2018-03-29 Merit Appeals Board Minutes

Home

Merit Appeals Board March 29, 2018 MR. BRILHANTE: So, it'll be 10 names will be sent to Parks and Rec. to for that—for each position. And that's what—that's the amendment we're making to the rules. CHR. TULANG: Okay. MR. BRILHANTE: So, we're specifically identifying that. As a department sends a Request to Fill—an RTF for a position, they'll be provided 10 names. So, we're going to run the lottery on the 10 names. We're also going to run a lottery for an additional 10 names—and this additional 10 names for that position is going to be in case the department—which they oftentimes do exhaust the list—that initial 10 -name list—there's a second list of 10 names that can be forwarded to them. And they can do their skillset evaluation and they can conduct their interviews. CHR. TULANG: So, when you say "exhaust" the names they have to have a reason? MR. BRILHANTE: When we're looking at these entry-level positions, oftentimes through the process, an individual may register, just "Aww, I just going register" but they may be from California registering `cause it's a nation-wide— CHR. TULANG: Sure. MR. BRILHANTE: electronic application system. So they mayor they may even be from Honolulu and they may just register as a applicant. So, oftentimes, what happens is their names will pop up, they're one of the 10, and then so the department will then forward a request to each of the individuals and say, "Okay, your name you were selected, you're qualified to fill this position. We're going to be having interviews next week Thursday, April 5h"—or whatever that date will be. And, oftentimes, because it's an entry-level position, an individual will decline the interview. And that happens quite a bit. Or they may say, "Oh, you know, that was before I got this great job" or "Now I'm working at the Hilton" CHR. TULANG: So, each one will have a notation as to why MR. BRILHANTE: Exactly. And that's the process that's our current process that we have in place. It's through NeoGov. Each of the HR reps., who are vetting, will work on conducting the recruitment, when they have to identify—one, the date that the notice was sent to the applicant; and two, the specific response that the applicant provided in response to that notice. So, either they accept, they reject, they found anew job—whatever the excuse is, that gets notated. So, that way it's all documented going forward. It's just a way to ensure that the process is being conducted fairlya better way to ensure that the process is being conducted fairly. So, what we have to do is we're amending our Rules, `cause our Rules reflect the old way where open -competitive which is done on, kind of, a piecemeal basis. So, we're tightening that up. So, in response to that—the Rule revision—first we sent the proposed revisions to Corp. Counsel Assistant Corp. Counsel Renee Schoen evaluated and we went through. We had—we went back and forth with some of her recommendations and we were able to get her okay on it. Page 14