For a competitive list, you will receive the top 15 scores, all candidates tied with the 15th score, and any candidates within five points of the highest score.
You can also request referrals for all candidates scoring 90 or above, as well as those within 10 points of the highest score. This option may be particularly relevant when the evaluation is based on education and experience. For more details, see “What do test scores mean?”
In the case of a promotional list, you'll receive the top 10 scores, all candidates tied with the 10th score, and those within five points of the highest score. Similarly, you may request referrals for all scores of 90 and above, as well as those within 10 points of the highest score.
Once you receive the eligible list, your first instinct might be to quickly contact candidates for interviews. However, before proceeding, there are important considerations regarding the eligible list:
Take time to address these questions to ensure a thorough and compliant interview process.
The eligible list includes candidates who achieved the highest scores on the exam for a specific classification. While candidates are ranked by their scores, you are not required to interview them in that order. Test scores provide insight into a candidate's qualifications, but other factors should also be considered. For more information, see “What do the test scores mean?”
It's important to verify whether your county has established policies for using referral lists. Consult with your agency director or human resources office to understand any procedures you should follow when reviewing referred candidates. Additionally, if you are in a county with a collective bargaining agreement, the contract may dictate who should be interviewed and considered. For instance, many union contracts require consideration of employee seniority in hiring decisions. If you have an affirmative action plan that addresses disparities, this may also influence your decisions on whom to interview.
Determine whether the exam was an online test, a scored supplemental questionnaire, or an experience and training rating. This information is available in the examination announcements on the Merit System’s website.
Understanding the exam format helps explain score differences. For example, online multiple-choice tests reward correct answers with higher scores, while experience and training ratings often consider relevant degrees and job-related experience.
Some exams use a "factor-based" rating system, where candidates describe their experience in key areas, leading to classifications such as Best-Qualified, Well-Qualified, Qualified, or Not Qualified.
Generally, larger score differences indicate greater disparities in knowledge or ability.
A difference of 10 points or more is significant, while a difference of 5 points or less may not warrant distinction; in such cases, candidates should be considered equally qualified based on their scores.
For categorization, scores of 90 and above indicate "Best-Qualified," scores in the 80s denote "Well-Qualified," and scores in the 70s are classified as "Qualified."
These unmeasured attributes should be addressed in the interview process.
If the position requires essential competencies not evaluated in the exam, it may be unwise to eliminate candidates based solely on scores, as these other attributes could outweigh score differences.
If numerous critical competencies are not assessed by the current examination, consult with Merit System staff regarding the appropriateness of the classification and examination for your specific position.