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Selection Division


The Selection Division (SD) is committed to building trusted partnerships by providing open communication through collaboration and transparency to create a shared vision for a successful selection process. This can be achieved through various methods to include allowing stakeholders to play an active role in focus groups, incorporating their comments and feedb​ack, and using their expertise to improve current processes and procedures. As a service-oriented organization, the SD’s goals include:​

  • ​Use process improvement methodologies such as Lean Six Sigma for streamlining processes to better serve the needs of the public and the state departments we serve
  • Align ourselves as a project management-focused organization to better serve our customers
  • Support CalHR's strategic plan initiatives
  • Support Civil Service Improvement (CSI) initiatives
  • Represent our core values: Collaboration, Customer Service, Diversity, Excellence/Quality, Integrity, and Leadership


To create and administer civil service exams to recruit high quality candidates in a fair and open process and ensure the administration of examinations are processed in accordance with the laws and rules of the state civil service merit system as referenced in the California Constitution.


To promote merit, diversity, and equity in civil service employment, consistent with California state and federal laws.

Our Structure

CalHR's Selection Division is comprised of the following teams:

  • ​Servicewide Exams Program & Special Projects Team
  • Departmental Exams Program Team
  • Merit Selection Services (MSS) Program Team
  • Policy Program Team
  • Statewide Recruitment/Hiring Team
  • ECOS Business Development Team
  • ECOS Consultation Team
  • CalCareer Services Team (Service Center)​

​​Servicewide Exams Program & Special Projects Team

Using a broad range of advance research methodologies, statistical techniques, and principles, the Servicewide Exams and Special Projects Team (SESP) provides expert examination consultation and technical assistance, policy guidance, and interpretation of SPB seletion laws, rules, and regulations to state department selection staff, state employees, and the general public. SESP is responsible for adminstering general-funded servicewide, Limited Examination and Appointment Program (LEAP), and classification-consolidaton examinations. The team also provides consultation to departmental staff regarding the technical and administrative feasibility of various selections tools such as job analysis, test validation, test construction and scoring, examination planning, research methodology, and statistical analysis.

Departmental Exams Program Team

​​Using a broad rage of advance research methodologies, statistical techniques, and principles, the Departmental Exams Team (DET) provides expert examination services and consultation, technical assistance, guidance and interpretation of minimum qualifications, SPB selections laws, rules, and regulations to state department selection staff and state HR personnel. DET is responsible for administering departmental exam services requests which includes job analysis, test validation, test construction and scoring, 511B development, exam administration, user acceptance testing (UAT) and exam consultation on a fee-for-service basis. Additional DET is accountable for the cost proposal process for which departments use to request exam services. This program is also responsible for managing the MQ Assistance and SD proposals inboxes.

Merit Selection Services (MSS) Program Team [for counties]

CalHR is responsible for the administration and management of the Mert System Services (MSS) Progra for certain local government employees. Pursuant to California Government Code sections 19800 - 19811, CalHR ensures that counties receiving federal funds for Social Services and Child Support programs use a merit personnel system for program employees that meets the following six merit principles:

  1. ​Recruitment, selection and advancement of employees is on the basis of their relative ability, knowledge, and skills, including open consideration of qualified applicants for initial appointment.
  2. Employees are provided equitable and adequate compensation.
  3. Employees are trained, as needed, to assure high quality perforamnce.
  4. Employees are retained on the basis of the adequacy of their performance, inadequate​ performance is addressed, and employees whose inadequate performance cannot be corrected are separated.
  5. Applicant and employees are assured fair treatment in all aspects of personnel administration without regard to political affiliation, race, color, national origin, sex, religioius creed, age, or disability and with proper regard for their privacy and consititutional rights as citizens. This "fair treatment" principle includes compliance with the federal equal employment opportunity and nondiscrimination laws.
  6. Employees are protected against coercion for partisan political purposes and are prohibited from using their official authority for purposes of interfering with or affecting the result of an election or a nomination for office.

​​Policy Program Team (Procedures, Compliance & Appeals)

The Policy Program (PP) team serves as the state's principle policy advisors on selection matters related to examination administration, and certification and hiring activites. The team is responsible for developing and implementing statewide policy and guidance on selections due to new laws, rules, and regulations implemented by the State Personnel Board (SPB). This team's responsibilities also include writing CalHR selection related policy based on governent code and SPB code of regulations and updating the Merit Selection Manual. Furthermore this team handles appeals for CalHR administered examaintions; and appeals and compliance reviews for the Merity Systems Services Program. Additionally, the PP team handles the annual delegated selection agreements for all State agencies. The Delegation Agreement (DA) is a formal agreement between state departments (including Boards, agencies, commissions, etc.) and CalHR. Its purpose is to formalize decentralized testing between CalHR and state departments. The DA educates and reinforces departments' authority to create and administer the full range of selection processes without CalHR's approal. CalHR is committed to partnering with departments to support their efforts to build excellent selection programs. The DA provides a framework for constructing excelelnt, fiar, merit-based, job-related examinations that will support the state of California's future hiring needs. (Selections Delegation Agreements PDF | RTF)​ are due by email annually by July 1st.

​​Statewide Recruitment/Hiring Strategists

CalHR Statewide Recruitment Strategists assist departments by strategizing and developing best practices by focusing on branding and the benefits of state service, so we can attract the best and brightest into our state organizations. Processes and systems should be regularly reviewed to ensure hidden bias is removed and make certain great talent is not hindered from entering our workforce. We create awareness of the public service experience that state givernment offers --awareness that needs to be expanded both inside government and in the talent marketplace. 
A strategic plan of action is critical to build a talent pipeline and properly fulfill the staffing needs of your department. To recruit, hire, and retain talented individuals, we support departments by focusing on cruical elements in the recruitment process:
  • ​​Developing a hiring strategy
  • Promoting employer brand
  • Integrating diversity and inclusion


​​ECOS Business Development Team

The ECOS Business Development Team designs, develops and maintains ECOS for all selection functions (including advertisement, recruitment, and hiring), in partnership with CalHR's Information Technology Division. For more information or questions visit:​

ECOS Consultation Team

The ECOS Consultation & Support Team provides assistance and technical training to state departments on utilizing the ECOS and Legacy systems to administer and process their selection programs. For more information or questions visit:​

​​CalCareer Services Team (Service Center)

​The CalCareer Service Team are the first points of contact for the general public handling phone calls, email inquiaries, and one-on-one assistance with the public in the CalHR Job Center regarding civil service employment within the State of California. Additionally, the CalCareer Servies Team is responsible for processing Limited Examination and Appointment Program (LEAP) and Veteran Preference documentation.

Selection Analyst Training Cohort (SATC)

The CalHR Selection Analyst Training Certification Cohort offers a project based comprehensive curriculum for the development of selection professionals. The training classes offered provide essential content and selection techniques to ensure competency upon program completion. The curriculum is designed to facilitiate deeper learning and retention of competencies. The curriculum is practical and closely corresponds to actual work generally peformed on the job. The CalHR Selection Analyst Training Cohort coursework providese state selection professionals with fundamentally sound, legally defensible, innovative means of performing selection-related work in addition to in-depth instruction on a variety of selection-related topics. The Selection Analyst Training Cohort consists of 11 comprehensive courses in which participants will gain the knowledge, skills, and abilities needed to become effective selection analysts. Upon successful program completion, participants will receive a Selection Analyst Training Certificate acknowledging completion of the certification's requirem​ents. This cohort is now managed and facilitated by CalHR's Statewide Training Unit, but its curriculum and content is housed with the Selection Division. For information on the CalHR Selection Analyst Training Cohort, and to register for coursese please visit our Selection Analyst Training Cohort webpage. 

  Updated: 9/5/2017
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