16
entire organization were analyzed and
similar positions were put in a com
mon "class.” A specification for each
class was then written, indicating the
common duties and setting standards
o f experience, training, and education
required to do the job efficiently.
Examinations were then formulated
on the basis o f these duties and qualifi
cations. Those employees already on
the staff o f the Public Welfare Com
mission at the inception o f the merit
system were "covered in,” i.e., allowed
to keep their positions, if they could
attain a passing grade in an appropriate
examination. Those incumbent em
ployees who did not attain this mini
mum grade were separated from the
service.
The rules o f the council require that
the examinations "shall be practical in
nature, shall be constructed to reveal
the capacity o f the applicant for the
particular position for which he is com
peting and shall be rated objectively. A
practical written test shall be included,
except that where peculiar and excep
tional qualifications o f a scientific or
professional nature are required, and
competition through an assembled ex
amination is impracticable, an unas
sembled examination may be held.” A n
unassembled examination is one in
which the qualifications o f the candi
date are ascertained by the critical
evaluation o f documentary evidence o f
education and experience. Such evalu
ation is usually the responsibility o f ex
perts in the field, retained for such
service. In the case o f clerical and
stenographic examinations, performance
tests evidencing the mechanical skills
needed in the position are standard.
For those in the service competitive
examinations have been given. Lists or
registers o f persons eligible for ap
pointment have been established for all
classes of positions. Names of eligibles
were arranged in the order of their fi
nal grades on the examinations.
When a vacancy occurs in any class
o f positions, the commission requests a
certificate of eligibles from the office
o f the Merit System Council which,
under Federal regulations, is located
separately from the commission office.
The merit system supervisor then sub
mits the three highest names on the
register, and the commission is permit
ted to make its selection from these
three.
If a person on the eligible register is
offered employment three times with
out acceptance, his name is taken from
the register. If a person on the eligible
register is considered for employment
three times without being appointed,
his name is taken from the eligible reg
ister. These practices are for the pur
pose of keeping the current registers
filled with eligible and employable per
sons. When a register of eligibles no
longer has three persons available for
employment, the register may be de
clared exhausted by the merit system
supervisor. A register may be declared
lapsed at the end of two years although
it has several eligible names on it. This
is, of course, to permit new persons in
the labor market to establish eligibility
for public employment.
I f a register of eligibles for a class
o f position has been exhausted and a
new one has not been set up as the re
sult o f an examination, provisional ap
pointments to positions of this class
may be made. Such appointees must
be persons who meet the minimum
qualifications as to training and exper
ience for the position. Such provision
al appointments cannot be for more
than six months’ duration. Provision
al appointees must take the first an
nounced examination for their posi-