85-1575 WNITE - CtTV CLERK • �
PINK L�FINANCE G I TY O F SA I NT PA U L Council
f.1NARV�� Q�PARTMENT (��_��jr�
BI.UE - MAVOR ., Flle NO. Q �
KS�- 12/9/85 ouncil Resolution
Presented By • •
Referred To Committee: Date
Out of Committee By Date
WHEREAS, the Satnt Paui C1ty Caunc# i passed a Civii Service reform
resolution, known as C.F: No. 85-1575, on November 26, 1985;
Now, therefore, be it
RESOLVED, pursuant to the City Charter; the Sai�t Paul City Councii
does hereby reco�sider and repass the foilowing resolution:
Amenc�nents to Civil Service Ruies pertaining to
Announcements of Positions Availabie, Application
Requirements, Examination Procedures, Eligibie
Lists a�d Filling Vacancies.
4. ANNOUNCEMENTS OF POSITIONS AVAILABIE
Announcements of ex�nination for positions shali be posted for at
least th;rtv �en caiendar days and shall indicate the foilowing:
1. The kinds of tests and examinations included in the
examination, and the relative weight assigned to each.
2. Those tests which are cort�etitive, and those which are
qualifying.
COUNCILMEN Requested by Department of:
Yeas p�� Nays
Masanz [n Favor
Nicosia
Scheibel
Sonnen A gainst BY
Tedesco
W i Ison
Form Approved by City Attorney
Adopted by Council: Date
Certified Passed by Council Secretary BY
gy,
Approved by �Navor: Date Approved by Mayor foc Submission to Council
By By
- �� � : , � �,`-�=,s�
Page 2 of 10
5. APPLICATION REQUIREMENTS
5.A FILING APPLICATIONS
Applicants must compiete appiications furnished by the Personnei
Office. No applications shatl be accepted after the deadline
specified in the officiai announcement; however, incomplete
applications may be amended. Applicants, eligibles and er�loyees
must notify the office of changes in address.
Applicants must comply with all laws and ordinances in any way
affecting employment in the positions for which they appiy. The
Personnel Office may require the presentation of certificate of
competency, licenses, or other evidence of special
qualifications.
5.8 AGE
Except as otherwise provided by State Law, the E�v+� Se�°v+es
Eemm#���eR Personnel Director may, at +�9 his or her discretion,
fix any reasonable age limit as a requirement for entrance to
examinations. Such age limits shall be published in the official
notice of examinations. No person shall be kept on an eifgibie
register whose age does not conform to the age requirements.
5.0 EDUCATION
In any examination in which the applicant intends to fulfill the
minimum requirements with an academic degree, applicants may be
admitted to the examination if they are in their last school year
prior to graduation at the required level in the required field;
however, any such candidates who attain places on the resulting
eligible list shail not be certified to any vacancy until they
have graduated.
5.D RES�BENEE
S+Aee ernp�eyees �n �he F��e 6redp end �he Pe�#ee 6+°edp at�e
sdb�ee� �e reea�� #n er�e�gene#e9 and �nd��; �#�erefere; be readfi�y
eva#�ab�e; sdep emp�eyees she�� be bene f#ele �°e9#den�9 ef aR er�ea
whi�eh ahe+� #ne�dde �he fe+�eM�Rg:
,. .' . , . , ' /���'�-/.5_7�,
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Page 3 of 10
�R MfiRRC'9e��
Re�+aey EedR�y; W8919�R��6R Eedn�y; ARel�a Eedfl�y: 9eke�a Eeen�Y;
�ae� per� ef Henneptn Eedn�y Nq�eFi �#e� eaa� ef HtgpHay �8�; �ha�
per� ef Ehtsege 6een�y wh#eh �#es �ed�h ef H#ghNey 95� end �he�
pe�°� ef 6ea�� 6edR�y KH�eh ��Fes ees� ef EedA�ry Reed �� f�p�#r�g
�el�e Reedi eRel ne��h ef EedR�y RoaeJ ��.-
�-n W#seen�+n
S�.- 6�°e+x 6adR�y; �he� pe�°� ef Pa�{t Eedn�y Nh#eM �+e9 9ed�h ef
H.-S.- HfghNey 8 end Ne'� af Hfigpaey 46; end �het par� ef P#e�ee
Eadr��y wh+eh +te9 Ne9� ef d:S.- H#ghNey 63.-
Errery e�essfiffied en�p�eyee tn �he Ftre 6�°edp and �he Pa��ee 6�adp
Khe �fi+des ad�9fide ef �ae e�°eas eJesertbed fin �he preeed�ng
peregreph� e� �he ��me ef eppetn�men� mds� beeeme a bane f�de
resteJen� ef �he preser�bed e�°ees w��h�n s-�x rnen�hs ef �be
ee��e�#en ef hf9tper prebe�ter�e�°y pe�°�ed.-
Applicants for original entry to a posit{on in the ciassified
service of the City of Saint Paul who have been a resident of the
City of Saint Paul for at least one year immediately prior to the
date of the examination for said position shaii receive an
additional five points on their examination score, provided that
the applicant must attain a passing grade before the additional
five points are added.
�n emp�eyee fe��fiRg �e mee� �Fie res#deney �eqd�remeR� sbe�� be
deemeeJ �e be #nsdbardfine�e anel gd+��y ef rn#'eandne� and �ha�� be
9db�ee� �e ed�emat+e fe�fefi�d�e ef ernp�eymen�.- An e��eyee
�e�n�fina�eel fe� fe#�ere �e mee� �he �es�deney �eqefiremen�s s�+e��
have �he ��ga� �e e hee�°�flg �e de�erm�ne Nhe�he�° �he re�#deney
reqd��en+en� Ne9 me�.-
Fe�° �ae pd�pa9e ef �Mfis See�fian; e �empe�°e�°y �emn+er re9�denee
ed�afide �pe 6+�y er� ebeve elesertbed a�ee be�Neen �pe de�e9 af
Mey +5 and �ep�er+�er �5 ef eny yee� N+�� Ae� be eer►$#de�ed a�
be�ng nen-�°ea#eleney.-
5.E CHARACTER AND FITNESS
Character of eligibies shali be investigated and references
verified in advance of certification. Such investigation shall
be made with respect to the activity of the list, and the inquiry
shall be periodically updated.
�' � ' . �. . � � �,�--�s=,�s�.s-
Page 4 of 10
No eligible shall be removed from any etigible register for
insufficient references or because of unsatisfactory references
or personal quatifications, except upon recommendation of an
advisory reference committee canposed of five persons to be
selected pursuant to the provisions of the City Charter.
Eligibles previously discharged from the City service shall be
called to the Personnel Office to make expianation. In defauit
of such appearance or in case of unsatisfactory explanation,
their names shall be excluded from the eligible list.
No person who has been separated from the public service because
of fault or delinquency on his/her part shall be a�nitted to any
examination or certified to any position for at least one year
after such separation.
5.F FALSE STATEMENTS
Any false statement made with the intent to cortmit fraud, any
fraudulent conduct, or any attempted deception by an applicant or
eligible, or by others with his/her connivance, in any
appiication, paper or document submitted to the Personnel Office,
or in any examination, shall bar such appticant or eligible from
further examinations for at least two years; and, in addition, if
such person has his/her name enrolled on any eligible or
promotion or reinstatement register, such person shall forfeit
his/her rights in any and all registers on which his/her name
may appear, provided that the name of no person shail be removed
from a register without first having an opportunity to be heard
on his/her own behalf.
In the case of connivance, all parties thereto shall be deemed
equally guilty under this Section.
5.G PENSIONERS
No person receiving a pension, other than a disability or
survivor's pension, from any pension fund toward which the City
of Saint Paul contributes shail be eligible for empioyment, or
for reinstatement, or r�eemployment as a regular empioyee while
receiving such pension benefits; nor shali such empioyee become
eligible for reinstatement or reemployment if he/she has received
such pension benefits by waivi�g such benefit rights.
`' ' � �. �� , �.i=�5=�s�s�
Page 5 of 10
5.H MEDICAL
The 6#vt� �erv�ee EOfIMN�S9�9R Personnel Director may establish
medicai standards but only for the purpose of determining the
applicant's ability to perform the essential job functions of the
position for which he or she is applying.
6. EXAMINATION PROCEDURES
6.A CONDITIONAL ACCEPTANCE FOR EXAMINATION
An applicant may be conditionally permitted to complete an
examination. if such conditional acceptance is for the purpose of
enabling him/her to submit additional proof of his/her ability to
meet quatifying requirements which are of a non-co�etitive
nature and not part of the direct examination used to determine
the relative standings on the eligible list. No person whose
name is on any eligible list conditionally shall be certified
until that person has complied with all requirements.
6.B EXAMINATION CONTENTS
The examinations shail contain only those tests and evaluations,
which in the judgment of the Director, according to merit
principles, will fairly test the relative ability of the
applicants to properiy perform the duties of the position.
Al1 examinations shall be competitive.
Examinations may contain sub3ective, ob,�ective, written. oral
tests; oral interviews; practical or demonstration tests;
physical tests; or evaluations of the applicant's fitness, past
training, or experience to perform the duties of the position.
The total number of points possible in any examination shall be
one hundred. �r►d�v�elda� �e9�s dsed es a pe�°� ef en exem#ne�feR
may be e��he� eernpe�#�#ve er qtle��fy�ng.-
Notwithstanding � provision of these rules to the contrarv, ail
entry level and promotionat examinations for positions in the
Department of Fire and Safety Services which are to be filled �
sworn personnei shall be competitive in nature.
The weight of any oral test shaii not exceed 30� of the
examination, however, this restriction shali not apply in
examinations for any position listed under the
Professional/A�ninistrative Non-Supervisors, the Professional/
Administrative Supervisors, or the Technical Groups.
►• • - � � _ � �� ��-i�-�s-
Page 6 of 10
Oral tests may be of the question and answer type used to test
the candidates' knowledge of the duties of the position in
question, or may be of the interview type used to test the
candidates' personal fitness for the position in question. When
oral tests are used, they shall be rated, whenever practicable,
at the discretion of the Director, by the use of and in
accordance with standardized rating procedures especially
designed for such purpose.
In addition to the tests used for original entrants, or in lieu
of some of those tests, ratings of service and seniority may be
used for prom�tion candidates, and these may be assigned such
weights as the Oirector may judge proper.
6.0 EXAMINATION ADMINISTRATION
All examinations shall be prepared and held under the direction
of the Director, who may designate City ert�ployees or empioy
persons from outside the City as special examiners to assist with
the preparation, conduct, or grading of any examination.
Records shall be kept for one year of examinations, questions,
and applicants' answers. In the case of oral tests, records also
shall be made, so far as practicable, of all conversation and
discussion between applicants and examiners.
6.D EXAMINATION RA��N6 SCORING
All applicants whose genere� average ratfings scores are less
than 75 percent correct in the examination taken as a whole, or
in any test or evaluation which is part of the examination if so
published in the official announcement, shall have failed in the
examination, and their names shall not be disclosed.
+n en exaini�ne�#an for wp�eh en e�°e� �n�e�v�eN �Fs e �db�eets �he
6+vt� Serv�ee Eenrn��sfian n+ey p�°ev�de �he� en�y a de9fgne�ed
n�er ef eene!#ela�es hev#ng �he p#ghe�� ave�°age re��ng ef �5 e�°
n+o�°e fn �be o�he� sdb�ee� e�° sdb�ee�s ef �be @fl8M�R8��9R; �pe�-F
be e�4gfb+e �a pat���efipa�e +n �he ere+ tf1�C1'V�CF/# I%P9d��JCEI'4
hevredew� �he� adeh Ae9+gne�ed ndmber �he�+ be ptl���91,eP� �R �he
eff�e+e� annedneemen� ef �he exer�+na�#an.-
Both promotion and original entrance examinations, including any
oral test or evaluation, shall be marked according to the same
standards.
�� - � � .� . � �'.s-��-��_
Page 7 of 10
in the case of all competitive examinations i9 ve� pursuant to
these rules, all tests shall be rg aded on the basis of the
correct answers iq ven � the applicant. In no such cases shall
such test scores be ad9usted, upwards or downwards. in order to
arrive at a final test score.
When two or more examiners rate answers or tests independently.
the final rating for each answer or test shall be an average of
the individual ratings.
Questions found by examiners to be unfair, misleading, or in the
nature of catch questions, shall be eliminated and the average
rating determined on the remainder of the test.
The current standards for evaluating applicants; ,�ob-related
training and experience, and fulfiliment of minimum requirements,
shall be kept on file as pubtic records.
Ailowance shall not be made to an applicant for time lost by
him/her in an examination.
In any examination for Fire positions in which the sub3ect of
service is used for promotional candidates, the following
standards for conversion of Performance Appraisal Ratings to
Service Credits shall be used.
� Service
� Performance Appraisal Rating Credits
/� Err�loyees whose work has exceeded to an
,/ unusual degree the average performance of all
� empioyees doing the same kind of work. 10
? i Employees whose work has exceeded to a
,
� considerable degree the average performance of
' all employees doing the same kind of work. 8
-` �''`�,
�,`�` �, Employee whose work has met the standard of
+` � work expected. 6
,,
Ernployees whose work has been somewhat below
� the average performance of all employees doing
the same kind of work. 4
��' Ert�ployees whose work has been distinctiy below
� the average performance of all employees doing
the same kind of work. 0
� � . , . _ � /a�'��/�7`S._
�r
Page 8 of 10
In addition, there may be intermediate ratings
used. An average of the latest two annaul ratings
will be used in determining the average rating.
These ratings will be converted to a numerical
score based on standards maintained in the
Personnel Office.
,1�6.E EXAMINATION INSPECTION BY APPLICANTS
Every appiicant shall be given an opportunity to inspect the
scoring of his or her papers, and any "short answer" questions
and answers used in the examination -- except where standardized,
copyrighted tests have been used and the inspection is prohibited
as a requirement of the person(s) , business, or agency which
obtains the copyright on the test.
6.F EXAMINATION POSTPONEMENT OR CANCELl.AT10N
The Personnel Office shall notify applicants of any postponement
or cancellation in any examination.
7. ELIGIBLE LISTS
The names of all applicants who pass the examination shali be
placed on an eligible list in the order of their examination
re�#ng9 scores, and shall rematn on the list until they are hired
or until the list expires. If any applicant's scores are equal
to the scores of anyone certified under Section 8.A of these
Rules, their names shail also be certified. ln the case of an
open continuous examination, all applicants who pass the
examination can be certified in accordance with Section 8 of
these Rules as if there was a new examination for such title each
day. The names of those not immediately employed shall be placed
on an eligible register in the order of their scores.
If any applicant is a Veteran, additional points shall be added
to his/her score, in accordance with State Law:
�� : , . . ��f"S-_>�7�.,
Page 9 of 10
(a) Five points for the first promotional examination taken
by a disabled veteran who has a permanent service-
connected disability of 50� or more.
(b) Five points for original entrance examinations, if not
disabled.
(c) Ten points for original entrance examinations taken by
veterans with service-connected disabilities.
lf two eligible lists for the same position are in force, the
second list shail be treated as a continuation of the first list.
Eligible lists shall expire one year from the date of their
establishment. However, the Civil Service Commission, by written
order filed with the City Clerk, may extend an eligible list for
such period, not exceeding one year, as may be advisable for the
best interests of the City. Such order shall designate the
reason for such extension.
When an examination is scheduled for both promotion and original
entrance, the names of eltgibles shall be entered on separate
eligible lists; those who have promotional rights shall have
their names entered on a list called the "Promotion List", and
all other eligibles shalt be entered on the list known as the
"Original Entrance List".
The names of persons eligible for reinstatement after resignation
shall be considered as the highest names on the Original Entrance
List.
Any person who resigns from the City Service shall not, during
such separation, be certified from any eligibie list as a
promotion eligible but may, if such separation is without fault
or delinquency on his/her part, be granted the rights of an
original entrant on such list.
WHITE � - CITV CLERK �
PINK -- FINANCE CO�1flC11 I
B�VER�- MAVORTMEN7 GITY OF SAINT PALTL
, File N 0. ��!� ��
� Council Resol tion
Presented By •
Referred To Committee: Date
Out of Committee By Date
Page 10 of t0
Employees on leaves of absence shall not be inciuded on any
certifications unless they request in writing that their
names be included.
lf an applicant is included on more than one eligible list, and
has been appointed from o�e list, the applicant shall be removed
from all other lists for equivalent positions, but shall continue
to be included on lists for higher-paying positions.
Vetoed by the Mayor and readopted by the
City Council on December 31, 1985. .
Yeas �ofeW Nays
--Masanz r In Favor
—�Pi�cos+a
�hQ1���' ,2 Against
'�or��er►
�fedeot`•o
1NNaop �
COUNC[LMEN Requested by Department of:
Yeas ,��eW Nays `
�11Aasanz j��
`Nicosia
�•�� [n Favor
Scheibelr'�
�onnen A gai n s t BY
�Tedesco
Wilso��
Adopted by Council: Date DEC 1 7 1985 Form Approved by City Attorney
Certified Pas e b u cil Sec ry BY
By
Approved by Mavor: Date Approved by Mayor for Submission to Council
BY BY
PURLI�HED �a�v i 11986
� . • . . . . . . Page 2 of 9
��.s�,�'7s'
S.B GE
Ex pt as otherwise provided by State Law, the
E-d �e���ee Ee��ss�e� Personnel Directar may, at
ita ' s discretion, fix any reasonable age limit as
a xeq ' rement for entrance tc examinations . Such
. age li ' ts shall be published in the official
notice examinations . No person shall be kept on
an eligi e register whose age does not conEorm to
the age r uirements. •
,
S.0 EDUCATION '
'
In any examin tion in which the applicant intends
to fulfill the minimum requirements with an
academic degree applicants may be admitted to the
examination if t ey are in .their last school year
prior to graduati n at t�re required level in the
required field; h wever, any such candidates who
attain piaces on t e resulting elf.gible list shall
not be certified to any vacancy until. they have
graduated.
5:B AF6�B6?IEa
S}�ee-e�ap�e�ees-��-�}�e-.� e-6�e��-a�d-ti�e-�e�-�ce
6�e�t�-a�e-s�#��ee�-te-�ee�a �--�n-eme�ger��ciea-and
fat�s�T-��e�e�e�e�-�e-read�� -at�a3�a��e;-aac�
e�g�e�*ee9-9�e��-�e-�ar��-f�id -rea�identa-nf-an=area
W��e�-s�ia��-��e��de-t�e-fe�� ��r�g- _
�r�-M�n�e�et�
, •
Ra�ase�-Cea�a��T_Was�a}�g�e�-�e�i�� T-A�e�a-�e�x����
�aieetia-�ount�►;-ti�at-part-�--H�enn pin-£nnnty-arhic�h
��es-east-ef-�I3g�xep-�9�;-t��t-p t-ef-t�h�sage
Eat�ntp-W��e�-��es-98ttt�-bf-�i-�g}��,a -��r,-s�d-ti�at
pa�t-ef-Seett-�aa�t�►-x{�3e;°i-�3es-ea t-�f-EB��t�-�e�ad
��-f8g�r�s�g-�a�e-�ea�-�-���-�e�t�k-e�- et��t�--Rea�-��:
��-�l�see+�9�t�
S�:-6�e��c-Ee����T-�?�a�-�a��-e€-�e��-Ea �-��►-�a�-�e�
�}es-se���-e=-�T:�:-��g�i�a�-S-at��-��s�- -�Hi����a�+
�gT-a�d-��a�-ga��-s�-�}e�ee-Ee�fl��►-�r�►�e ��es-�es�
e€-B�S�-��g��a�r-b�-.
��e�r�-e�a9s���ee1-emp�e�ee-�fl-t�ie-�-��e-6�e��-a�$-.��e
�e��ee-S�e+�g-w�e-���es-e���s��e-e�€-��e-a�eas
dese��bed-��-�ke-��eeed��g-�a�ag�a��is-a�-��e--���ae
e€-ap�e����e�►�-�aas�-�ees�xe-a-�aaa-�-�de-��s�de��-a€
��e-g�ese�;be�-a�eas-w���}�-���-�e�.�}�s-e€-��e
ee�np�e��eA-e�-��s f�ie�-�e�a��e�a��►-�e�=e��
' - � - . ' � . . . Page 3 of 9
' �,��('..S�.r7�
Applicants for original entry to a position in the
c assified service of the City of St. Paul who have
� bee a resident of the City of St. Paul for at
; least ne year immediately prior to the date of the
jexamina �on for said position shall receive an
additiona five points on thelr examination score,
provided th t the applicant must attain a passing
grade before he additional five points are added.
AR-e���e�ree-= ��}��-�e-�►ee�-�.�e-�es-�de�e�
�eqt���e�e��-3�i ��-�be-��ee�te�-�fl--�e-3�s��d�t�a�e-a�x�
g+�}���-e€-�+�see d�e�-at�d-s�a��-�e-s��ee�--�e
a��e�aa��e-€e�€e� �e-e€-e�a�►�e��-.--�A�-��e��e
�e�r���a�ed-ze�-€a ��e-�a-�ee�-��e-�es��e�e�
�eQ�}�e�e��-s�a��- �e-��e-��g��-�e-a-��a-�-��g-�e
�e�e�R►��e-w�e��e�--� -�es��e�e�-���-��e��-�aas
�e�: .
�e�-��ie-�t���ese-e€-��i-� -�ee��e�►�-a-�e��a��►-���raae�
�e9�e�eflee-ettt9�e�e-e�-t� E�-��-e�-��ie�ve-�ese���ed
nren-�etweeri-the-date9-e -�la�r-��5-a�d-f>epte�e-�-��
e€-at��-ye�a�r-�r���-t�et-�e--� ��e�ed-as-��g
non-*reaidcnc�.
S.E CHARACTER AND FITNESS .
Character of eligibles shall b investigated and
references verified in advance f certification.
Such investigation shall be mad with respect to
the activity of the list, and th inquiry shall be
periodically updated. .
No eligible shall be removed from ny eligible
register for insufficient reference or because of
unsatisfactory references or persona
qualifications, except upon recommen ation of an
advisory reference committee composed of five
persons to be selected pursuant to th provisions
of the City Charter.
Eligibles previously discharged from th City
service shall be called to the Personnel Office to
make explanation. In default of such app arance or
in case of unsatisfactory explanation, th ' r names
shall be excluded from the eligible list.
No person who has been separated from the public
service because of fault or delinquency on his/her
part shail be admitted to any examination or
certified to any position for at least one year
after such separation.
. � � � � � � - • Page 4 of 9
' �C�S-�57�
S.F FALSE STATEMENTS
Any false statement made with the int2nt to commit
fraud, any fraudulent conduct, or any attempted
deception by ar► applicant or eligible, or by others
with his/her connivance , in any applicaton, paper
or �document submitted to the Personnel Office , or
in a� examination, shall bar such applicant or
eligi e from further examinations for at least two
years ; nd, in addition, if such person has his/her
name enr led on any eligible or promotion or
reinstatem nt register, such person shall forteit
hi,s/her rig ts in any and all registers on which
his/her name ay appear, provided that the name of �
no person shal be removed from a register without
first having an opportunity to be heard on his/her
own behalf . .
In the case of con ' vance',' all parties thereto
shall be deemed equ lly guilty under this Section.
5.G PENS IOI3ERS
No person receiving a p sion, other than a
disability or survivor' s ension, from any pension
-- fund toward which the City of Saint Paul° - .
contributes shall be eligib e for employment, or
for reinstatement, or reempl yment as a regular
employee while receiving suGh pensian benefits ; nor
shall such employee become eli ible for
reinstatement or reemployment f he/she has
received such pension benefits waiving such -
benefit rights .
5.H MEDICAL
The C�u�.� Se�u�es CA�ua�.ss�oa Per�on el Director may
establish medical standards but only for the
purpose of determining the applicant' ability to
perform the essential job functions o the position
for which he or she is applying .
6. EXAMINATION PROCEDURES
6 .A CONDITIONAL ACCEPTANCE FOR EXAMINATION
An applicant may be conditionally permitte to
complete an examination, if such conditiona
acceptance is for the purpose of enabling hi /her
to submit additional proof of his/her abilit�i to
meet qualifying requirements which are of a
, non-competitive nature and not part of the direct
examination used to determine the relative
standings on the eligible list. No person whose
name is on any eligible list conditionally shall be
certified until that person has complied with all
requirements .
� � � � � . • . _ . Page 5 of 9
' �,,G�.S-i�7�
6.B EXAMINATION CONTENTS
The examinations shall contain only those tests and
evaluations , which in the judgment of the Director,
a�.cording to merit principles, will fairly test the
re� tive ability of the applicants to properly
perf�rm the duties of the position.
All exa inations shall be competitive. �
Examinati ns may contain subjective, objective ,
written, o al tests ; oral interviews ; practical or
demonstrati tests ; physical tests ; or evaluations
of the aopli nt' s fitness, past training , or
experience to erform the duties of the position.
The total numbe of points possible in any
examination shal be one hundred. �r�d���daa�-�esds
tsaee�-as-a-�a��-a� a�-e�ca���a��e�-�a�-�e-a3�be�
eompetrtiae-er-e��a ���}�gz
Notwithstandin anv or vision of these rules to the �
contrar , all entr lev 1 and romot,onal
examinations for oositiv s in the De�artment of
Fire and Safet Services hich are to be filled bv
sworn ersonnel shail be c moetitive in nature.
The weight of any oral test hall not exceed 30$ of -
the examination, however, thi restriction shall
not apply in examinations for ny position listed
under the Professional/Administ ative
Non-Supervisors , the Professiona /Administrative
Supervisors, or the Technical Gro ps .
Oral tests may be of the question a d answer type
used to test the candidates' knowled e of the
duties of the position in question, o may be of
the interview type used to test the ca didates'
personal fitness for the position in qu stion.
When oral tests are used, they shall be ated,
whenever practicable, at the discretion o the
Director, by the use of and in accordance ith
standardized rating procedures especially signed
for such purpose . •
In addition to the tests used for original
entrants, or in lieu of some of those tests,
ratings of service and seniority may be used fo
promotion candidates , and these may be assigned
such weights as the Director may judge proper.
� � ' • '.. . � � Page6of9
' (,� �5 �.��.s
6,C EXAMII3ATION ADMINISTRATION
All examinations shall be prepared and held under
the direction of the Director, who may designate
City employ�es or employ persons from outside the
City as special examiners to assist with the
preparation, conduct, or grading of any
examination.
Records shall be kept for one year of examinations,
questions ;, and applicants' answers . In the case of ,
oral tests, , records also shall be made, so far as
practicable;,of all conversation and discussion
between appli ants and examiners.
6.D EXAMZNATION RA� ?i� SCORING
All applicants wh se gcn�a� average �a��flgs scores
are less than 75 rcent correct in the examination
taken as a whole, o in any test or evaluation
which is part of the examination' if so published in
the official announce ent, shall have failed in the
examination, and their names shall not be
disclosed.
In-aA_Qxamix�atioa_,e�r-W�ias -aa-s�a�-���e���e�--�s-a -- .
sa�a�es�-.-��e-�i���-Se��r3ee- +�n�ss�s�n-map-p�bq�id�e
��a�-e���-a-�es}g�a�ed-�t���e -e�£-eane3#e��tea-?�abing
�#�e-��g#�es�-a�e�age-�a����- ��-e�-t�ne�re-3�-t�e
e�be�-s��a�es�-a�-s���ee�s-e€- �e-e�a�n�r�at�e�n;-s�ta��
�ae-e3�����a-�e-�a���e��a�e-��- �e-e�a�-��nte�y�ea; .
@�e��ded-,-�ewe�e�T-�}�a�-s�e�-de �g�ate�-r�nm»er
sba��-�e_����}s�ed-}�-��e-e�€�e� �-���e��eeme�t-ef
�he-e�a���a��er�t
Both promotion and original �ntran e examinations,
including any oral test or evaluati n, shall be
marked according to the same standar s .
In the case of all comaetitive examin tions iven
ursuant to these rules , all tests sha 1 be raded
on the basis of the correct answers iv n bv the
a olicant. In no such cases shall such est scores
be ad 'usted, upwards or downwards , in or r to
arrive at a final test score.
When two or more examiners rate answers or sts
independently, the final rating for each ans r or
test shall be an average of the individual ra ' ngs.
Questions found by examiners to be unfair,
misleading, or in the nature of catch questions,
shall be eliminated and the average rating
determined on the remainder of the test.
. � - • '. ' �.. . Page 7 of 9
���.�`'-/.�?�
The current standards for evaluating applican�s ;
job-related training and experience, and
fulfillment of minimum requirements, shall be kept
on file as public records.
Allowance shall not be made to an applicant for
time lost by him/her in an examination.
��►-a��-e�ca��fla��e�-€s�-�}�e-�es���e�s-��-�a�i-�s�-��a �
s�tb;eet-e€-�e��-�ee-�s-t�sed-=e�-�e�e��et�a� ,
saad}�a�es-,- � e-�e��ew��ag-��,a�da��s-�e-�-eeaauexs.�ex�
e€-�e�£e��a�se ����a-�sa�-�ta���gs-:�e-�e�N�se-��.s�l��s
s#�a��-�e-�sed;
' �eY=a��a es-A�s�a�sa�i�ta��� Se���se
� ��ed��s
��p�ayees-��iese- e��C-�as-e�ceeeded-�e-a�
c�r�t�s��a�-�e��ee-�� -a�*e�age-�e�=a��a�ee
ef-a��-e�e�►ees-d '�g--��e-sa�e-����-e€
Ne��t: - - - - - - - - - - - - - - - - �8
��n��e±rees-��ese-�e��C- as-e;ceee�e�-�:a-a
� eeri��de����e-�eg�ee-t}� -a�ve��ge-�e�ze�-
�aaaee-e�-a�3�-ezac�e�COas- iag-�k�o-s�zae
k�ad-e€-we��T - - - - - - - - - - - - 8
��ag�e�ees-K�ese-we��-�ias-� �-��e-s�a��a�d
e€-we��-e�t�ee�edT - - - - - - - - -__ ,_ � .___
��p�e�ees-w}�ese-we�k-�as-�ee se�aew�a� -
�e�ew-��ie-a�se�age-�e��e�aat�se �-a��
e�ag�e�ees-de}wg-��e-sa�a-k��d- €-�ae��c� 4
��ng�e�ees-W�ese-�e��-�as-�ee�-d� �;�e��y
�e?ew-�}�e-a�e�age-�e�-a��a�ee-s€ a��
. e���a�*ees-de}�g-�}�e-sa�e-����=a€- e��-. 0
�n-$�el�t�en7-t�e�e-x►a�-�e-��►�e��ed�a� -�a���gs
aaed:--r�n-n�re�sge-ef-t�ie-�}a�es�-��e-a� ���-�a���gs
Mi��-i�e-t�'ed-tn-elet�r:����ng-ti�e-a�re��g ��a��t�g.
�i�ese-�rsting9-a��?�-�e-ee�+�e��e�-be-a-� e��es1
acore-bsaeel-an-9tan�srds-r�$�r��a�r�e�-��-t e
�er�enne�-9ff�ea: '��
�,
6.E EXAMINATION INSPECTTON BY APPLICANTS `,
,
\
Every applicant shall be given an opportuni y to .
inspect the scoring of his or her papers, a d any
"short answer" questions and answers used in the
examination -- except where standardized,
copyrighted tests have been used and the inspection
is prohibited as a requirement of the person(s) ,
business, or agency which obta�ns the copyright on
the test.
•� , . � • � • Page 8 of 9
, � �-�s���s
6 .E EX,P,MINATION POSTPONEMENT OR CANCELLATION
The Personnel Office shall notify applicants of any
postponement or cancellation in any examination.
7. ELIGIBLE LISTS
The names of all applicants who pass the �
examinat�ion shall be placed or► an eligible list in
the orde� of their examination rat}ngs scores , and �
shall rema' n on the list until they are hired or
until the li t expires . � If any applicant' s scores
are equal to he scores of anyone certified under
Seetion 8 .A of these Rules, their names shall also
be certifi.ed. the case of an open continuous
examination, all pplicants who pass the
examination can be certified in accordance with
Section 8 of these ules as if there was a new
examination for such tit�..e' each day. The names of
those not immediately employed shall be placed on
an eligible register i the order of their scores .
If any applicant is a Vet ran, additional points -
shall be added to his/her core, in accordance with
State Law:
-- (a) Five points for the f st gromotional -"
examination taken by a disabled veteran who
has a permanent service connected -
disability of 50$ or mor .
(b) F_ive points for original e trance
examinations, if not disabl d.
(c) Ten points for original entra ce
examinations taken by veteran with
service-connected disabilities
If two eligible lists for the same posi ' on are in
force, the second list shall be treated s a
continuation of the first list. Eligible lists
shall expire one year from the date of the ' r
establishment. However, the Civi1 Service
Commission, by written order filed with the City
Clerk, may extend an eligible list for such eriod,
not exceeding one year, as may be advisable r the
best interests of the City. Such order shall
designate the reason for such extension.
When an examination is scheduled for both promotion
and original entrance , the names of eligibles sha11
be entered on separate eligible lists ; those wha
have promotional rights shall have their names
entered on a list called the "Promotion List" , and
all other eligibles shall be entered on the list
known as the "Original Entrance List" .
. � , �� � . ���)� ��
,,�tT*o. GITY OF SAINT PAUL
;R o �� OFFICE OF THE MAYOR
� i�i i 1�u s'
e
a� ^c
t�s� 347 CITY HALL
SAINT PAUL, MINNESOTA 55102
GEORGE LATIMER (612) 298-4323
C�
MAYOR n �.
i
rr�' ''i.
��_c ��
December 23, 1985 :';��� � :;
�-�� � �'
Victor Tedesco '`''' `��,
-, :-:.
City Council President ~�.� �
720 City Hall ' c7 �
Saint Paul, MN 55102 �T'
Dear Council President Tedesco:
As Mayor of the City of Saint Paul I cannot in good conscience approve
the Council Resolution that has been authored by Councilperson Kiki
Sonnen. This move to limit the testing and recruitment tools of the
Personnel Office does not serve in the best interests of the citizens of
our City. I am deeply concerned with the disregard of the operating
agreement with Independent School District No. 625 that the City Council
showed by passing these changes without their input. The City of Saint
Paul is bound by this agreement to use its best efforts to advise and
consult with the District Joint Personnel Committee before proposing any
change in the Civil Service Rules affecting District employees.
The proposed rule changes will adversely affect our Affirmative Action
Program and hurt the efficient delivery of services by the Personnel
Office. There are three areas of the resolution that are of great
concern.
Item l. Regarding the Time of Posting:
Flexibility in posting time is needed because occasionally a shorter
period is used in order to expedite the hiring process, to restrict the
number of applicants for popular jobs and to target recruiting to
protected class persons. Experience shows that we are more successful
in recruiting protected class persons when we can target our recruitment
specifically to these groups. Experience also shows that as the
application period is extended, the proportion of protected class
applicants drops. It is important to retain the flexibility to vary
application periods to accent Affirmative Action recruiting for highly
competitive positions.
Item 2. Regarding Qualifying Examinations: .
Competitive tests rank applicants by test scores. They assume that
higher levels of performance on the test produce higher levels of
performance on the job. Some jobs require a minimum level of knowledge
or skill for successful performance on a job. The use of test scores to
reward knowledge of skill beyond what is required by the job is •
�4•
. V`
. . � �,�_,,s���
unnecessary and in some cases illegal. Ranking all candidates on each
test does not ensure that the City of Saint Paul will hire the best
person for the job. The City must retain the ability to select testing
procedures which will minimize the chances of adverse impact.
I might add, that contrary to assertions of the Fire Fighters' Union, we
do not now, nor have we ever, simply given the job to the highest graded
person. As a result of veterans preference most incumbent fire fighters
were not in fact those who had received the highest test scores.
Historically, we have added points to test scores in order to meet
social policy goals. Notwithstanding this, the city has been able to
build a highly skilled and professional force of fire fighters.
Item 3. Regarding Flexible Passing Point:
The ability to grade on a curve is important for validation purposes and
thus proves useful when a test is more difficult than intended, and
particularly when it adversely impacts specific applicant groups. A
valid test does not necessarily mean that a score of 75 is needed.
Abolishing the Flexible Passing Point is also contrary to the Uniform
Guidelines on Employee Selection Procedures to which our City must
conform.
I fear that these changes will severely impede the services provided by
the Personnel Office and negatively affect the Affirmative Action
Program of the City of Saint Paul. For these reasons I must veto this
resolution. I urge you to reconsider the negative ramifications that
these rule changes will have on the citizens of Saint Paul and vote
against the resolution.
Very truly yours,
�
eorg Latime
Mayor
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WMITE - CITV CLERK �
PINK - FINANCE G I TY OF SA I NT PA L / Council r}�_/�7�
CANAR� - DEPARTMENT �
, BLUE`�� - MAVOR FIIe NO•
Council Resolution Page 1 of 9
Presente By
FT. LTl°�l /�/��/IS . Garr1 T
Referred To �—1 N/�-1�,(�l= Committee: Date ��`—���-�
Out of Committee By Date
Amenc�nents to Civil Service Rules pertaining to AnnoLmcements
of Positions Available, Application Requirements, Examination
Procedures, Eligible Lists and Filling Vacancies.
4. ANNOUNCEMIIVTS OF POSITIONS AVAILABLE
Annoi.uicements of examination for positions shall be posted for at least
thirtY �ex calendar days and shall indicate the following:
1. The kinds of tests and examinations included in the
examination, and the relative weight assigned to each.
2. Those tests which are competitive, and those which are
qualifying.
5. APPLICATION REQUIREMENTS
5.A FILING APPLICATIONS
Applicants must complete applications furnished by the Personnel
Office. No applications shall be accepted after the deadline
specified in the official annoLmcement; however, incomplete
applications may be amended. Applicants, eligibles and employees
must notify the office of changes in address.
Applicants must comply with all laws and ordinances in any way
affecting employment in the positions for which they apply. The
Personnel Office may require the presentation of certificate of
competency, licenses, or other evidence of special c{ualifications.
COUNC[LMEN Requested by Department of:
Yeas p�� Nays
Masanz [n Favor
Nicosia
Scheibel
Sonnen A gai ns t BY
Tedesco
W i Ison
Adopted by Council: Date Form Approved by City Attorney
Certified Passed by Council Secretary BY
gy,
A►pproved by Mavor: Date Approved by Mayor for Submission to Council
BY BY
, �
• . Pabe 2 of 9 �
� �5-l S75
S.B AGE
Except as othen�ise provided by State Law, the E���� �e�}Ee
Ee��ss�e� Personnel Dir� e_ cT r may, at ��s his or her discretion,
fix any reasona le age limit as a requirement �r entrance to
examinations. Such age limits shall be published in the official
notice of examinations. No person shall be kept on an eligible
register whose age does not conform to the age requirements.
S.C ED(JC?,TION
In any examination in which the applicant intends
to fulfill the minimum requirements with an
academic degree , aoplicants may be admitted to the
examination if they are in their last school year
prior to graduation at the required level in the
required field; however, any such candidates who
at�ain places on the resulting eligible list sha3.I
not be certified to any vacancy until they have
graduated.
S:� R68=�S�iE�
8��ee-e�s�e�ees-��-z�e-ti�.e-��sa�-a�d-t�e_�ei:ee
6�e�g-a�e-9t��eet-ta-xeea�1-�r�-�$rg�ze�ea-anc
��s��-��ex��s�e�-�e-read���-a�ra��a��e;-�aci
er��?-e�ees-9�a�;-�e-�e�na-s_3e-rzaidenta-or-an-area
W��eg-s�a��-��e�t�de-t?�s-f e��s�+3:�g.; .
�r�-�l;;�neaeta •
, ,
Ramsa�-Saa��u,._Was��ag�a�-Gea�a��T-�,��a-�a��z�-r
�a ie a z a-�o�nt�;-t:�at-par:.-�-�:�i��nz�i n-£��nt�--�rn�c'.z
��e s-esst-ef-zi�gn�vap-�}S�;-t?��at-pg�y-��-ci�sa 7e
Eat�r��1-w�:e?�-��es-9etet:i-ef-:i����e�-?�-srie-t�at
P���-ef--��et=-=e�rst1-sr'ti;ei4-i:-r8-e°::t-�-c��:tt-;-�t3�$
�=-r�p�;flg-�a?�e-�ead�-a�e-�:e-�t�:-�-€-t�:�t�-���-1�;
��-�Iisee�*s=_�
6�--E=e��c-�at����T-�?�a�-�a��-a-€-�e�:�=�a����-;���e�
��e s-s ea��-e=-t3:s:-�I�g�t�aa�-3-a-r3�-�est-�-�-�7�-i�a�
4t T-aRd-z?�a�-�a�z-e€-�=e=ee-�a��t�y-«��ie?�-�;es-;�e�z
e�-�3-s^o,r-�I=_��liJa�j-��-,
�aeyp-e1a99��:e�-extp}a�*ee_-��n-t?�e-��Ye-S�ett�-��ea-��e
�e==ee-�ea�-��ie-�i�es-e�z�sZ�e-e�-��e-a�e�s
dese���e�-it�-��e-��eeed}�g-�a�3g�a��s-a�.-���-i-��e
e€-ag�e����e:��-��st-�ees�e-a-�a-i��e-�2siaet�z-a�
�l�e-��ese==�e�-a�eas-w�����-si�c-�a���s-•�-��e
ee�p�e+�:efl-e�-�-�s f�eY-��a.�:e�a��-�e�=_ed�
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. . ,, . : , . - . .. . . ,� .�..�.:. ...� . �� .
. . . Page 3 of 9 � �
��.S l.5'��
Applicants for original entry to a position in the
classified service of the City of St. Paul who have
been a resident of the City of St. Paul for at
least one year iimnediately prior to the date of the
examination for said position shall receive an
additional five points on their examination score,
provided that the applicant must attain a passing
grade before the additional five points are added.
AR-e���e�ee-€�����g-�e-�ee�-��e-�es�de�e�
�eQ���e�xe��-s�►a��-�e-�ee�e�-�fl-�ie-��s����.�ta�e-a�� �
g�����-e€-x��seet�d�e�-a��-s�ia��-�e-�a�-jee�--�o
a��e�aa�-�e-€e��e-��a�2-e�-e�e�y�ae�a��--�-e�e�ee
�e��}�a�ed-€e�-€a����e-�e-�ee�-��e-�es��e�e�
�e q a��e�e��-s#�a��-�a�ve-��ie-�-�g�k�-�e-a-�ea���g-�a
�e�e��n��e-K�ie��e�-��e-�es�de�e�-�e�a��e�e�a�-�as
xie�:
�e�-��e-�t���ese-e€-���s-See��e��-a-�e��a��-sa��e�
�e s�e�e Ree-et�t9-�rie-e�-��e-�3��{-e�-��ie�ve-dese�-��ied
eren-�etNeen-t�e-dates-ef-�la�r-��-$��-�e�te:n�e�-��
e�-aR�-�re�a�-�r���-�et-�e-eo�s�de�e�-as-���
non-resideney:
S.E CHARACTER AND FITNESS �
Character of eligibles shall be investigated and
references verified in advance of certification.
Such investigation shall be made with respect to
• the activity of the list, and the inquiry shall be
periodically updated. •
No eligible shall be removed from any eligible
register for insufficient references or because of
unsatisfactory references or personal
qualifications, except upon recommendation of an
advisory reference committee composed of five
persons to be selected pursuant to the provisions
of the City Charter.
Eligibles previously discharged from the City
service shall be called to the Personnel Office to
make explanation. In default of such appearance or
in case of unsatisfactory explanation, their names
shall be excluded from the eligible list�.
No person who has been separated from the public
service because of fault or delinquency on his/her
part shall be admitted to any examination or
certified to any position for at least one year
after such separation.
. . . . � � ' - Page4of9 ��
(��s-�s��
S .F FALSE STATEMENTS
Any false statement made with the intent to commit
� fraud, any fraudulent conduct, or any attempted
deception by an applicant or eligible, or by others
with his/her connivance , in any applicaton, paper
or document submitted to the Personnel Office , or
in any examination, shall bar such applicant or
eligible from further examinations for at least two
years ; and, in addition, if such person has his/her
name enrolled on any eligible or promotion or
reinstatement register, such person shall forfeit
his/her rights in any and all registers on which
his/her name may appear, provided that the name of
no person shall be removed from a register without
first having an opportunity to be heard on his/her
own behalf .
In the case of connivance , all parties thereto
shall be deemed equally guilty under this Section.
5.G PENSIONERS
No person receiving a pension, other than a
disability or survivor' s pension, from any pension
fund toward which the City of Saint Paul
contributes shall be eligible for employment, or
for reinstatement, or reemployment as a regular
employee while receiving such pension benefits ; nor
shall such employee become eligible for
reinstatement or reemployment if he/she has
received such pension benefits by waiving such �
benefit rights .
S.H MEDICAL
The C��s�� Se��3ee CeRUa�ss�oa Personnel Director may
establish medical standards but only for the
purpose of determining the applicant' s ability to
perform the essential job functions of the position
for which he or she is applying .
6. EXAMINATION PROCEDURES
6 .A CONDITIONAL ACCEPTANCE FOR EXAMINATION
An applicant may be conditionally permitted to
complete an examination, if such conditional
acceptance is for the purpose of enabling him/her
to submit additional proof of his/her ability to
meet qualifying requirements which are of a
; non-competitive nature and not part of the direct
examination used to determine the relative
standings on the eligible list. No person whose
name is on any eligible list conditionally shall be
certified until that person has complied with all
requirements .
.. ' . ;. , , . - _ ° :.
. � . _ . Page S of 9 ��
�,��'S-/.5��
6.B EXAMINATION CONTENTS
The examinations shall contain only those tests and
evaluations , which in the judgment of the Director,
according to merit principles , will fairly test the
relative ability of the applicants to properly
perform the duties of the position.
All examinations shall be competitive. �
Examinations may contain subjective , objective ,
written, oral tests ; oral interviews ; practical or
demonstration tests ; physical tests ; or evaluations
of the applicant' s fitness, past training, or
experience to perform the duties of the position.
The total number of points possible in any
examination shall be one hundred. ��d����laa�-�es�s
t�aee�-as-a-pa��-e€-a�-e�cax���a��ea-�aa}�-�ae-a3tk�e�
eompetrtsee-er-��se���y��g=
Notwithstandinq anv provision of these rules to the
contrarv, all entry level and promotional
examinations for ositions in the Deoartment of
Fire and Safety Services which are to be filled by
sworn personnel shall be comoetitive in nature.
The weight of any oral test shall not exceed 30$ of �
the examination , hawever, this restriction shall
not apply in examinations for any position listed
under the Professional/Administrative
Non-Supervisors., the Professional/Administrative
Supervisors , or the Technical Groups .
Oral tests may be of the question and answer type
used to test the candidates' knowledge of the
duties of the position in question, or may be of
the interview type used to test the candidates '
personal fitness for the position in question.
When oral tests are used, they shall be rated,
whenever practicable, at the discretion of the
Director, by the use of and in accordance with
standardized rating procedures especially designed
for such purpose . �
In addition to the tests used for original
entrants , or in lieu of some of those tests ,
ratings of service and seniority may be used for
promotion candidates , and these may be assigned
such weights as the Director may judge proper.
- _
' . � . ',. .. • ' Page 6 of 9 ��
@,,c �5 ���.�'
6.0 EXAMINATION ADMINISTRATION
All examinations shall be prepared and held under
the direction of the Director, who may designate
City employees or employ persons from outside the
City as special examiners to assist with the
preparation, conduct, or grading of any
examination.
Records shall be kept for one year of examinations ,
questions , and applicants' answers . In the case of ,
oral tests , records also shall be made , so far as
practicable, of all conversation and discussion
between applicants and examiners .
6.D EXAMINATION �A�=�i6 SCORING
All applicants whose genera� average �a���gs scores
are less than 75 percent correct in the examination
taken as a whole , or in any test or evaluation
which is part of the examination` if so published in
the official announcement, shall have failed in the
examination, and their names shall not be
disclosed.
Ia_aa_o�amix��tiea_�er_W�h�sk�-aa-a�a�-��a�e���e�-�s-a
s�a��ea�-,-��►e-E��►-��-8e���ee-�e�n�ss�er�-may-��robide
��a�-e���-a-des�g�a�ed-����e�-e�£-e$r�d�elatea-?�abing
�k�e-�i�Q�►es�-a�*e�age-�a��fl�-e€-��-e�-�e�e-in-t�e
e�he�-sab�ee�-e�-s���ee�s-e€-��ie-e�a��r�at3er�;-si����
?ae-e��g���a-�e-�a��}e��a�e-��-��e-e�a�-��nte�y�ew; .
p�eu��ed-,-�iewe�e�T-��a�-s�e�i-de9�g�ated-r�am�er
staa��-�e-�a���s�e�-��►-��e-a€€�e�a�-a��ea�ieex�eflt-ef
�he-s�a�a�aa�}s�T
Both promotion and original entrance examinations,
including any oral test or evaluation, shall be
marked according to the same standards .
In the case of all comaetitive examinations qiven
pursuant to these rules , all tests shall be qraded
on the basis of the correct answers qiven by the
applicant . In no such cases shall such test scores
be adjusted, upwards or downwards , in order to
arrive at a final test score.
When two or more examiners rate answers or tests
independently, the final rating for each answer or
test shall be an average of the individual ratings .
Questions found by examiners to be unfair,
misleading, or in the nature of catch questions ,
shall be eliminated and the average rating
determined on the remainder of the test.
. .. �,,. _ .. _.._ _ . _--- - - �__ �. ...�_. . ,...,....�.�....__.__� _ - - . _. —
. _ _. . . ___ _.. - .. - - Page 7� of 9^� � -- --
(,��s'-/.S�S
The current standards for evaluating applicants :
job-related training and experience, and
fulfillment of minimum requirements, shall be kept
on file as public records.
Ailowance shall not be made to an applicant for
- time lost by him/her in an �examination.
In any examination for Fire Positions in which the subject
of service is used for promotional candidates, the following ,
standards for conversion of Performance Appraisal Ratings to
Service Credits shall be used:
Performance Appraisal Ratin� Service
Credits
Employees whose work has exceeded to an
Lmusual degree the average perfonnance of all
employees doing the same kind of work. 10
Employees whose work has exceeded to a
considerable degree the average performance
of all employees doing the same kind of work. 8
Employees whose work has met the standard of
work expected. _ 6 __
Employees whose work has been.somewhat below
the average performance of all employees doing
the same kind of work. 4
Employees whose work has been distinctly below
the average performance of all employees doin�
the same kind of work. 0
In addition, there may be intern►ediate ratings used.
An average of the latest two annua.l ratings will be �
used in detennining the average rating. These ratings
will be converted to a munerical score based on
�tanda.rds maintained in the Personnel Office.
6.E EXAMINATIOV INSPECTION BY APPLICANTS
Every applicant shall be given an opportunity to
inspect the scoring of his or her paoers, and any
"short answer" questions and answers used in the
examination -- exceot where standardized,
copyrighted tests have been used and the inspection
is prohibited as a requirement of the person(s) ,
business, or agency which obtains the caoyright on
the test.
m ,,. __ ..->�t�.�-.. ,.... .,., .z.. ,z.� ,. .. . �.., ..,....:
r _ _ . ,. , .
. - . . .. . . -- , _
' .� , , . .' Page 8 of: 9 � �
��.�/��S
6.F EXAMINATION POSTPONEMENT OR CANCELLATION
The Personnel Office shall notify applicants of any
postponement or cancellation in any examination.
7. ELIGIBLE LISTS
The names of all applicants who pass the
examination shall be placed on an eligible list in
the order of their examination rat�ng9 scores , and �
shall remain on the list until they are hired or
until the list expires . � If any applicant' s scores
are equal to the scores of anyone certified under
Section 8 .A of these Rules , their names shall also
be certified. In the case of an open continuous
examination, all applicants who pass the
examination can be certified in accordance with
Section 8 of these Rules as if there was a new
examination for such title each day. The names of
those not immediately employed shall be placed on
an eligible register in the order of their scores .
If any applicant is a Veteran, additional points
shall be added to his/her score, in accordance with
State Law:
(a) Five points for the first promotional
examination taken by a disabled veteran who
has a permanent service-connected
disability of 50$ or more.
(b} Five points for original entrance
examinations, if not disabled.
(c) Ten points for original entrance
examinations taken by veterans with
service-connected disabilities .
If two eligible lists for the same position are in
force , the second list shall be treated as a
continuation of the first list . Eligible lists
shall expire one year from the date of their
establishment. However, the Civil Service
Commission, by written order filed with the City
Clerk, may extend an eligible list for such period,
not exceeding one year, as may be advisable for the
best interests of the City. Such order shall
designate the reason for such extension.
When an examination is scheduled for both promotion
and original entrance , the names of eligibles shall
be entered on separate eligible lists ; those who
have promotional rights shall have their names
entered on a list called the "Promotion List" , and
all other eligibles shall be entered on the list
known as the "Original Entrance List" .
WH17E - CITV CLERK _ �/
PINK - FINANCE G I TY OF SA I NT PAU L Council .J
CANA�V - DEPARTMENT File NO. ��- /��v
� BLUE'� - MAVOR
T � Council Resolution Page 9 of 9
Presented By �� � _
Referred To Committee: Date
Out of Committee By Date
The names of persons eligible for reinstatement after
resignation shall be considered as the highest names on
the original entrance list.
Any person who resigns fram the City Service shall not,
during such separation, be certified from any eligible
list as a promotion eligible but may, if such sepa�ation
is without fault or delinc{uency on his/her part, be granted
the rights of an original entrant on such list.
Employees on leaves of absence shall not be included on any
certifications t.m.less they rec{uest in writing that their
names be included.
If an applicant is included on more than one eligible list,
and has been appointed from one 1ist, the applicant shall
be removed fram all other lists fo� equivalent positions, but
shall continue to be included on lists for higher-paying
positions.
COU[VCILMEN � Requested by Department of:
Yeas,�p�� Nays �
�nasanz In Favor
�111icosia
ScheibeF"i
�onnen � A gainst BY
�Tedesco
Wilsor��..�
NOV 2� 1�p5 Form Approved by City Attorney
Adopted by Council: Date
Certified Pa- c� b� Cou ci reta BY
gy,
A►pproved by Mavor: Date Approved by Mayor for Submission to Council
By BY
. . . � ��j=����:
• � ri�
- ,:•���������o r"` CITY OF SAINT PAUL
. _«�;��_= o,�, ;;;
OFFICE OF THE CITY CLERK
� 'e '= ::
:� ��� ��< <- ALBERT B. OLSON, CITY CLERK
,,,, _ �
':,, ;
a, �..• 386 City Hall,Saint Paul,Minnesota 55102
"�+mn�.a..o°�`'
612-298-4231
GEORGE LATIMER
MAYOR
December 2, 1985
Civil Service Commission
Room 265, City Hall
Dear Commission Members:
I herewith submit for your consideration the attached resolution
amending the Civil Service Rules adopted at November 26th meeting.
C.F. 85-1575
Very truly yours,
'�'^ (�
: �.�'..���.
Albert B. Olson
City Clerk
ABO:la
Attachment
, , i�� /7,✓���..�-�!�✓`'/.�J��
CITY OF SAINT PAUL
�•'`'"°'; PERSONNEL OFFICE
� _���� o RAFAEL A.VISCASILLAS, PERSONNEL DIRECTOR
o• " 265 City Ha l l,Saint Pau l,Minnesota 55102
4`°'�",.•• 612-298-4221
GEORGE LATIMER
MAYOR
December 16, 1985
Victor Tedesco
City Council President &
Members of the City Council
719 City Hall & Court House
Saint Paul, Minnesota 55102
Dear President Tedesco & Members of the City Council:
The Civil Service Commission for the City of Saint Paul met on Monday,
December 16, 1985, to consider the attached Council Resolution, C. F.
No. 85-1575 amending certain provisions of the Civil Service Rules for
the City of Saint Paul.
The Commission voted 2-1 to veto the proposed changes for the following
reasons:
1. The Commission has accepted City staff and Zndependent
School District No. 625's assertions that the amendments
will interfere with and hinder both entities Affirmative
Action programs.
2. The amendments were not referred or considered by the
Joint City Council and School Board Personnel Committee
pursuant to an informal agreement between the City and the
District that Civil Service Rules affecting School District
personnel would be so referred and considered.
3. The Commission did not hear any testimony which documented a
need for the changes.
Very truly yours, c� � �
-=i n
rn—c
� _' � �
��E�t+l` �`'�n �
Dr. George 0. Berry, Chair � .
i � �'.`J�—/S75�
December 17, 1985
The City Coi.mcil directs the City Clerk to check with the
Ma.yor's Office on Tuesday, December 24, at 4:30 p.m. CST, to
see if the said .resolution has been vetoed. If the resolution
has been vetoed, the City Clerk sha.11 place the item on the
agenda of the December 31st Co�cil meeti.ng.
� , U`_ d%.�-/S 7��
December 17, 1985
The City Clerk is instructed by the City Cowlcil to
deliver this resolution to the Mayor's Office immediately
after the meeting and have it stamped in as of today's date.
� ����s�s_
December 30, 1985
City Council Member Kiki Sonnen
7th Floor City Hall and Courthouse
St. Paul,' Minnesota 55102
Dear Kiki,
This letter is intended to make clear my disappointment
in the changes you support to St. Paul Civil Service employment.
By authoring and passing these amendments you are throwing out
affirmative action in our city's hiring practices. These
blatantly sexist and racist amendments are contrary to the
recommendations of the Civil Service CoYmnission, a citizens'
group which was careful and prudent in its deliberations and
in its conclusions.
I urge you to maintain a pass/fail standard for fire
fighters; maintain the ability of the personnel office to
target women and minorities for job openings; and to maintain
a flexible curve for scoring tests to assure that skewed
tests do not punish qualified job seekers. Eliminating
these affirmative action provisions is a serious step
backward for St. Paul. .
Sincerely, �
,
Ernest Carls l►
President, Midway Coalition-District 11
Midway Ministers' Association •
cc: City Council Members
Mayor Latimer
� . - � ��-- �J i��
� ������^���o CITY OF SAINT PAUL
=:%``lT' O'';�4
OFFICE OF THE CITY CLERK
;� A;
;: ��m ,:
,,,�� ��� ALBERT B. OLSON, CITY CLERK
�`''c, �..• 386 City Hall,Saint Paul�Minnesota 55102
��"imm.�...�`���``�
612-298-4231
GEORGE LATIMER �
MAYOR
,�
\�� j
`` �5� -
�1 ��G���`�:�
November 26, 1985 �
� �10�/ � ���s�
. � MAYOR'S p��ICE
Honorable George Latimer �
Mayor \�7 �
Room 347, City Hall �
Dear Sir: ��`\�
I herewith submit for your approval the following attached Council Files
that were adopted at today's City Council Meeting;
C.F. 85-1570 thru C.F. 85-1575
Very truly yours,
��� � ���
Albert B. Olson �
City Clerk
ABO:th
Attactunents
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Committe� Report
F:i�a�.c�, Mana�ement� � Persannel Cammittee. :
November 14, 1985
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1. Approval of mi.nutes from meeting held November 7, 1985. �PR�v�
2. An ordinance establishing the title of Administrative Asst. in the Fire Dept. u:�u�r
the heading Pro£essional Administrative Group in Grade 16 in the unclassified
service. (Personnel) �P��
3. Resolution amending Section III, Subsection�E!of the Salary P1an F� Rates of Compen-
sation regarding Animal Control Officers and Animal��Control Supervisors uniform
allowance. (Personnel) 1°+�PPR��TrD
4. Resolution approving amendments to the Civil Service Rules pextaining �o Announce-
ments of��Positions Available, Application Requirements, Exam'inata.on Procedures,
Eli;ible Lists and Filling Va�ancies. (Persdnn�'1) t2�FE�ttb``8ac.tc � Co���l.�'��H d
S. Resolution amending Section II B of the Salary PIan and Rates of Compensation �� ���
Resolution by adjusting the pay for House Custodian T. (Personnel) �P��
6. Resolution amending Section I D 3 of the Salary Plan and Rates of Coirtpensation
Resolution by establishing �the pay for the title of Risk Analyst. (Personnel)��'�Q�
7. Resolution amending the 1985 budget by adding $64,282.00 to the Financing Plan
and Spending Plan for regional parks. (Commvnity Services) A"��+��V�
8. Resolution amending the 1985 budget by adding $42,915 to the Financing and Spending
Plan for Utilities Rate Investigation Administration. (City Cotmcil) A'�°P�O�F•D
9. Resolution amending the 1985 bud�et by transferring $50,000 from Contingent
Reserve to General Govt. Accounts-Judgment � Compromise. (City Attorney) ��°ROv4.t�
10. Resolution authorizing an agreement with �9ilkins Leasing, Inc. for unmarked
vehicles. (Police Dept.} A'PPf�O�LD
11. Resolution authorizing an a�reement with Dunbar Motors, Inc . for use of a motor
vehicle in connection with Halloween Dungeon of Horrors. (Police Dept.) �P��
12. Resolution authorizing issuance of Port A�t.hority revenue bonds in the amount of
$7,220,000 to finance construction of a multi-tenant office/industrial/service
building in Energy Paxk for Partnership Technologies II. (�Vinfield Development
Inc.) (Port Authority) A P���
13. Resolution amending CF 267621 to allow for the establishment of designated pay
period at appropriate times to allow for the payment of health benefits to occur
within a 35-day period set by State Statute. (Risk Management) �-�►Q ���R T� '��a�IBS:
14. Presentation of Ramsey County Taxation on the Assessed Valuation Reduction.
. l.�t v ovGc -re �t-�-85
CTTY HALL SEVENTH FLOOR SAINT PAUL,M .I'�iNESOTA 55102
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PDU�IDA'I10N OF�ID�IlVFSO�'A
Lighting the way to understanding
December 17, 1985
To: The St. Pau1 City Council
From: Anne Barnwell, Advocacy Services Coordinator
Epilepsy Foundation of Minnesota
672 Transfer Read
St. Pau1, MN 55114 (612) 646-8675
I am speaking to you today on behalf of the Epilepsy Foundation of ldinnesota,
an organization which addresses the needs of the 100,000 persons with epilepsy
and their families in this state.
I understand that you are considering a resolution amending the Civil Service
Rules which would hinder the city's affirmative action program. It is vital
that you do not do so.
The Epilepsy Foundation of America has addressed the problem of employment
on a national Ievel and describes our concerns the folZowing wa�:
"People with epilepsy frequently experience great difficulty obtaining and
retaining employment. They are often denied jobs or not trained for work they
would do we11 and safely because of an unreasoned fear of their seizures.
Educating employers, co-workers, and the general public, and breaking down
these barriers is the key to increased employment for people with epilepsy.
This has proven to be a .Zong and difficult process. Until understanding and
acceptance of people with epilepsy become more widespread, it is crucial that
their emp7oyment riqhts and opportunities are protected br� effective,
enforceable 1aws."
Affirmative Action is the base from which we work to protect the right of disabled
Minnesotan5 to be employed. In the light of the constant pressure to weaken
affirmative action proqrams,your retention of a strong program in St. Paul
is crucial .
672 TRANSFER RoAD
ST.PA[71.,MN 55114 (612)646-8675
or toll free in Minnesota(800)292-7932