D.C. Mun. Regs. tit. 6-B, § 217
Assessments, Evaluations, and Selection Procedures
Effective Mar 19, 202168 DCR 2869Authority: The Director of the D.C. Department of Human Resources (DCHR), with the concurrence of the City Administrator, pursuant to Mayor’s Order 2008-92, dated June 26, 2008, and in accordance with Sections 404(a), 703, and 801(a) of the District of Columbia Government Comprehensive Merit Personnel Act of 1978, effective March 3, 1979 (D.C. Law 2-139; D.C. Official Code §§ 1-604.04(a), 1-607.03, and 1-608.01(a) (2016 Repl. and 2019 Supp.)). Source: Final Rulemaking published at 68 DCR 2869 (March 19, 2021).District of Columbia, Office of the Secretary
217
ASSESSMENTS, EVALUATIONS, AND SELECTION PROCEDURES
217.1
All selection criteria shall be based on a job analysis of a single position, group of positions, an occupation, or a group of occupations having common characteristics. Selection criteria shall, at a minimum, include:
- (a) The basic duties and responsibilities; and
- (b) The knowledge, skills, and abilities required to perform those duties and carry out the responsibilities in a manner that honors the public trust.
217.2
Competitive selection procedures shall:
- (a) Consist of written, oral, or performance examinations, or two or more of these examination types;
- (b) Be practical in character and fairly test the relative ability and fitness of candidates for jobs to be filled;
- (c) Result in selection from among the best qualified candidates;
- (d) Be developed and used without bias; and
- (e) Comply with other requirements of applicable equal employment opportunity laws.
217.3
All competitive selection procedures shall be properly validated prior to their use.
- (a) Upon request, agencies shall provide the personnel authority with evidence that the selection procedures used minimize or eliminate discrimination.
- (b) Evidence validating competitive selection procedures should demonstrate that the procedure used is predictive of or
significantly correlated with required job performance.
217.4 The personnel authority may refuse to examine, refuse to declare as eligible after examination, or withhold or withdraw from certification prior to appointment, any person who fails to meet the requirements of the position.
217.5 The personnel authority shall permit the rescheduling or alternate scheduling of an examination or interview for a candidate who was unable to attend the administration of an examination or interview because of the following:
(a) Reserve or National Guard drill or summer camp;
(b) Religious beliefs;
(c) Illness or injury of sufficient seriousness as to require hospitalization;
(d) An administrative error on the part of the examining office; or
(e) Other reason acceptable to the personnel authority.
SOURCE: Final Rulemaking published at 68 DCR 2869 (March 19, 2021).