A. 
Eligible lists shall be established as a result of examinations open to all persons who lawfully may be appointed to any position in the classified service within the class for which examinations are held and who meet the minimum qualifications requisite to the performance of the duties of such position as prescribed by the specifications for the class.
B. 
Transfer of Eligibility. Upon approval of the director of human resources, the names of individuals in the classified or unclassified service of another public agency operating a civil service or merit system may be placed on lateral transfer/other agency eligible list(s) for the comparable classes in the Placer County classified service.
In each case, the following conditions must be met:
1. 
The classification in which Placer County employment is contemplated must be substantially similar in job assignment and responsibility;
2. 
Prior to a conditional job offer being made, the individual must submit documentation from the other qualifying public agency confirming that:
a. 
The individual had been employed by the agency within one year prior to the date of his or her application to Placer County,
b. 
If classified, the individual held permanent status with the agency in a comparable job assignment,
c. 
If unclassified, the individual had been employed by the agency in a qualifying assignment for a minimum of six months,
d. 
The employment record of the individual has been satisfactory,
e. 
The individual has not been separated for cause,
f. 
The individual was appointed to the class from an eligible list resulting from a qualifying or competitive examination,
g. 
If not currently employed by the other agency, the individual is eligible for reinstatement to the prior agency;
3. 
The names of such individuals shall be placed on the lateral transfer/other agency eligible list and managed in accordance with Sections 3.08.170 (Definitions), 3.08.1090 (Separation and reinstatement) and 3.08.1150 (Reinstatement following resignation or voluntary demotion) of this article.
C. 
Reinstatement Eligible List. A permanent employee who has resigned in good standing or accepted a voluntary demotion may, within five years following the effective date of resignation or demotion, request that the director of human resources place his or her name on the reinstatement eligible list for a classification previously held or a vacant position in a comparable or lower class with equivalent minimum qualifications. This list may be considered by department heads in addition to the open eligible list but cannot take precedence over the promotional eligible list.
D. 
Alternate Eligible Lists. Whenever there is no eligible list for a classification, or whenever it is in the best interest of the county, the director of human resources may certify names to vacancies from eligible lists for related classifications provided that the required minimum qualifications of the related classifications are at least equivalent to those of the classification in which the vacancy exists. The names of the persons thus certified shall remain on the eligible lists on which their names were originally placed.
(Prior code § 14.1800; Ord. 5371-B, 2005; Ord. 5409-B, 2006; Ord. 5478-B (Attach. A), 2007; Ord. 5773-B § 1, 2015; Ord. 5991-B § 1, 2019)
As soon as possible after the conclusion of an examination, the director shall prepare an eligible list consisting of the names of persons successfully passing the examination. Names of candidates shall be placed on the eligible list in descending order of their final rank.
(Prior code § 14.1805; Ord. 5160-B, 2002; Ord. 5478-B (Attach. A), 2007)
Names shall be certified by the director to the appointing authority in the following order:
A. 
Re-employment lists.
B. 
Promotional eligible list.
C. 
Open eligible list.
D. 
Reinstatement Eligible. List shall be certified in addition to subsection C above and eligibles may be considered for appointment at the discretion of the appointing authority.
E. 
Lateral Transfer/Other Agency List. List shall be certified in addition to subsections C and D above, or in the absence of an eligible list.
Eligibles may be considered for appointment at the discretion of the appointing authority.
(Prior code § 14.1810; Ord. 5371-B, 2005; Ord. 5478-B (Attach. A), 2007; Ord. 6068-B § 1, 2021)
A re-employment list for permanent employees who have been laid off and probationary employees noticed of release from employment (pursuant to Section 3.08.1090(C)) shall be established to facilitate re-employment of employees laid off or released in accordance with these provisions. Rank order shall be determined by total county service from longest to shortest and shall remain in existence for a period of a minimum of one year and a maximum of two years.
(Prior code § 14.1815; Ord. 5478-B (Attach. A), 2007; Ord. 5549-B § 1, 2009)
A. 
Promotional Eligible List. The names of competitors successful in promotional examinations shall be placed on promotional eligible lists in the descending order of their final rank.
B. 
Noncompetitive Promotion.
1. 
The director of human resources may permit a permanent or probationary employee in a permanent allocation to be promoted on a noncompetitive basis if the minimum education and experience requirements in the higher class are met, the employee has received on-the-job training as a normal part of the lower classification in preparation for the higher level class, and the employee has standard performance ratings on file in their official personnel file.
2. 
Before any noncompetitive promotion may be made, the appointing authority shall file, with the director of human resources, a statement that the employee meets the minimum requirements as to performance, training and experience for the promotional position. The director may also require the employee to demonstrate that they possess the requirements for the higher class.
3. 
The director of human resources shall determine classes of positions from which, and to which, such promotions may be made within a class series of positions where the positions are allocated as either, or, i.e., I, II, III or II, III or I, II. Noncompetitive promotions shall not be made to positions within supervisory classes.
4. 
This section shall apply only to positions which have the same basic job title but different levels within class series of positions (junior appraiser, appraiser, probation officer I or II), and that have the same number of positions in the same department at the proposed promotional level as in the level from which the promotion is made.
(Prior code § 14.1820; Ord. 5160-B, 2002; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019; Ord. 6025-B § 3, 2020; Ord. 6068-B § 1, 2021)
The names of competitors successful in open examinations shall be placed on open eligible lists in the descending order of their final rank.
(Prior code § 14.1825; Ord. 5160-B, 2002; Ord. 5478-B (Attach. A), 2007)
The final rating on an examination shall be determined by the total of the scores received by each candidate for each part of the examination, based upon the relative value assigned to each part of the examination before it was given.
A. 
The names of all candidates achieving the same whole percentage score shall constitute one rank. Final ratings of fractional percentage points shall be rounded upward to the next highest whole percentage point.
B. 
Candidates are eligible for certification to the hiring department(s) when their scores are in the top five ranks of an eligible list. A veteran who receives a passing score on an open examination and who qualifies for veteran's preference under Section 3.08.785 is eligible for certification to the hiring department(s) when the veteran's points raise the score to within the top five ranks.
C. 
All candidates taking an examination shall be given written notice of the results of the examination process, including whether or not they received a passing score on the examination and their final ranking. Final rankings shall be reported as whole numbers, and candidates' positions within each rank will not be identified to the appointing authority or the candidates.
(Prior code § 14.1830(a); Ord. 5160-B, 2002; Ord. 5478-B (Attach. A), 2007)
The intent of this section is to assist veterans and disabled veterans who have either been separated under other than dishonorable conditions, discharged from a V.A. hospital as being fit for employment or have completed rehabilitative vocational training. This will be accomplished by adding a preference of five numerical points to the passing score attained in the examination by a veteran, unmarried widows, or widowers of veterans. A preference of 10 points not to exceed the total points possible will be added to the passing score attained in the examination by a disabled veteran or by the spouse of a disabled veteran who has been determined to have a disability of 80% or more. Veteran's preference shall apply to initial entrance into county service only or to a subsequent appointment in the event the first classification is abolished and the employee is laid off.
For the purpose of this section, "disabled veteran" means any person who served on active duty in the Armed Forces of the United States, who has been honorably separated and who has been declared by the United States Veterans Administration to be currently disabled to a compensable degree as result of a service connected disability.
For the purpose of this section, the term "veteran" means any person who served on active duty in the Armed Forces of the United States for a period of 30 or more consecutive days the beginning or ending of which was in time of war, or in time of peace in a campaign or expedition for which a medal has been authorized by the Congress of the United States, or in time of peace for a full enlistment period or a minimum of 24 months unless disabled, and who was separated from service under other than dishonorable conditions. The term "veteran" does not include any person who served only in auxiliary or reserve components of the Armed Forces or any person whose active duty in the Armed Forces was performed solely for training purposes.
Persons who elected a career in the Armed Forces and retired after 20 or more years of active military service shall not be eligible for veteran's preference.
(Prior code § 14.1830(b); Ord. 5478-B, 2007; Ord. 5991-B § 1, 2019; Ord. 6334-B, 8/5/2025)
A. 
Effective Date. Eligible lists shall become effective upon the certification by the director that the list was legally prepared and represents the relative ratings of the names appearing thereon.
B. 
Minimum and Maximum Life. Eligible lists shall remain in effect six months and may be extended by the director of human resources for additional three-month periods, but in no event shall a list remain in effect for more than two years. Continuous eligible lists shall expire by the end of the calendar year and a new continuous eligible list may be established the following calendar year, but in no event shall a continuous list remain in effect for more than one year.
C. 
Abolition of List. At any time the director of human resources may abolish a list.
D. 
Notification of Abolition. Any person on an eligible list that has been abolished shall be notified in writing of the next scheduled application filing period, if known.
E. 
Re-Employment List as Eligible List. For purposes of this section, a re-employment list shall be treated in the same manner as an eligible list.
F. 
When, in the opinion of the director of human resources, a list of eligibles does not meet the service demands but has not expired, the director may order selection procedures to provide additional eligibles, and all successful applicants shall have their names placed on the eligible list in the order of their scores.
(Prior code § 14.1840; Ord. 5371-B, 2005; Ord. 5478-B (Attach. A), 2007; Ord. 5991-B § 1, 2019; Ord. 6025-B § 3, 2020; Ord. 6218-B, 9/26/2023)
Names of eligibles may be removed from an eligible list by the director for any of the following reasons:
A. 
Fraud or false statements in the application or fraudulent conduct in connection with an examination.
B. 
Permanent appointment to a position in the class for which the eligible list was established.
C. 
After certification three times to the same department without appointment, provided such eligible is interviewed as a result of each certification.
D. 
Upon request, death, or upon resignation from the service of an eligible on a promotional eligible list.
E. 
Failure to appear or to arrange for an interview with an appointing authority within a reasonable time after notification of certification, or failure to appear for work after appointment.
F. 
Declination of an appointment three times in any given class in accordance with the conditions of employment specified by the eligible.
G. 
Whenever an eligible is removed, they shall be so notified in writing and informed of their right to appeal. This stipulation shall not apply to eligibles removed in accordance with subsections B and Dof this section.
(Prior code § 14.1845; Ord. 5478-B (Attach. A), 2007; Ord. 5683-B § 37, 2012; Ord. 5901-B § 2, 2018; Ord. 5991-B § 1, 2019; Ord. 6068-B § 1, 2021; Ord. 6218-B, 9/26/2023)
Eligibles may waive certification by giving written notice to the director. Waivers must be filed within five working days after the date of certification, and such name shall not be certified to an appointing authority until such waiver has expired or has been withdrawn. Waivers, whether continuous or otherwise, shall not be approved for a period of longer than one year.
(Prior code § 14.1850; Ord. 5478-B (Attach. A), 2007)
An eligible may file a conditional waiver of certification by stating the minimum salary or the particular location or department of service for which they wish to be certified.
(Prior code § 14.1855; Ord. 5478-B (Attach. A), 2007; Ord. 6068-B § 1, 2021)
Names which have been removed from eligible lists may be restored by the director for the duration of the list for the following reasons:
A. 
Acceptance of the reason for waiver of certification which had previously been rejected.
B. 
Acceptance of the reason for non-appearance for interview with the appointing authority after certification.
C. 
Upon request of an employee dismissed during a probationary period, if without fault or delinquency on his or her part.
(Prior code § 14.1860; Ord. 5478-B (Attach. A), 2007)
When it becomes evident that an omission or other error has occurred in the preparation of a list, a corrected list shall be prepared by the director and the erroneous list shall be canceled.
(Prior code § 14.1865; Ord. 5478-B (Attach. A), 2007)
The cancellation of an erroneous list shall not invalidate any appointment made therefrom if the name of the person appointed appears on the corrected list. Should such person's name not appear on the corrected list, they shall be treated as a provisional employee.
(Prior code § 14.1870; Ord. 5478-B (Attach. A), 2007; Ord. 6068-B § 1, 2021)