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6 <br />lGu w2. (?) 27'here are several select on approaches ava:.Zable. <br />ALL should measure the i.?;portart skiZZs, krcraledges, abilities, <br />and work behaviors needed for a job. Validated written tests, <br />assessment centers, structured interviews, and supplemental <br />self- assessment applications are being successfully used. <br />However, it may well be that no one approach will be suitable <br />for all jobs of the jurisdiction. The "content validity" <br />portion of the Uniform Guidelines appears to offer the greatest <br />practical Latitude for most jurisdictions. Adequate ,job analysis . <br />should insure the ,job relatedness of the approach(es) chosen. <br />(2) There is considerable Leeway granted in determining a <br />manageable number of eligibles to refer to hiring authorities; <br />however, provisions which would result in random appointment <br />from an entire list of eligibles with disregard for relative <br />abilities, knowZedges, and skills, would not meet the requirement. <br />Advantage should be given to the most qualified available <br />eligibles.) <br />(3) Requirement. ,lob related minimum requirements for entrance <br />to a class will be established wherever practical, and will <br />be met by all candidates examined, appointed or promoted. <br />(Guide. Program directors should be recognized as a vaZuable <br />resource, and used advantageously in determining minimum re- <br />quirements. Regular minimum requirements and competitive <br />procedures may be waived or Zimited to 'hire handicapped persons <br />who have physical or mentaZ impairment substantiaZZy Zimiting <br />a major Life activity. Minimum qua- Zificat ions and duties <br />may also be modified to perrrr�t trainees . J <br />(4) Requirement. Prior to receiving a permanent appointment, <br />each employee will satisfactorily complete a reasonable, <br />time limited probationary period. <br />(Guide. A probationary time Limit of less than three months would <br />guestion_=Zy give supervisors enough time to fairly assess <br />new erraloyees, while a period in e=cess of one year could be <br />questionr..bZy Lengthy. The empZoyees' performance shouZd be <br />cioseZy reviewed during the probationary period and positive <br />-"eed'oack given by supervisors or. bath accomplishments and areas <br />needing attention:, so that success is encouraged.) <br />(C) CAREER ADVANCE? ZNT <br />Requirement. Policies and programs affecting and effecting <br />promotions will consider all eligible employees within the <br />jurisdiction and adequately assure that all persons promoted <br />are cuali.fied. <br />(Guide. Internal career paths and advancement need tone <br />conscientiously attended. Persons may be advantageously re- <br />cru..ed -"rom outside the organization through open competition <br />where this wiZZ provias a:.il_:ties not available internally, <br />the organization will be enriched, or opportunities for under- <br />represented groups wiZZ be improved.) <br />