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The Selection Process

The rules governing selection require that all employees be selected and promoted through a competitive examination of merit and fitness. The end result of the selection process is to arrive at a top group of three (3) applicants from the applicant pool for the appointing authority (supervisor who is hiring for this position) to select from. The top group of three (3) applicants is derived from testing and/or other assessments of applicants' knowledge, skills, abilities and other characteristics needed to successfully perform the job.

 

 

Typically, the process of arriving at a top group of three (3) individuals follows the following architecture:

 
Selection Process Flow Chart

 

1. Position Announcement
2. Accepting Applications
  • The Colorado Department of Public Health and Environment is an Equal Opportunity Employer (see Diversity Policy)
  • The department's Office of Human Resources accepts applications only for announced positions.
  • Applications for announced positions will be accepted until the closing date advertised on the job announcement.
  • Unless the job announcement states otherwise, you must be a resident of Colorado to apply.
3. Application Screening
  • Submitted applications are reviewed to identify applicants meeting the minimum requirements listed in the job announcement.
  • All applicants who meet the minimum qualifications for a posted position are invited to participate in a fair and open competitive examination of job-relevant competencies.
  • Applicants who do not meet the minimum requirements are notified by electronic mail of their status.
4. Examination Process
  • When filling a vacant position, the state of Colorado requires the use of an examination process to identify the top three candidates.
  • If three (3) or fewer candidates meet the minimum qualifications of the position vacancy, the minimum qualifications are the exam and all of the applicants are referred to the supervisor for interview.
  • However, if more than three (3) applicants meet the minimum qualifications, an examination of job-related competencies must be used to determine the top three (3) candidates.
  • The number and types of exams chosen for this process will depend on the job class of the position vacancy and the total number of qualified applicants competing for the position.
  • Applicants will be notified of their status following test results.
  • Generally, applicants continuing in the process will not receive a notification with a score, but rather a notification regarding the next step in the exam process.

 
5. Supervisor Review and Consideration
  • The top three (3) candidates identified via the examination process will be referred to the supervisor of the position vacancy for interview.
  • The supervisor of the position vacancy will make the hiring decision.
  • Typically, supervisors interview each of the candidates on their referral list. However, a supervisor is not required to interview each of the candidates before making a hiring decision.
  • A review of each candidate’s resume and an interview with the candidate who is deemed the best fit for the position sometimes is sufficient to make a hiring decision.
6. Job Offer
  • After careful consideration of each candidate, the supervisor makes the final decision.
  • Depending on type of work performed in the position, a job offer may be contingent on the results of a drug test, physical examination and/or criminal background check.

 

Please Refer to:

 

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