D.C. Mun. Regs. tit. 6, r. 6-B216

Current through Register Vol. 71, No. 52, December 27, 2024

Rule 6-B216 - ELIGIBLE APPLICANTS

216.1

Pursuant to § 211.5, each applicant who meets the minimum requirements for the position and who receives a score of seventy (70)points or more during the initial screening process is eligible for consideration for appointment. The eligible applicants comprise the "register" of eligible applicants.

216.2

For purposes of § 216.1, the personnel authority may develop and implement rating and ranking tools necessary for validating applicant scores and assessing candidates. If an applicant's initial screening score is invalidated using these tools, the candidate may be rejected from further consideration.

216.3

A register shall remain in existence until exhausted, except when an earlier termination date is authorized by the personnel authority.

216.4

The personnel authority may require an applicant to provide documentary evidence of his or her qualifications and eligibility for any employment preference claimed prior to his or her inclusion in the register.

216.5

At the option of the selecting official, the number of applicants forwarded to the selecting official for his or her consideration shall be either the top five (5) or top ten (10) highest-scoring candidates.

216.6

Selecting officials shall employ assessment tools consistent with §§ 217 and 218 to select appointees from the applicants forwarded for consideration. If the position is not filled from the forwarded applicants, the selecting official shall provide a written justification for non-selection Thereafter, the next five (5) or ten (10) highest scoring candidates shall be submitted to the selecting official for consideration This pattern of justification for non-selection and submission of candidates to the selecting official shall continue until the position is filled or the register is exhausted.

216.7

Agencies may seek approval from the personnel authority to select candidates based on their initial screening scores rather than subsequent assessments or evaluations. When this occurs, the candidate who receives the highest score shall be given a conditional offer of employment for the position. In the event more than one candidate is tied for the highest score, a candidate shall be appointed based on the following order of priority:

(a) First, applicants claiming residency preference;

(b) Second, applicants claiming veterans' or foster care preference;

(c) Third, the earliest submitted application, based on the time and date of application.

216.8

Notwithstanding § 402.2, whenever an agency considers acurrent or former District of Columbia employee for a competitive appointment, the personnel authority shall conduct a general suitability assessment.

(a) Such an assessment shall include determining the candidate's prior conduct and performance with the District government, the reason(s) for prior separating from each position held and consulting government officials with personal knowledge as to the candidate's past work performance.

(b) As with any candidate for government service, the personnel authority shall conduct at least three (3) reference checks. References should generally include individuals identified by both the candidate and the personnel authority.

216.9

Should a candidate subsequently fail to meet any suitability requirements pursuant to Chapter 4, the selecting official may select another candidate in accordance with §§216.5 through 216.7.

216.10

Any candidates remaining on a register after a selection has been made may be transferred to the register for any established vacancy with the same area of consideration. The personnel authority is not required to make such a transfer.

D.C. Mun. Regs. tit. 6, r. 6-B216

Final Rulemaking published at 68 DCR 2869 (3/19/2021)