1. What is job classification?
Job classification involves allocating positions to appropriate job classifications, arranging classifications into occupational hierarchies or job class families, and determining relationships between classes within the occupational hierarchies while maintaining internal alignment. The Personnel Commission is responsible for preparing classification descriptions, classifying and reclassifying positions, and maintaining a classification plan for all classified work on the basis of “like pay for like service.”
2. What is a classification study?
There are several different types of classification studies. The most commonly conducted studies are new classification requests, class description revisions, position reviews, and classification system maintenance.
3. What are cyclical reviews?
Cyclical reviews are periodic, systematic and a broad review of classification descriptions. A cyclical review calendar is established in collaboration with CSEA and the District, and approved by the Commission every fiscal year. The primary purpose is to determine if the job duties listed in each classification description are an accurate reflection of the work assigned.
4. Is reclassification the same as a cyclical review?
No. Reclass studies are position reviews to determine if an incumbent (or position) is assigned to the correct classification. A reclassification request can be submitted any time. Cyclical reviews are job description reviews based on an approved annual calendar.
5. The PC reviewed a classification description and made some changes. Why isn’t the salary being reallocated at this time?
There are many factors to consider before salary reallocation. Most commonly, current market data, internal alignment, significant recruitment challenges, and fiscal feasibility are all considered.
6. What factors does the Commission staff consider when determining if reclassification is warranted?
Common job factors that are assessed during position reviews are scope of responsibility, knowledge required for the position, level of complexity, degree of decision-making authority, nature and purpose of contacts and consequence of error.
In order for a reclassification to be approved, the follow criteria must be met:
- Gradual accretion of duties occurring over two (2) or more years of regular, continuous service, per the Education Code
- Change impacts a substantial portion of the duties and responsibilities
- Duties cannot be reassigned
- District approves fiscal impact
7. Who can initiate a position review?
Position reviews can be initiated by the supervisor, the incumbent, collective bargaining representative, or the Personnel Commission. Requests for reclassification of an existing position must be submitted by completing the Reclassification Request form and submitting it to the Director of Classified Personnel.
8. Why would a position be reclassified?
A position may be reclassified if there has been continuous, regular and permanent change in work assigned. Positions sometimes evolve over time, which may result in a gradual accretion of duties that impacts a substantial portion of the position’s duties and responsibilities. Higher level duties must be outside the scope of work as described in the assigned concept of classification and the District must have funds to approve the upward change in classification. If funding is not available, higher level duties must be reassigned.
9. An employee is really smart and efficient and the manager has been giving them additional assignments. Many of these assignments aren’t listed in the class description for their current position. Should the PC reclassify the position?
A reclassification study or Working out of Class (WOC) Request should be requested when in doubt at any time. Most of the District’s job classifications have been written with a reasonable balance between “broad” and “narrow”. Broad to encompass a wide variety of duties and responsibilities, and narrow classifications for specialized positions. To think that an employee can’t do anything outside of what’s specifically stated in a classification specification is not accurate. As long as those duties are within the overall purpose, scope and level of the class, then the duties are likely to be appropriately assigned.
10. If I am eligible and my position is reclassified, what is the effective date?
The first day of the month following the date that the Personnel Commission approves the reclassification of the position is the effective date of reclassification.
11. Does my job performance impact my classification?
Job performance does not affect reclassification of positions. Assigned job duties do. An incumbent can be a high performing employee, an average employee or a low performing employee. However, job performance does affect an employee’s opportunities for promotion.
12. My workload has permanently increased. Shouldn’t my position be reclassified?
Classification is based on multiple factors such as complexity of work, scope of responsibility, consequence of error, decision making authority, nature and purpose of contacts, and knowledge required for the position. Classification is not based on volume of work. Changes in work quantity are not a consideration within classification unless the work is at a higher level. For example, if you were previously responsible for bookkeeping duties for 3 accounts, and now you are responsible for bookkeeping duties for 5 accounts, the quantity of work has increased but the duties and core function of the job have not changed. This increase in workload would not affect your classification.
13. I just earned my degree. Am I eligible to be reclassified?
Although earning an advanced degree is a major accomplishment, it does not affect your classification. If you are working in a position that does not require a bachelor’s degree and you subsequently attain a bachelor’s degree it does not mean that the position now requires a bachelor’s degree or that a reclassification is warranted.
14. I’ve been in this position for a year now and it has changed significantly. Can I request to be reclassified?
No. In order to submit a request for reclassification, a gradual accretion of duties must occur over a period of two of more years of continuous regular service. The changes must impact a substantial portion of the incumbent’s duties and responsibilities. However, you may be eligible for temporary Working out of Class (WOC) pay. To request WOC pay, please complete the WOC Request Form on our website.
15. How often can my position be reviewed?
Requests for reclassification can be made every two years. If a reclassification request is made for your position, at least two years must elapse before another request for reclassification can be initiated.
16. What is a job audit and why is it conducted?
Put simply, a job audit is a conversation between a member of Commission staff and the incumbent of a position. The purpose of a job audit is to gather details about the position directly from the incumbent who performs the duties. Discussions may take place individually or with a group of incumbents. Job audits are conducted as one step within the larger class study process.
17. What is my role in the job audit?
As the incumbent, it is your role to provide accurate information to Commission staff about your position. Commission staff will ask you questions about your position such as which job duties take up the majority of your time, the types of decisions that you make in your job, the types of problems that you solve, who you work with and how your work is assigned to you, and if and how your position has changed over time (for reclassification studies only). It is your role to answer these questions to the best of your ability and to provide factual information. It is important to be mindful not to understate or overstate your job duties and responsibilities.
18. What is the role of the Commission staff in the job audit?
The role of the Commission staff assigned to conduct a job audit is to gather job related information to aid in the job analysis process. Our goal is to learn as much relevant job related information as possible and to clarify any questions regarding job duties being performed. A job audit is one part of the overall classification study. Information gathered during a job audit is utilized in conjunction with other pertinent information.
19. How can I prepare for a job audit?
As an incumbent, you are a subject matter expert for your position. You may not realize that you are already very prepared for the job audit. Since you do your job every day, you already know your job responsibilities very well. Prior to the scheduled job audit you may find it helpful to think about the following:
- Specific projects and assignments that you have worked on during the last year
- What your major job duties are (duties that take up most of your time)
- How your job fits into your department’s overall operation
- What written guidelines you refer to in your work
- The interactions that you usually have with other individuals or organizations
- Examples of problems that you solve and decisions that you make
- Remember-the position that you work in is under class review, not you personally. Try to separate yourself from your job responsibilities
20. Is a job audit a job interview?
No. During a job interview, panelists are assessing a person’s capabilities for a job, based on competencies required to perform the job successfully. A job audit is not designed to determine if a person is suitable for a job. It involves an in-depth discussion with the incumbent to get information about what is done, how and why.
21. Where will the job audit be conducted and how long will the job audit take?
Depending on the type of work performed, job audits can take place at the job site or in a meeting room. If the incumbent prefers, a location away from the incumbent’s work site can be arranged. A typical job audit usually takes an hour or less.
22. Is a job audit conducted with my supervisor as well?
After Commission staff meets with the incumbent, they will typically speak with the supervisor of the position. The purpose of speaking with the supervisor is to gather more job related information that may be pertinent to classification. Commission staff will not ask supervisors about an incumbent’s job performance.
23. What questions will be asked during the job audit?
Below is a list of sample questions that may be asked during a job audit:
- What are the major duties of your position (those that take most of your time)?
- Can you determine rough percentages of time for the major categories of the work you do?
- To what extent do the duties of this position involve independent action or require decisions on your part?
- Which decisions are the most difficult, and how frequently do they occur?
- How is work assigned to this position? To what extent do you have authority to determine what is to be done and when?
- How is your work reviewed?
- In what way do state/federal regulations and/or SMC or departmental policies, procedures impact your position?
- Describe your most important and frequent working relationships with people on and off campus.
- How has your position changed (for reclassification studies only)
1. How do I apply for a job at Santa Monica College?
Candidates must submit an application online at smc.edu/classifiedjobs. Please submit a new application for each job in which you are interested. If you do not already possess an online account, please create one at governmentjobs.com. Candidates who need assistance completing the application can contact the Personnel Commission Office at 310-434-4410.
2. The job I want isn’t available. What can I do?
To receive an email when we open recruitment, please fill-out a job interest card. Click on the job in which you are interested, click the green “subscribe” button at the top right, and fill-out your information to submit the form. You will receive a "Job Interest Card Confirmation" email.
3. How does the Personnel Commission Office determine if I qualify for this job?
The Personnel Commission Office will compare the application materials you submit against the minimum education and experience requirements listed on the job bulletin. It is very important that you fill out the application materials completely, as your qualifications will be evaluated primarily on the basis of information you provide on the application. Although you may include a resume, do not state “see resume” when asked to describe your responsibilities and experience.
In many cases, you will be asked to complete a Supplemental Questionnaire as part of the application process. This questionnaire will ask you to describe how your specific experience or qualifications meet the minimum education and experience requirements for the position.
4. What are some tips for completing my application?
Be specific when describing your job duties – do not write “see resume”. Review the experience required for the job and use your application to highlight how you meet this specific experience requirement. For example, if a job requires experience providing guidance to students, highlight this experience when describing your past experience. Limit the use of acronyms and technical jargon, unless terms are widely used in the industry; if necessary, explain technical terms that may not be understood by others in the job field. Include paid work experience, as well as other experience which may apply to the job (volunteer work experience, licenses and certifications, etc.).
5. I already submitted my application, but want to add additional information. What should I do?
You may resubmit a new application, if the recruitment is still open, by logging into your online account at governmentjobs.com. Add the additional information to your online application and submit when finished. After you submit a new application, your previous application(s) will be deemed invalid.
6. How and when will I receive information about my application status?
All recruitment-related information will be sent to the email address listed in your online application. The Personnel Commission Office will notify candidates of their application status (whether an application meets or does not meet minimum requirements) within approximately two weeks after the recruitment closing date.
7. What will the selection process look like?
The type of tests used to assess candidates depends mostly on the nature of the job – the job bulletin will often contain information about which test parts may be included, so please read it carefully. Depending on the knowledge, skills, and abilities required to perform these job duties, the selection process may consist of one or more of the following:
- Written Test –administered using paper test booklets and answer sheets, and/or online testing platforms. Typically involves answering a series of multiple-choice questions.
- Online Skills Assessment –an evaluation of technical skills required for the job (for example, proficiency with Microsoft Word). Administered using a secure website, with access and instructions provided by the Personnel Commission.
- Performance Test – an assessment process that involves performing a job-related task or activity. Typically focuses on performance of physical tasks (for example, framing a door or riding a bicycle).
- Training and Experience Evaluation – an assessment process in which Subject Matter Experts (people working in the job field) review and evaluate candidates’ application materials based on standard scoring criteria.
- Qualifications Appraisal Interview – a behaviorally-based interview process in which all candidates are asked the same set of questions by a rating panel. The focus is on evaluation of knowledge and skills needed for the job, rather than job fit or personality.
- Technical Project – an assessment process that involves performing a job-related task or activity. In contrast to a Performance Test, Technical Projects typically focus on performance of non-physical tasks (e.g., preparing a memo, providing a written response to a job-related problem).
8. How do I prepare for the tests? What do I study?
Read the job description on the job announcement, then study the material which you feel would relate to the necessary knowledge, skills or abilities. For example, if two of the requirements for a job are performing mathematical calculations and interpreting regulations, some of the test questions may cover math and reading comprehension. If you feel you need to study or practice, start at a library or go online to look for appropriate materials and books.
The Personnel Commission also has a variety of applicant resources on its website, including tips and techniques for answering structured interview questions and completing Training and Experience Evaluations.
9. How long does the hiring process take?
The length of the process can vary depending on the recruitment. In general, an eligibility list will be created within approximately 2 months after the recruitment closes. Recruitments that have large numbers of applicants, or multiple test parts (for example, Written Test, Performance Test, Technical Project, and/or Qualifications Appraisal Interview) will often take longer than others.
10. I passed all parts of the selection process. How do I get hired?
If you pass all parts of the selection process, you will be placed on an eligibility list in rank order, based on your final score. SMC hiring managers will hold final selection interviews with candidates in the top three ranks (ranks 1, 2, and 3) of the eligibility list who are interested in the vacant position. Please see the chart below for an example:
| candidate name | final score | rank |
|---|---|---|
| Smith, Bob | 95 | 1 |
| Doe, Jane | 95 | 1 |
| Salt, Christine | 90 | 2 |
| Doe, John | 85 | 3 |
| Kim, Emi | 80 | 4 |
In the above example, Bob Smith and Jane Doe are both on rank 1 because they have the same final score. As a result, the hiring department may hire any of the top 4 candidates because they are in ranks 1, 2, or 3. Your rank and final score will be provided in your final results letter. Employees who are on active and applicable Re-employment, Reinstatement or Transfer Lists will also be eligible for hire and invited to the final selection interviews.
Eligible candidates will remain on the List until they are hired, decline three interview opportunities, or make themselves unavailable. Candidate ranks are adjusted as individuals are removed from the eligibility list. For example, if John Doe accepts a permanent position, he would be removed from the eligibility list. Emi Kim would then move from “rank 4” to “rank 3”, making her eligible for the next available vacancy.
11. Do I get bonus points if I am a veteran and/or disabled veteran?
If you are a qualifying veteran, five additional points are added to your final passing score, if the recruitment is for an entry level position (“open” field of competition, as listed on the recruitment bulletin) and you submit a copy of your DD214 military papers prior to your passing the selection process.
If you are a qualifying disabled veteran, you may be eligible to receive ten points.
12. Does the College review convictions prior to hire?
Yes. Prior to being placed on the eligibility list, you will be asked to disclose any prior convictions. Disclosing a conviction will not necessarily disqualify a candidate from employment. The nature and seriousness of the offense, the date of conviction, and the relationship to the position sought will be considered. Some convictions may automatically disqualify candidates from employment, including, but not limited to: a conviction for a violent or serious felony, certain narcotic or sex offenses, crimes against children, or a requirement to register as a sex offender.
13. What should I do if I am called for a final selection interview?
The final selection interview may be different from the first interview, which only focused on evaluating the knowledge and skills needed to perform the job. The final selection interview will be with departmental hiring managers. They will not only be interested in the knowledge and skills that you bring to the position, but also your “fit” for the department. Learn as much as you can about the department in which you are interviewing – identify its role at the College, review the department’s website, and research information about the College. Review your application or resume and the job announcement, and be prepared to discuss how your training and/or work experience relates to the job for which you are interviewing.
During the interview, listen carefully to the questions. Your answers should cover everything your interviewer needs to know to evaluate you fairly.
Additionally, it is important to know: the time and place you should appear for the interview, phone number (important if you can’t make it or an emergency occurs), name of the person who contacted you, to whom you should report to for the interview, and how long the interview is scheduled to take.
If you may need a reasonable accommodation in the interview, request it prior to the interview.
14. What happens if I am selected?
If you are selected for hire, our team will conduct employment verifications (reference checks). After successful completion of these steps, our Human Resources department will contact you to process your employment offer. After you have been offered and accepted a job, be sure that you understand when and where you will be processed, when you will start, where and to whom you should report, and whether there are any other steps you should take before starting work. Get the telephone number of the person who contacted you in case you have further questions.
When you are selected for a permanent, full-time position, your name will be removed from the eligibility list for that job. However, your name will remain on the list if you are hired for a temporary or part-time position.
15. What if I am not selected?
Don’t give up! If you are not successful in getting a job immediately, you will remain eligible for any other vacancies that occur until the eligibility list expires. If you are not hired before the list expires, you must wait for another recruitment and reapply. It is a good idea to keep your final ranking letter(s), which will help you track what eligible lists you are on and when they expire. You may also view current eligibility lists on the Personnel Commission website.
16. I’m not in the top three ranks of the eligibility list. Will I have a chance to be hired?
For each vacancy that exists, the Personnel Commission will invite the top three ranks who are ready and willing to interview for that particular position. In situations where candidates from the top three ranks are not interested in a position, candidates who are below rank 3 on the list may be eligible for hire.
For example, assume Emi Kim is rank 4 on the list, as shown below; Bob Smith and Jane Doe, both on rank 1, are not interested in the vacancy at “Department A”. Because they are not interested, their names will be temporarily bypassed for the vacancy at Department A – this eliminates rank 1. As a result, Emi Kim, who is rank 4 on the eligibility list, becomes rank 3 for this particular vacancy and will be invited to interview.
| candidate name | final score | original rank | rank for "dept a" vacancy |
|---|---|---|---|
| Smith, Bob | 95.00 | 1 | |
|
Doe, Jane |
95.00 | 1 | |
| Salt, Christine | 90.00 | 2 | 1 |
| Doe, John | 85.00 | 3 | 2 |
| Kim, Emi | 80.00 | 4 | 3 |
17. How long is the eligibility list active?
Eligibility lists are usually active for 1 year, but can remain active for up to 2 years if the list has enough candidates to meet the District’s hiring needs. You can see a list of active eligibility lists by visiting the current eligibility lists section of our website.
1. What are some tips for completing my application?
Be specific when describing your job duties – do not write “see resume”. Review the experience required for the job and use your application to highlight how you meet this specific experience requirement. For example, if a job requires experience providing guidance to students, highlight this experience when describing your past experience. Limit the use of acronyms and technical jargon, unless terms are widely used in the industry; if necessary, explain technical terms that may not be understood by others in the job field. Include paid work experience, as well as other experience which may apply to the job (volunteer work experience, licenses and certifications, etc.).
2. I already submitted by application, but want to add additional information. What should I do?
You may resubmit a new application, if the recruitment is still open, by logging into your online account at governmentjobs.com. Add the additional information to your online application and submit when finished. After you submit a new application, your previous application(s) will be deemed invalid.
3. How and when will I receive information about my application status?
All recruitment-related information will be sent to the email address listed in your online application. The Personnel Commission Office will notify candidates of their application status (whether an application meets or does not meet minimum requirements) within approximately two weeks after the recruitment closing date.
4. What will the selection process look like?
The type of tests used to assess candidates depends mostly on the nature of the job – the job bulletin will often contain information about which test parts may be included, so please read it carefully. Depending on the knowledge, skills, and abilities required to perform these job duties, the selection process may consist of one or more of the following:
- Written Test –administered using paper test booklets and answer sheets, and/or online testing platforms. Typically involves answering a series of multiple-choice questions.
- Online Skills Assessment –an evaluation of technical skills required for the job (for example, proficiency with Microsoft Word). Administered using a secure website, with access and instructions provided by the Personnel Commission.
- Performance Test – an assessment process that involves performing a job-related task or activity. Typically focuses on performance of physical tasks (for example, framing a door or riding a bicycle).
- Training and Experience Evaluation – an assessment process in which Subject Matter Experts (people working in the job field) review and evaluate candidates’ application materials based on standard scoring criteria.
- Qualifications Appraisal Interview – a behaviorally-based interview process in which all candidates are asked the same set of questions by a rating panel. The focus is on evaluation of knowledge and skills needed for the job, rather than job fit or personality.
- Technical Project – an assessment process that involves performing a job-related task or activity. In contrast to a Performance Test, Technical Projects typically focus on performance of non-physical tasks (e.g., preparing a memo, providing a written response to a job-related problem).
5. How do I prepare for the tests? What do I study?
Read the job description on the job announcement, then study the material which you feel would relate to the necessary knowledge, skills or abilities. For example, if two of the requirements for a job are performing mathematical calculations and interpreting regulations, some of the test questions may cover math and reading comprehension. If you feel you need to study or practice, start at a library or go online to look for appropriate materials and books.
The Personnel Commission also has a variety of applicant resources on its website, including tips and techniques for answering structured interview questions and completing Training and Experience Evaluations.
6. How long does the hiring process take?
The length of the process can vary depending on the recruitment. In general, an eligibility list will be created within approximately 2 months after the recruitment closes. Recruitments that have large numbers of applicants, or multiple test parts (for example, Written Test, Performance Test, Technical Project, and/or Qualifications Appraisal Interview), will often take longer than others.
7. I passed all parts of the selection process. How do I get hired?
If you pass all parts of the selection process, you will be placed on an eligibility list in rank order, based on your final score. SMC hiring managers will hold final selection interviews with candidates in the top three ranks (ranks 1, 2, and 3) of the eligibility list who are interested in the vacant position. Please see the chart below for an example:
| candidate name | final score | original rank |
|---|---|---|
| Smith, Bob | 95.00 | 1 |
|
Doe, Jane |
95.00 | 1 |
| Salt, Christine | 90.00 | 2 |
| Doe, John | 85.00 | 3 |
| Kim, Emi | 80.00 | 4 |
In the above example, Bob Smith and Jane Doe are both on rank 1 because they have the same final score. As a result, the hiring department may hire any of the top 4 candidates because they are in ranks 1, 2, or 3. Your rank and final score will be provided in your final results letter. Employees who are on active and applicable Re-employment, Reinstatement or Transfer Lists will also be eligible for hire and invited to the final selection interviews.
Eligible candidates will remain on the List until they are hired, decline three interview opportunities, or make themselves unavailable. Candidate ranks are adjusted as individuals are removed from the eligibility list. For example, if John Doe accepts a permanent position, he would be removed from the eligibility list. Emi Kim would then move from “rank 4” to “rank 3”, making her eligible for the next available vacancy.
8. Do I get bonus points as an employee of SMC?
Candidates who have permanency with Santa Monica College, or who are on a valid SMC reemployment list, will receive Longevity Preference Credit on “promotional” and “merged promotional and open competitive” lists (listed on the recruitment bulletin). Longevity preference credits will be added to your final passing score as shown in the chart below:
| Years of Service | Points |
|---|---|
|
Less than 1 year |
0 |
|
1 year, but less than 2 |
1.0 |
|
2 years, but less than 3 |
1.5 |
|
3 years, but less than 4 |
2.0 |
|
4 years, but less than 5 |
2.5 |
|
5 years, but less than 6 |
3.0 |
|
6 years, but less than 7 |
3.5 |
|
7 years, but less than 8 |
4.0 |
|
8 years, but less than 9 |
4.5 |
|
9+ years |
5.0 |
9. What should I do if I am called for a final selection interview?
The final selection interview may be different from the first interview, which only focused on evaluating the knowledge and skills needed to perform the job. The final selection interview will be with departmental hiring managers. They will not only be interested in the knowledge and skills that you bring to the position, but also your “fit” for the department. Learn as much as you can about the department in which you are interviewing – identify its role at the College and review the department’s website. Review your application or resume and the job announcement, and be prepared to discuss how your training and/or work experience relates to the job for which you are interviewing.
During the interview, listen carefully to the questions. Your answers should cover everything your interviewer needs to know to evaluate you fairly.
Additionally, it is important to know: the time and place you should appear for the interview, phone number (important if you can’t make it or an emergency occurs), name of the person who contacted you, to whom you should report to for the interview, and how long the interview is scheduled to take.
If you may need a reasonable accommodation in the interview, request it prior to the interview.
10. What happens if I am selected?
If you are selected for hire, our Human Resources department will contact you to process your employment offer. After you have been offered and accepted a job, be sure that you understand when you will start, where and to whom you should report, and whether there are any other steps you should take before starting work. Get the telephone number of the person who contacted you in case you have further questions.
When you are selected for a permanent, full-time position, your name will be removed from the eligibility list for that job. However, your name will remain on the list if you are hired for a temporary or part-time position.
11. What if I am not selected?
Don’t give up! If you are not successful in getting a job immediately, you will remain eligible for any other vacancies that occur until the eligibility list expires. If you are not hired before the list expires, you must wait for another recruitment and reapply. It is a good idea to keep your final ranking letter(s), which will help you track what eligible lists you are on and when they expire. You may also view current eligibility lists on the Personnel Commission website.
12. I’m not in the top three ranks of the eligibility list. Will I have a chance to be hired?
For each vacancy that exists, the Personnel Commission will invite the top three ranks who are ready and willing to interview for that particular position. In situations where candidates from the top three ranks are not interested in a position, candidates who are below rank 3 on the list may be eligible for hire.
For example, assume Emi Kim is rank 4 on the list, as shown below; Bob Smith and Jane Doe, both on rank 1, are not interested in the vacancy at “Department A”. Because they are not interested, their names will be temporarily bypassed for the vacancy at Department A – this eliminates rank 1. As a result, Emi Kim, who is rank 4 on the eligibility list, becomes rank 3 for this particular vacancy and will be invited to interview.
| candidate name | final score | original rank | rank for "dept a" vacancy |
|---|---|---|---|
| Smith, Bob | 95.00 | 1 | |
|
Doe, Jane |
95.00 | 1 | |
| Salt, Christine | 90.00 | 2 | 1 |
| Doe, John | 85.00 | 3 | 2 |
| Kim, Emi | 80.00 | 4 | 3 |
13. How long is the eligibility list active?
Eligibility lists are usually active for 1 year, but can remain active for up to 2 years if the list has enough candidates to meet the District’s hiring needs. You can see a list of active eligibility lists by visiting the current eligibility lists section of our website.