Chicago Park Disrict Human Resources Policy and Procedures ...

These conditions should not be interpreted to mean that the representative(s)
cannot communicate impressions concerning candidates to decision-makers in the
hiring process; this is, in fact both inevitable and allowable.
In rare instances, the Human Resources Manager may allow a hiring decisionmaker
or an interviewer in the decision process to also serve on the screening
panel. The necessity for this might occur for example, in small departments or
when the open position requires specialized technical or professional skills.
Before approving this overlap, the Human Resources Manager should ensure that
alternatives are explored (e.g., having a representative from another Park District
department serve on the screening panel; having an individual with the necessary
knowledge and technical skills from another governmental body serve on the
screening panel). Documentation must be placed in the hiring selection packet
when approval is given to having a hiring decision-maker serve on the screening
panel.
EXAMINATIONS
Use of examination results (i.e. scores) is an appropriate way to screen applicants
when the screening criteria for the position include examination. Examinations
are constructed, conducted and scored by Human Resources, though the hiring
department may be requested to provide input into the process. An examination
can take a variety of forms, including the following
Written Test
Performance Test
Credential Evaluation
Willingness Questionnaire
Oral Examination
PROCEDURE AND DOCUMENTATION
The examination is administered to all applicants. The applicants are sequenced
or grouped by score on the examination. The composition of the Referral List is
based on:
A. Applicants' score or the group to which they were assigned and
B. Number of eligible to be forward to the hiring department.
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