t those made from recall
lists, shall be probationary for a period of done(1)year after�thire, Commented[gstatesn where Deputy Sheriffsserve eapCBA Abatio probationary
period,
Section 1 wording states new hires will serve a probationary period,
except for appointees whose probationary period is extended as provided in this which begins on the dateofhire and ends one(1)calendar year from
section. The probationary period for appointees who attend academy training and,and,
of the wACJTC Basic Law Enforcement Academy";
and,
shall be extended beyond one L11year an equivalent number of days to the
} "Lateral Entry Deputies will serve a probationary period of one(1)
�number the appointee as On tte„ate„^e a attended the academy.) calendar year from the date ofhire."
Appointments Hires made from recall lists shall be probationary for the period of I think wording/phrasing should match or be similar.
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 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 Sheriff appointing Commented[TB69]:For consistency,it is'appointing authority'
authority in cases where the individual has been absent for more than a week everywhere in this paragraph except for here is says Sheriff
or when additional time to review the individual is consm eFed to beis
appropriate.
Formatted:Indent:Left: 1", 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[MR70]: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 SheFi€—appointing authority in Commented[TB71]:same comment.For consistency,it is
cases where the individual has been absent for more than a week or when 'appointing authority'everywhere in his 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 Fesult
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 erdeF
teTo be eligible for the recall as a deputy sheriff or corrections de u efficer,
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
8.168. Commented[TB72]:There isn't a Rule 8.18
Commented[BR73R72]:LTami 13cycr-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 8.1ref8 in that
tvehe sion in CSR
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 ef#eetedaffected 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[TB74]:Unless you are going to direct copy the
language in RCW 41.14.110(I)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[TB75]:(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, Fnartialmarital 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.