For open examinations, public notice of examinations shall be given at least five business days in advance of the last date for filing of applications. For promotional examinations, notice of examinations shall be given at least ten business days in advance of the last date for filing of applications. Such announcements shall be posted on public bulletin boards in municipal buildings and in such other public places and in such other manner as the Human Resources Director may deem advisable.
(Ord. 16383, 1959-06-29; amended pursuant to Civil Service Board amendments, 1981-08-14; Ord. 26886 § 4, 2001-12-04)
All applicants for positions in the Classified City Service must file an application on the form prescribed by the Human Resources Director. All applications shall be filed within the time limit fixed in the official announcement of examination.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; Ord. 22719 § 1, 1982-06-22; Ord. 28283 Ex. A, 2015-02-24)
A. 
No person shall be admitted to any examination for a position in the Classified City Service until the person has filed an application as prescribed by the Human Resources Director.
B. 
Every person making application must meet the requirements as shown in the announcement of examination for the particular position for which the person is applying.
C. 
The Human Resources Director, after securing the recommendations of the appointing authorities concerned, may prescribe specific requirements necessary for the work to be performed, except that the following age requirement at the time of filing application is established:
Police Service: 19 but must be at least 21 at time of appointment.
D. 
On promotional examinations, the minimum requirements for eligibility shall be accumulated up to and inclusive of the day prior to the anticipated date of the establishment of the new list.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; Ord. 20132 § 1, 1974-06-04; Ord. 21332 § 1, 1978-05-09; amended pursuant to Civil Service Board amendments, 1981-08-14; Ord. 23118, 1984-02-28; Ord. 26016 § 1, 1997-01-28; Ord. 28283 Ex. A, 2015-02-24)
The Human Resources Director may reject any applicant:
A. 
Who lacks any of the minimum qualifications set forth in the examination announcement.
B. 
Who does not meet the medical or physical requirements of the position for which appointment is sought, with or without a reasonable accommodation.
C. 
Who has made false statement(s) in their application with regard to any material fact or has practiced or attempted to practice any deception or fraud in their application or examination, or in securing their eligibility, appointment or promotion.
D. 
Who was previously in the Classified City Service in the same or any other type of employment and was removed for cause or did not resign in good standing.
E. 
Who has used or attempted to use any political pressure to further their eligibility or appointment or promotion.
F. 
Who has been convicted of a felony or misdemeanor within the last seven years or admitted to criminal activity determined to have a direct relationship to the position for which application is made except that conviction of a felony shall automatically disqualify an applicant for any law enforcement officer position. The seven year limitation shall not apply to positions in the Police Department. Such rejection shall take into consideration the seriousness of the offense, its recency, and the age of the applicant at the time of the occurrence.
G. 
Who has been dismissed from previous employment for delinquency or misconduct.
(Amended pursuant to Charter § 6.14, 1980-01-29; Ord. 22989 § 1, 1983-08-23; Ord. 28082 § 1, 2012-07-31; Ord. 28283 Ex. A, 2015-02-24)
Any examination may be postponed or canceled at the discretion of the Human Resources Director. Each applicant shall be notified of the postponement or cancellation.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
A. 
No person shall be eligible for employment in the Classified City Service who is not a resident of the City at the time of their original appointment; provided, that the Civil Service Board may waive such residence requirements for employees in the Classified City Service when such waiver is deemed to be for good and sufficient reason among which the following shall be sufficient:
1. 
Where the nature of the employment requires residence outside the City.
2. 
When it otherwise serves the best interests of the City.
B. 
There shall be no residency requirement for regular or probationary employees in the Classified City Service who become candidates for open, competitive or promotional examination.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 26017 § 1, 1997-01-28; amended pursuant to Civil Service Board amendment, 1997-06-09; Ord. 28283 Ex. A, 2015-02-24)
A. 
In all competitive examinations, unless otherwise provided herein, veterans of the Armed Forces, as hereinafter defined, shall be given a preference by adding to the total passing grade, based upon a possible rating of 100 points as perfect, a percentage in accordance with the following:
1. 
Ten percent to a veteran who served during a period of war or in an armed conflict as defined in RCW 41.04.005 as now stated and as hereafter amended, and does not receive military retirement. The percentage shall be added to the passing grade until the veteran's first appointment. The percentage shall not be utilized in promotional examinations.
2. 
Five percent to a veteran who did not serve during a period of war or in an armed conflict as defined in RCW 41.04.005 as now stated and as hereafter amended, or is receiving military retirement. The percentage shall be added to the passing grade until the veteran's first appointment. The percentage shall not be utilized in promotional examinations.
3. 
Five percent to a veteran who was called to active military service from employment with the state or any of its political subdivisions or municipal corporations. The percentage shall be added to promotional examinations until the first promotion only.
4. 
All veterans’ scoring criteria may be claimed upon release from active military service. Provided that the veteran’s preference scoring criteria shall at all times be consistent with the provisions of RCW 41.04.010 as now stated and as hereafter amended.
B. 
As used in this section, veteran shall be defined as set forth in RCW 41.04.005 as now stated and as hereafter amended.
C. 
To receive such credit, a certificate or other authentic proof of service must be shown at the time of filing application or prior to the day of examination. The applicant must also certify on a form prescribed by the Human Resources Director whether he or she is receiving military retirement pay based on longevity.
D. 
In competitive examinations, where two or more candidates have equal qualifications, including performance evaluations, interviews, and other testing, preference must be given to the veteran, provided the veteran is not entitled to a scoring preference pursuant to this section.
(Ord. 16383, 1959-06-29; amended pursuant to Civil Service Board amendments, 1981-08-14; Ord. 23205 § 1, 1984-06-26; amended pursuant to Charter § 6.14, 2003-07-03; Ord. 28082 § 2, 2012-07-31)
Prospective employees shall be required to sign a written oath or affirmation that they will uphold the Constitution and laws of the United States and of the State of Washington and that they will comply with the City of Tacoma Charter and all ordinances of the City of Tacoma, and will faithfully and impartially discharge the duties of their position.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1972-01-22; Ord. 20432 § 4, 1975-05-20)
All examinations shall be impartial and shall relate to those matters which will test fairly the capacity and fitness of the candidate to discharge efficiently the duties of the position to be filled. Examinations may be assembled or unassembled, and may include written, oral, appraisal of experience and training, physical or performance tests or any combination of these. They may take into consideration such factors as education, experience, aptitude, knowledge, character, physical fitness or any other qualifications or attributes which enter into the determination of the relative fitness of applicants. Promotional examinations shall take into the consideration the quality and length of employment in the Classified City Service, in addition to any or all of the above factors.
Application and examination information available through the Personnel Department shall be equally accessible to all applicants.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; Ord. 23971 § 1, 1987-11-17)
Any applicant who meets the requirements as set forth in the examination announcement shall be eligible to compete in open competitive examinations.
(Amended pursuant to Charter § 6.14, 1980-01-29; added pursuant to Charter § 6.14, 2018-10-10)
The identity of all persons taking a competitive written test shall be concealed from the examiners by the use of an identification number which shall be used on all examination papers. This number shall be used from the beginning of the examination until the papers have all been rated. Any written examination papers carrying the name of the applicant or any other identification mark, or any candidate who reveals their identification number to the Human Resources Director or any member of the Human Resources staff, directly or indirectly, shall be disqualified and the candidate so notified.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
Appropriate professional techniques and procedures shall be used in rating results of examinations and in determining the relative ratings of the competitors. Final examination grades shall be expressed on a scale of 100 for maximum possible attainment and 70 the required passing grade. When oral tests are given, not more than 30 percent of the total weight shall be an evaluation of personal traits.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29)
The Human Resources Director may determine the minimum grade for any part or parts of an examination. Any candidate who fails to attain at least this minimum grade shall be considered to have failed the examination and shall not be examined on any further parts, if any are planned.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
A. 
No later than the end of the next business day immediately following an open examination, a candidate may submit a written challenge regarding the content of the examination by obtaining a challenge form from the exam proctor or the Human Resources Department and returning it completed back to the exam proctor or Human Resources Department. Within three business days immediately following a promotional examination, a candidate may submit a written challenge regarding the content of the examination by completing a challenge form and returning it to the exam proctor or Human Resources Department.
B. 
If the candidate demonstrates that a question should be reviewed because it is flawed, the Human Resources Director, or authorized representative, may eliminate the question or make such alterations in the answer key as deemed appropriate, or, the Human Resources Director may appoint a review board of qualified experts to recommend to the Human Resources Director if a question should be eliminated or an alteration be made in the answer key.
C. 
Each candidate who takes an examination shall be given written notice of the results and, if successful, of their final earned score (grade plus any applicable credits) and rank on the eligible list. Candidates shall have the right to inspect their examination papers within five business days of the postmark date of their notice of the establishment of the eligible list resulting from the examination. Such inspection shall be for the purpose of detecting errors in scoring only and shall be made in the presence of the Human Resources Director or authorized representative, and no notes shall be made by the candidate. An error in scoring, if called to the attention of the Human Resources Director or authorized representative within the inspection period, shall be corrected. Requests for inspections, corrections, or adjustments made after this five-business day period will not be considered. During said five-day period, no permanent appointments shall be made from any promotional eligible list.
D. 
A candidate aggrieved by the decision of the Human Resources Director regarding an examination may request a review by the Civil Service Board by filing a written notice of appeal specifying the item or items complained of and the reasons therefor within five business days from the postmark date of the notice to the candidate of the written decision of the Human Resources Director.
E. 
If the Human Resources Director appoints a review board of qualified experts to review any question on a written examination which a candidate believes is flawed, and the Human Resources Director concurs with its findings, the decision of the Human Resources Director regarding which answer should be used to score the examination shall be final. Any appeal from this decision to the Civil Service Board shall be on the basis that the members of the review board were unqualified to review the questions or acted arbitrarily or capriciously.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; amended pursuant to Civil Service Board amendment, 2000-06-07; Ord. 26886 § 5, 2001-12-04; Ord. 28283 Ex. A, 2015-02-24)
(Notification of results. Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1971-10-18; amended pursuant to Charter § 6.14, 1980-01-29; repealed by Ord. 26886 § 6, 2001-12-04)
Vacancies in higher positions in the Classified City Service shall be filled insofar as practicable by the promotion of employees in the Service. The Human Resources Director shall in each case determine whether an open, competitive examination shall be held or a promotional examination held among employees whose previous experience would be natural preparation for the higher position. For a promotional examination, the Human Resources Director shall establish previous service and other reasonable requirements for eligibility to take promotional examinations and shall publish such requirements in the examination announcement.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
Permanent employees in the Classified City Service who receive a passing grade on a promotional examination for appointment to the classified service shall have a credit for continuous service added to such grade.
Credit shall be given for continuous service based upon the total time served, up to a maximum of 10 years, in the class or classes declared to be in the line of promotion on the basis of one-fourth point to be added for each complete year of continuous service in said class(es). This credit shall be computed from the final filing date for the examination as set forth in the examination announcement.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29)
A. 
At the request of the Human Resources Director and upon the approval of the Civil Service Board the City may fill positions in the Classified City Service requiring unusual technical or professional qualifications without competitive examination. The waiver of competitive examinations shall be specific to a position or classification and shall be valid for no longer than one year unless extended by the Civil Service Board.
B. 
At the request of the Human Resources Director and upon the approval of the Civil Service Board the City may fill positions in the Classified City Service with persons who have completed an apprenticeship, training or certification program for training or certifying persons to qualify for that position when such program is approved by the Federal Bureau of Apprenticeship and Training Council or its equivalent, Washington State Apprenticeship and Training Council or its equivalent, joint labor/management training committee, or training or certification program approved by the Human Resources Director.
C. 
At the request of the Human Resources Director and upon the approval of the Civil Service Board the City may suspend the Classified City Service selection process and waive probation for the purpose of implementing classification reallocation to a higher class pursuant to the findings of a Human Resources Department classification study.
(Ord. 16383, 1959-06-29; Ord. 20833 § 1, 1976-08-03; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 24087 § 1, 1988-05-10; Ord. 24251 § 1, 1988-12-06; amended pursuant to Civil Service Board amendments, 1997-12-19; amended pursuant to Civil Service Board amendments, 2001-01-12)
Employees hired as apprentices or trainees into an approved, Federal, State, or joint labor/management training program will be subject to the following:
A. 
Apprentices or qualified trainees will be hired from Civil Service eligible lists and their probation shall be for a one year period, notwithstanding provisions to the contrary in Section 1.24.780 of this chapter.
B. 
Continued enrollment, advancement, and employment is subject to maintaining progress standards set by a joint labor/management apprenticeship and training committee, in accordance with the Standards of Apprenticeship registered with the Federal Bureau of Apprenticeship and Training, Washington State Apprenticeship and Training Council, or joint labor/management training committee.
C. 
Notwithstanding any other provisions in this chapter to the contrary, an apprentice or qualified trainee who fails for any reason (e.g., medical, performance, aptitude) to successfully complete any of the required steps of the program (in a probationary or nonprobationary status), or does not receive a permanent appointment to the target journey-level classification after three certifications, will be separated as follows:
1. 
An employee who previously held permanent Civil Service status in a lower classification prior to beginning the apprenticeship or training program shall be returned during their probationary period to a position in that classification, unless separated under Section 1.24.940, Disciplinary Action.
2. 
If no lower Civil Service classification was held at the time of enrollment into an apprenticeship or training program, the employee will be separated from City service.
D. 
Notwithstanding any other provisions in this chapter to the contrary, an apprentice or trainee who successfully graduates from an approved apprenticeship or training program and is appointed to the respective journey-level class, shall serve probation for the journey-level class during the last six months of the approved apprenticeship or training program.
(Ord. 24419 § 1, 1989-08-29; amended pursuant to Civil Service Board amendments, 1997-12-19; Ord. 28283 Ex. A, 2015-02-24)
The Human Resources Director is authorized and empowered, subject to the approval of the Civil Service Board, to designate certain existing entry-level positions in the classified service as vacancies occur as noncompetitive training appointments for persons with severe disabilities. Each vacancy must be individually and separately designated. After such designation, the specific vacancy may be filled by persons duly certified as eligible for such appointment to said training positions for which the Civil Service Board has waived competitive examinations. Upon the certification of the position and the granting of said waiver, the Human Resources Director shall be authorized to recommend to the appointing authority the appointment of one or more designated applicants with a severe disability. Such recommendations shall be based on an evaluation of the applicant’s education, technical skills, aptitude, background, personality traits, necessary job accommodations, and such other factors as the Human Resources Director deems appropriate.
Persons hired under these provisions shall serve a minimum of one calendar year probationary period. Upon successful completion of the probationary period, the Human Resources Director shall be authorized and empowered subject to the approval of the Civil Service Board, to redesignate the trainee position as a regular classified position and to grant status in the classification and position to the incumbent who held the trainee position.
For the purposes of this section “persons with a severe disability” are defined as persons with physical, sensory or mental impairments which would impede the person in performing a major life function. The impairments must be material rather than slight; static and permanent in that they are seldom fully corrected by medical replacement, therapy, medication, or surgical means.
(Added pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
The Human Resources Director is authorized and empowered, subject to the approval of the Civil Service Board, to designate, for limited periods of time, certain existing entry-level positions in the classified service as trainee positions, and to reclassify the same to a specific trainee class.
After reclassification of such positions, vacancies occurring thereafter may be filled by trainees duly certified as eligible for appointment to said trainee positions. In certifying said positions as eligible, the Civil Service Board may, for good cause shown, waive competitive examinations. Upon granting of said waiver, the Human Resources Director shall be authorized to recommend to the appointing authority the appointment of one or more designated trainee applicants. Such recommendations shall be based on an evaluation of the applicants’ education, technical skills, aptitude, background, personality traits, and such other factors as the Human Resources Director deems appropriate. All such appointees shall be considered probationary employees during their period of employment in the trainee position. Such probationary periods shall be for one year and may be extended by the Human Resources Director for the purpose of establishing an eligible list for a permanent appointment to the position. Such extensions shall not exceed a four month aggregate period of time.
(Ord. 19744 § 1, 1973-01-16; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)
Any person who competes in an examination for a particular class shall not be eligible to compete in another examination for the same class within six months of the establishment of the eligible list resulting from the first examination unless otherwise authorized by the Human Resources Director.
(Ord. 16383, 1959-06-29; amended pursuant to Charter § 6.14, 1980-01-29; Ord. 28283 Ex. A, 2015-02-24)