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• Identify skill set criteria for each referred applicant by placing an "X" or points for the <br />specific category of skill(s) on the spreadsheet <br />• Tally category of skills/points <br />• Determine based on the total of X's or points the department will interview and/or <br />conduct assessment exercise(s). Departments must be prepared to justify their action(s) <br />in the event of a grievance, appeal, or discrimination charge. <br />• Retain interview and selection process documentation for a minimum of three years. <br />The selection process components include any combination of the following: (Figure 2) <br />• oral interview(s) <br />• follow-up interview(s) <br />• performance test(s)* <br />• assessment exercise(s)* <br />• driving exercise <br />• employment reference checks; and <br />• as applicable to the position: criminal background check, drug screening, <br />polygraph test, psychological tests, and pre -entry medical examination. <br />*Assessment exercises and practical tests may be conducted depending on the position (e.g., <br />writing exercise, math exercise, situational questions, identifying materials/tools, etc.). <br />Seniority may be considered only where statute or collective bargaining provisions require such <br />consideration (e.g., promotions for internal recruitments). <br />Selection Process Components <br />Figure 2 <br />Provided by DHR-Recruitment & Examination <br />Background 5 1 <br />