If the issue involves examinations, classifications, timing of merit increases and administration of wage rates, or performance appraisals, the following procedures shall be followed:

  1. Performance Appraisal

    1. Employee discusses rating with the supervisor during the Performance Appraisal Conference.
    2. Employee discusses rating with the appointing officer within 15 days of Performance Appraisal Conference.
    3. If all attempts to resolve the problems with the department are exhausted, an appeal may be made before the Civil Service Commission.
      1. Within 15 days of the decision of the appointing officer, the employee must appeal in writing to the Civil Service Commission.
      2. Appeal may be based only upon alleged:
        1. Prejudice or bias, and/or
        2. Inadequate knowledge of employee's capabilities and performance on the part of the rating officer.
    4. Civil Service Commission Appeal Hearing:
      1. The Human Resources Director or designee acts as secretary.
      2. A verbatim recording is made and kept for one year.
      3. The Commission may order a new review and state by whom it shall be done.
      4. The Commission may uphold the appraisal as originally made.
      5. The Commission shall direct the Human Resources Director to notify the appointing officer and employee of its order within 10 days of the conclusion of the hearing.
  2. Examinations
    1. Errors

      1. An incorrect answer on the scoring key may be corrected if brought to the attention of the Office of Human Resources within 10 working days following the competitor's review of the questions and answers. This may be orally or in writing.
      2. A scoring error may be corrected if brought to the attention of the Office of Human Resources, either orally or in writing, within 10 working days following the competitor's review of the scoring.
    2. Challenges
      1. If a candidate has reason to believe they have been unfairly treated or that their answer is correct, despite the disagreement of the Office of Human Resources, the candidate should send a letter to the Human Resources Director stating their concerns. This appeal must be made within 20 days of the initial discussion. (See Errors 1 above)
      2. If the Human Resources Director finds in favor of the Office of Human Resources, the candidate may request a hearing before the Civil Service Commission. The request should be in writing and should state the specifics of the issue. This appeal must be made within 10 days of the Human Resources Director's finding.
      3. The procedures in III A.3. is then followed. (Excluding III A.3.b)
  3. Classifications
    1. Challenges

      1. If an employee has reason to believe their job has been unfairly or inadequately audited, despite the disagreement of the Office of Human Resources, the employee should send a letter to the Human Resources Director stating their concerns. This appeal must be made within 20 days of the employee learning of a classification decision by the Human Resources Office.
      2. If the Human Resources Director finds in favor of the Office of Human Resources, the employee may request a hearing before the Civil Service Commission. The request should be in writing and should state the specifics of the issue. This appeal must be made within 10 days of the Human Resources Director's finding.
    2. Hearings
      1. The Chair of the Civil Service Commission presides over the hearing. The request for hearing must be sent to the Civil Service Commission, c/o Office of Human Resources, 400 City Hall Annes, 25 West Fourth Street, Saint Paul, MN 55102.
      2. The Human Resources Director or designee acts as secretary to the Commission.
      3. A verbatim recording of the Commission proceedings is made and kept three years.
      4. The Commission may uphold the classification decision as originally made by the Office of Human Resources.
      5. The Commission may order a new audit of the position.
      6. The Commission may determine an appropriate classification for the position based on evidence and testimony presented.
    3. The Commission directs the Human Resources Director to transmit its written decision to the appointing officer and grievant.

Last Edited: July 7, 2016