Wyo. Code R. 006-0010-4
Effective Date: 01/06/1998 to 12/07/2001
Rule Type: Superceded Rules & Regulations
Reference Number: 006.0010.4.01061998
(a) The Human Resources Division shall use such forms and professionally acceptable examination techniques as may be appropriate for the class.
(b) The Human Resources Division may request assistance from agency heads, appointing authorities or other State employees in conducting job analyses, developing test materials, conducting validation studies or in performing other functions in developing and administering examinations. At the request of the Human Resources Division, agency management and employees shall cooperate with the Human Resources Division in any examination development and research activities.
(a) Examinations shall be administered and utilized in such manner and for such time periods as determined by the Human Resources Division to be useful and expedient for the class. All examinations shall be administered according to currently acceptable professional standards. The Human Resources Division shall establish time limits, methods of recording answers, regulations for admittance to examinations, policies on requesting and such other administrative procedures as determined appropriate for each examination. The Human Resources Division shall make reasonable accommodations to assist qualified applicants with disabilities in the examination process. It shall be the responsibility of the applicants to notify the Human Resources Division of any special needs.
(b) The Human Resources Division may designate such qualified persons to administer examinations and serve as examiners and test monitors as may be practical and expedient. In the case of oral examinations requiring specialized technical expertise or judgmental evaluations, the Human Resources Division shall designate examiners who are familiar with the requirements of the job and/or technically competent in the application of personnel selection procedures.
(c) Examination scores shall be effective for a period of twenty-four (24) months, unless the examination or class has been changed in such a manner that the examination score is no longer acceptable.
The Human Resources Division shall utilize professionally acceptable principles and methods in the development of the procedures for scoring, setting passing points, scaling, converting and combining scores, and weighing examination components, as necessary, to ensure that final scores meet acceptable standards of validity and reliability.
Whenever an honorably discharged United States veteran of any war or conflict as defined in section 101, Title 38, United States Code, which occurred from December 7, 1941 to December 31, 1946; June 27, 1950 to January 31, 1955; August 5, 1964 to May 7, 1975, or August 2, 1990 to the end of the Persian Gulf War, takes any scored examination, that veteran shall be allowed a five (5) point advantage over any non-veteran competitor. If such veteran has a service connected disability of ten percent (10%) or more, the advantage given shall be ten (10) points (W.S. 19-6-102(c)). Veteran’s preference points are available only upon initial appointment.
(a) The Human Resources Division shall establish procedures to safeguard the security and confidentiality of examination materials and to ensure that equal opportunity to compete is afforded all applicants.
(b) Persons having authorized access to or knowledge of examination questions, answer keys, and related matter shall not disclose such to any unauthorized persons where this disclosure would give an advantage to one applicant over others. Any employee making such unauthorized disclosure shall be subject to disciplinary action.
(c) The Human Resources Division shall disqualify and may refuse to administer any examination to any persons who attempt to impersonate another, or who have another person attempt to impersonate them, in connection with an examination; or who use, or attempt to use, unauthorized aids or assistance including copying from, or helping another applicant in an examination. The Human Resources Division may disqualify any applicants who attempt either directly or through employees of the Human Resources Division or any appointing authority to give them an undue advantage on any examination or appointment.
(d) No applicant shall take, copy, record or transcribe any examination, questions, notes or other examination materials for the purpose of removing such from the examination site. Any attempt to do so shall be grounds for disqualification.
(a) Interviews and other examinations conducted by appointing authorities for the purpose of making final selection decisions from among candidates shall be job-related. The content and conduct of such examinations may be subject to the review of the Human Resources Division. Agencies may request the Human Resources Division to provide technical assistance in developing and administering such examinations. The Human Resources Division may develop standards and procedures for the content and administration of final selection examinations relating to such matters as composition of examination boards, development of examinations, and administration and scoring methods. Appointing authorities shall make reasonable accommodations to assist qualified applicants with disabilities in the examination process. It shall be the responsibility of the applicants to notify the appointing authority of any special needs.
(b) Final selection interviews should not be conducted by one (1) interviewer except when unusual circumstances make it impractical to have two (2) or more interviewers conduct an examination. Appointing authorities shall keep records of candidates examined, including applications, dates, ratings and other documentation of the results of final selection examinations for a time period specified in the State’s Executive Branch Records Retention Schedules. Appointing authorities shall give sufficient final selection consideration to an adequate number of the available candidates in order to provide for competitive selection and the employment of the relatively more qualified in the State service. The appointing authority shall be responsible for any adverse actions resulting from failure to give full final selection consideration to any candidate, taking into account valid factors relevant to the needs of the vacant position including the knowledge, skills and personal characteristics not yet measured by previous examinations.
A probationary employee is an at-will employee who has no expectation of continued employment and may be dismissed at any time during the probationary period without cause or reason.
(a) The probationary period is an integral part of the examination process and shall be utilized for closely observing the employee’s work, for securing the most effective adjustment of the employee to the position, and for dismissing any employee without right of appeal.
(b) The probationary period shall end upon completion of one (1) year of continuous service from the date the employee was given a probationary appointment. Time served in student intern, emergency, provisional, temporary or intermittent status shall not be counted towards the probationary period. Additionally, leave without pay, other than unpaid Family and Medical Leave, shall not count toward the probationary period.
(c) Interbranch Appointments. An employee appointed from the University of Wyoming, State Judicial or Legislative branch shall serve a one (1) year probationary period regardless of the length of previous service or whether or not there was a break in service.
(d) At-will Employee. An at-will employee who accepts a probationary appointment shall serve a one (1) year probationary period regardless of the length of previous service or whether or not there was a break in service.