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Merit Appeals Board March 20, 2026 <br /> <br /> <br /> <br />CHR. CABANAS: Mm-hmm. <br /> <br />MR. THOMAS: —that was your job, wasn’t it? <br /> <br />CHR. CABANAS: The Recruitment and Examination Manager, yes. <br /> <br />MR. THOMAS: Yeah. <br /> <br />CHR. CABANAS: Yeah. So, yeah, things were returned as Sommer says—they return <br />it because you have to—we have to be accurate. It’s a whole sequence. It’s a whole <br />chain of events. If this is not accurate, everything else is not going to be accurate. It’s <br />going to be flawed. <br /> <br />SPEAKER: (Inaudible.) <br /> <br />CHR. CABANAS: Yeah, it is. And so, it really rests with the department to do their— <br />they’re the ones authorizing the work. Of course, the class specs. are developed by <br />HR—their HR—but they need to review it because the position descriptions are written <br />in accordance with the class spec. And, as Sommer said, if it changes, then they need <br />to review it because it could be something else. <br /> <br />MS. TOKIHIRO: And it’s also a good opportunity to work with departments to reassess <br />operational needs because they may have a vacant position that is an “Account Clerk” <br />but for—maybe the operational needs have changed over time because they—for <br />example, now we have electronic time cards or we’re doing—we have some different <br />process where maybe we don’t have a need for that position or maybe we want to <br />change it and now it’s going to be an “Administrative Assistant” because we’re going to <br />incorporate—we want to add maybe some HR duties to that role. <br /> <br />And so, it’s a variety of things, as Gabe mentioned—that it is a flow and it’s always a <br />good opportunity when we’re looking at positions to constantly reassess operational <br />needs, and then reassess what the operation is, and make sure that we’re accurately <br />describing that. <br /> <br />CHR. CABANAS: And the two divisions really work close together—Classification, and <br />Recruitment and Exam.—because Classification will develop the class spec., which <br />includes not only the duties, but the minimum requirements. <br /> <br />So, if there’s verbiage that’s vague in the minimum requirements, Recruitment needs to <br />work with Classification, so they know what that means. If they don’t know what it <br />means, you go back to Classification and work it out—define it because Classification is <br />setting that standard in the class spec. <br /> <br />So, it works hand-in-hand. You have to know what it means. If you don’t know what it <br />means, how you’re going to do everything else, yeah? <br />Page 18 <br /> <br /> <br />