What is the department of enterprise services' role in recruiting applicants and assessing candidates for positions in the classified service?
What authority do general government employers have to recruit applicants, assess candidates, and certify candidates for hiring consideration?
What authority do higher education employers have to recruit applicants, assess candidates, and certify candidates for hiring consideration?
Who is responsible for determining what recruitment methods are appropriate to meet the hiring needs of the employer?
For affirmative action purposes, may employers add job seekers who are affected group members to applicant pools?
Can an employer establish promotional organizational units?
Must employers use a standardized application form when recruiting?
How does an applicant affirm that an application is complete and that the information in the application is truthful?
What screening methodologies may employers use?
Can the employer apply screening methodologies that would limit the number of eligible applicants considered or admitted to an examination?
What are the requirements for developing and administering examinations?
Who has the responsibility for requesting and granting reasonable accommodation in the examination process?
How must exams be scored?
Must an employee be granted leave with pay to take an examination or participate in an interview during scheduled work hours?
Do veterans receive any preference in the hiring process?
Can an employer decline to further consider eligible applicants or candidates during the assessment process?
How does the employer determine which eligible candidates to certify to the employing official for hiring consideration?
What must be specified in the employer's certification procedure?
In what order are eligible candidates certified to the employing official for hiring consideration?
When may an employer certify candidates for affirmative action purposes?
Who may be certified using supplemental certification?
Must employers develop a promotional policy?
Can an eligible's name be removed from an applicant or candidate pool for a class or all classes in a class series?
Is an eligible's name removed from applicant and/or candidate pools when he/she is appointed to a position?
Must an applicant or candidate who has been removed for good and sufficient reason per WAC 357-16-155
be notified of the removal?
Can an applicant or candidate request a review of his/her examination results or the removal of his/her name from an applicant or candidate pool?
To whom and by when must an applicant or candidate request a review of the results of an examination or removal from an applicant or candidate pool?
What procedure must an employer use to review an applicant's or candidate's examination results or the removal of his/her name from an applicant or candidate pool under the provisions of WAC 357-16-170
Are assessment review decisions subject to appeal?
What happens if an individual is certified in error?
Can an eligible candidate be required to pass a medical or psychological examination?
If a medical or psychological examination is required, who pays for it?
If a job-related disability is revealed during a medical or psychological examination what is the employer's responsibility?