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Conducting a Merit System Examination involves a highly technical set of steps with the objective of ensuring that the examination content, methods and weights are directly related to the requirements of the job.

The �������ϲ� uses a competency-based approach for��examination development. This means that we identify the critical tasks and responsibilities of a job and determine what knowledge, skills, abilities, aptitudes, capabilities, or other personal characteristics (competencies)��are necessary to successfully complete those tasks. Once we have identified the competencies, we develop a selection process that will detect and measure them in the most effective and efficient manner.

As part of the selection process for classified employees,��you will participate in one or more of the following competency-based exam components.

The T&E is conducted by qualified raters who are highly knowledgeable about the requirements of the job. The raters follow a structured rating process for assessing the degree of a match between preset job readiness standards and the candidate’s background information. Raters limit their evaluation to the application material that has been requested of all of the candidates and rely entirely on what the candidate presents in their application materials. Since the T&E is solely scored based on the candidate’s application and materials, below are some suggestions of what you can do to prepare your application for submission.

• Carefully read the job bulletin. Be sure that you meet the minimum requirements.
• Starting with the most recent, list all relevant experience you have had by each job title and employer. Do not merge different jobs under one title.
• Be specific, clear, and accurate on the relevancy, level, complexity, scope, quantity, quality, depth and breadth of your education and experience. Vague generalities do not earn points in a T&E.
• Honesty is the best policy. Your subsequent interview and reference checks will reveal any misleading information you may have provided. Anyone who misrepresents qualifications is subject to immediate disqualification and possible barring from taking any other exams with �������ϲ�.
• Put yourself in the position of the rater: What does your application packet say about you to someone who has no prior knowledge of your background and accomplishments?
• Go over your application (and any additional requested information) before you submit it to be sure you have provided all requested information.

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The T&E is NOT a determination of whether the candidate meets the minimum requirements; rather, the T&E is one method for determining who are the better qualified among those who have demonstrated they meet the minimum requirements.

A written multiple choice test measures specific knowledge areas that are important to a job (e.g., knowledge of the industry, equipment, safety rules, and regulations, etc.). A written test also evaluates how prepared a candidate is for the job responsibilities and duties. A written test consists of multiple-choice questions and answer choices. It can be given in a paper and pencil format or on a computer.

Preparing for a written employment test may seem difficult since you��will not be given any study material or��told��what will be on the test. However, there are some things you can do to prepare for the test.

• Read the job bulletin and study it carefully. The job bulletin states the minimum requirements for the position, provides an idea of what the job entails, and the skills, knowledge, and abilities that are needed to successfully perform the job.
• Study any subject area listed in the job bulletin by reading text books, manuals, professional publications, and applicable safety regulations, since these areas are likely to overlap with the written test content.
• Read up on common practices of the industry, types of equipment used, rules and regulations, latest trends of the field, etc.

A performance test is an applied test where previous hands-on experience and “how to” skills are invaluable. If you have extensive experience performing the most common job duties of the field, you are likely to do well on the test. The best way to prepare and score high on a performance test is to know how to do the job and know how to do it well.

The type, structure, and content of the performance test can vary greatly from job to job.��Below are some common types of performance tests:

• Job Task: Candidates are tested on different job tasks. The test is designed to include a set of well-structured tasks that highly resemble real parts of a job. For example, a Grounds Maintenance Worker may be asked to trim a hedge or a Web Developer may be asked to create a webpage.

• Writing Skills: Candidates are asked to prepare a written document (memo, report, summary, plan, etc.) using a provided computer in a controlled setting with supplied information or materials.

• In-Basket: Candidates sort through a manager’s “in-basket” of letters, memos, e-mails, and/or reports describing problems and scenarios. Candidates are asked to review them, prioritize them, and respond appropriately with memos, action plans, and problem solving strategies.

• Office Proficiency Assessment Certification (OPAC): Candidates are tested on office skills (e.g., word processing, spreadsheets, computer applications, data entry, typing speed, proofreading, reading comprehension etc.). This test is administered on a computer.

• Physical Abilities: Some jobs require general physical abilities such as lifting, pushing, pulling, climbing, crouching, crawling, reaching, balancing, eye hand coordination, manual dexterity and steadiness, etc. When physical abilities are essential job requirements, they may be tested in a standardized environment and using standardized equipment or materials. At all times, safety will be a primary consideration in the design and administration of the test. In the event of a safety concern (e.g., the candidate doing something that puts him/her at risk), the testing may be terminated.

• Presentation: This type of performance test is usually included as part of the interview. The candidate will be required to prepare a brief presentation on a job related topic to the interview panel.

• Role Play: This type pf performance test is usually included as part of the interview. The candidate will be asked to pretend that they already have the job and they must interact with another employee or client to solve a problem. For example, a candidate may be asked to play the role of a supervisor, to show how they interact with an employee.

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A structured interview (also called an oral exam or technical interview) consists of standardized job-related questions asked of all candidates. Structured interviews are conducted by an interview panel consisting of at least two people and��is��designed to predict future job performance on the basis of applicants' oral responses to oral inquiries. During this process, the interview panel will ask you and all the other candidates the same set of structured job-related questions. However, during the interview, the panel may ask follow-up questions as necessary in order to clarify and expand on your answers.

Here are some “tips” to performing well in the interview.

• Review the job description. This provides a detailed description of the job requirements of the position for which you are applying.
• Your responses to the questions should be organized and complete. Keep in mind that the raters will only assess you based on the information you provide during the interview.
• Your responses should be focused and succinct. Rambling or repetitive responses will affect the time budget of the interview and tend to create a negative impression of your communication skills.
• Provide specific examples of your past experience which relate to each question. For example, to answer questions regarding your ability to get along well with others, responses such as: “I always get along with everyone”, or “Everyone likes me”, do not provide the raters with sufficient information. Cite examples of how you have handled difficult situations.

Below are some typical types of interview questions:

• Technical Questions: Candidates are asked questions pertaining to how they would handle job knowledge. Interviews tapping job knowledge offer a way to assess a candidate's current level of knowledge related to relevant implicit dimensions of job performance. For example, “As an Instructional Lab Technician you will be responsible for providing a safe laboratory environment for students, staff, and faculty. What methods would you employ to ensure a safe working environment?”

• Behavioral Questions: This technique involves asking all candidates standardized questions about how they handled past situations that were similar to situations they may encounter on the job. For example, “Describe a situation in which you were responsible for managing multiple projects. How did you prioritize your tasks and manage your workload?

• Situational Judgment Questions: Candidates are interviewed about what actions they would take in various job-related situations. For example, “Suppose you are responsible for updating the department’s payroll report every Friday by noon. One employee is always late providing you the information you need. How would you handle the situation?”

Once you find a job you are interested in, click the job title to read the job announcement which includes a description of the job, information about the current vacancy, the minimum qualifications for the job, as well as information about the examination and selection process.

When you are ready to submit an application, click “APPLY” in the upper-right hand corner of the page. You will receive an email confirmation once you have successfully submitted your application.

All of those assignments are temporary, but are filled and used in different ways:

A limited-term assignment��is used to fill-in for an employee who out on leave (the assignment can last as long as the employee is out), to fill a vacancy or as extra help (the assignment cannot last longer than six months if it is used to fill a vacancy or as extra help). Limited-term employees are selected from an eligibility list.

A provisional assignment is used to fill an existing vacancy. A provisional assignment cannot last more than 90 working days. Provisional employees only need to meet the minimum qualifications to be appointed in a provisional assignment.

A professional expert assignment is used when a specific project requires specialized skills or knowledge that do not fall under a regular District job.

For more about information these types of assignments, visit our Temporary Employment page.

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Please note that we do not��recommend using��an iPad to access the application system and the Safari browser on the Apple Operating System may cause glitching when using the application system.

If you are still experience��difficulties with the application system, please call customer service at this number: 855.524.5627.��Unfortunately, our staff is not able to assist with troubleshooting issues related to your computer or internet connection.��

Yes. However, you will need to have your foreign degree evaluated by an approved agency and attach the agency evaluation with your transcripts to your application.

For a list of approved agencies, please visit����for a directory of NACES members.

Once the posting closes, your application will be reviewed to ensure that the Minimum Qualifications are met. Please note that you will not be able to provide additional information after you have submitted your application.

Applicants who meet the minimum qualification will receive an invitation to participate in the examination. There may be more than one exam component, so you must be successful each exam component to be invited to subsequent exams. Each examination process will include a structured interview, which is usually the final exam part.

Please make sure that any files you attach��can be opened and are readable before you submit your application.

No. We are not able to accept any additional information after you have submitted your application.

Please review the job bulletin carefully and ensure that you have included all the information required before submitting your application. You will not be able to edit or add information or attachments once you have submitted it.

Please note that if you submit more than one application for the same job, the first application you submitted will be the only one that is considered.

Final scores for the examination process are determined and an eligibility list is created. An eligibility list includes all the candidates who were successful through the entire examination process. The candidates are placed in rank order based on their final scores. Each rank may contain more than one candidate if multiple candidates have the same final score.

You can email your request to HRMail@vcccd.edu to set up an in-person or by phone review with the analyst in charge of the exam.

Please note that questions, items, scoring keys, rater notes, and rating criteria are confidential and cannot be shared.��Only your score(s) and evaluation forms (if applicable) can be reviewed.

The email you received will have an appeal form attached and you have three business days to complete and return the appeal form.��

Personnel Commission Rule 137 outlines the qualifying basis for appeals. Please note that disagreement with your score is��not��a basis for an appeal.

You will be reviewed and you will be notified in writing with the outcome.

The candidates in the top three ranks of the eligibility list (who are willing and able to accept the assignment based on location and employment preference:��full-time, part-time, temporary) will be contacted by the hiring department to set up a final selection interview.

Following the final selection interviews, the hiring department will conduct reference checks on the candidate they are selecting and then will extend an offer of employment.

If candidates are unable or unwilling to participate in the final selection interview, the hiring department may consider additional ranks.

If positions at different locations and/or with different employment preferences become available, you��may be contacted by other��hiring departments while you are still on an active eligibility list.

Eligibility lists typically last for one year from the date they are established and will be used to fill any vacancies that arise during that time.

Human Resources will contact you to be fingerprinted and cleared by the Department of Justice and you will need to submit proof of passing a Tuberculosis test. Prior to starting in your position you will also be scheduled to attend a New Hire Orientation which will provide you with additional information regarding benefits, salary, and paid time off.

If you still have questions after you have received your offer of��employment, you can email��HRTech@vcccd.edu or call 805.652.5530.

All new employees start on step 1 of the appropriate salary range. However, you do not need to request advance step��placement as your application materials will be reviewed and you may be eligible for advanced step placement based on any additional related education and/or additional comparable experience.

Personnel Commission Rule 290 has more information about salary placement.