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<br /> <br /> <br />Page 27 <br />1 <br />Appellants for this critical work experience. The <br />2 <br />Investigator VI recruitment chose to rate on the basis <br />3 <br />of overall interview responses more than any proven <br />4 <br />record of ability to do the jobs at a level directly <br />5 <br />below the vacancy. This is a blatant disregard of the <br />6 <br />Merit Principle. <br />7 <br />Each of the Appellants can tell you that they <br />8 <br />have received satisfactory performance evaluations and <br />9 <br />have good records of conduct. Civil service in Hawai ʻ i <br />10 <br />is based on a Merit Principle whereby employees are <br />11 <br />retained on a demonstrated appropriate conduct and <br />12 <br />productive performance. It's also intended to build a <br />13 <br />career service and to provide incentives for competent <br />14 <br />employees, whether through financial or promotional <br />15 <br />opportunities. This was not done in this case. <br />16 <br />The Investigator IV, V, and VI are related <br />17 <br />classes of the same series, and this classification was <br />18 <br />last approved by the Department of Human Services in <br />19 <br />2014. Requirements for the Investigator VI include 23 <br />20 <br />knowledge of and ability to points. Of those, only <br />21 <br />three are not the same as those required at the <br />22 <br />Investigator V level. That's how closely related the <br />23 <br />two classes are. Those three requirements that aren't <br />24 <br />required at the V level relate to supervision, <br />25 <br />organization, operation, and working with subordinates. <br /> <br />ISLAND COURT REPORTING & TRANSCRIPTION SERVICES <br />(808) 933-9800 <br /> <br />