2026-03-20 Merit Appeals Board Minutes

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Merit Appeals Board March 20, 2026 that was revised in 2016, your position description and your RTF is going to be returned to your department so that that can be updated before we’ll run the recruitment.” And so, that’s where we have all of the position re-description reviews. So, in the last year, there were 300—and that’s individual position descriptions—not the overall amendment to a class spec. But, really, we’re pushing—and that’s part of our effort to get departments to make sure that they’re looking at this information with us. I mean, we can look at the class specs., generally, but the department needs to be clear when they’re recruiting for a position—“This is your vacant position. This is the position you’re trying to fill. You need to be clear”—and applicants need to be clear on—“Are these the duties of the position?”—right? So, we really have been re-enforcing that effort and we can see results from that. Just in the 300 re-description reviews—and that’s people having to re-describe, as far as a format change—but it’s also some of these other changes that we’re talking about as well—language changes, making sure that percentages of time performing work are accurately reflected—so. CHR. CABANAS: It’s important because it’s a flow—class spec. is accurate, position description is accurate, questions for the interview should be in accordance with the position description duties. If your PD and class spec. is not accurate, everything else is flawed because you’re not looking for what you really need. You’re not looking for the work that’s going to be authorized to do. So, it has to be accurate. And many times, as Sommer said, we held up a recruitment. The worst thing was to us—opening a recruitment and the department now wants to make changes—that’s the worst because they should have done it way ahead of time. SPEAKER: (Inaudible.) CHR. CABANAS: Yeah, and that’s what you’re trying to accomplish. MS. TOKIHIRO: Yeah, we can’t hold an applicant—we can’t have them be responsible for changes that were made by a department after-the-fact. I mean, applicants are applying for a position based on this information that we’re providing to them. It’s not fair for us to change that after. Yeah. CHR. CABANAS: Yes. MS. TOKIHIRO: So, it all has to be done before, so that we’re confident that once we open that recruitment and the department is moving forward with their selection process, that it’s accurate. MR. THOMAS: So, Gabriella, is that what you did in the department— Page 17