Chicago Park Disrict Human Resources Policy and Procedures ...

REFERRAL LIST RESULTING FROM LOTTERY
The result of the lottery is a (typically very long) list of names sequenced
according to the procedures described above. The Referral List is developed by
simply taking the appropriate number of candidates from the top of the sequenced
Eligible List.
DOCUMENTATION
The minutes from the lottery session should be documented. Contained in the
minutes should be (a) when and where the lottery was conducted, (b) notices sent
concerning the time and place of the lottery, (c) individuals present, and (d)
number drawn.
DEVELOPING A REFERRAL LIST USING A SCREENING PANEL REVIEW
A panel review is used when there is a moderate number of qualified applicants
for a position, which involves specialized training and/or experience.
COMPOSITION OF SCREENING PANELS
The screening panel must include at least one representative from Human
Resources. Such representative must be a professional who is familiar with the
requirements of the position(s) to be filled.
The panel shall determine the Referral List to be sent to the hiring department. If
the hiring department chooses to participate in the panel, the requirements shall be
that the representative from Human Resources (HR) and the hiring department
work together to determine the Referral List. The Human Resources Manager has
ultimate authority for determining the Referral List.
The screening panel may be composed solely of personnel from HR. The head of
the hiring department however, may decide that he or she wishes to have one or
more representative(s) of the hiring department on the screening panel. In any
case, the HR representative(s) to the panel will retain the responsibility for final
determination of the names to be placed on the Referral List; this is true even
when the HR representative(s) and hiring department representative(s) disagree.
Additionally, in every case, HR will have at least equal representation with the
hiring department on the screening panel. Two conditions are placed on the
hiring department's representative(s) on the screening panel:
A. The representative(s) must be knowledgeable about the position to be
filled and the requirements placed on the position's incumbent; and
B. The representative(s) cannot serve as an interviewer or decision maker in
the department's decision concerning which of the eligible should be
hired.
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