After the application deadline, Human Resources will review the materials submitted by all applicants. Based on the information provided, qualified applicants will be invited to participate in the recruitment’s evaluation process. The recruitment's evaluation process consists of various components designed to identify the most highly qualified candidates for the position being recruited; therefore, each recruitment’s evaluation process may be different depending on the type of job for which you are applying. Usually, our recruitment's evaluation process will consist of one or more of the following:

Training and Experience Evaluations – Training and experience evaluations are a systematic method used to assess current and previous experience, education, and training information provided by job applicants through supplemental questionnaires. It is important to answer each question accurately and thoroughly.

Written Test – Written tests are designed to test general aptitude or specific knowledge of the technical aspects of the job for which you are applying. You should thoroughly review the job flier to familiarize yourself with the areas which may be tested. Casual and comfortable attire is appropriate during testing.

Performance/Practical or Agility Examination – Practical examinations are typically given for positions which require a specialized skill or ability, such as typing proficiency or the operation of special equipment. You may or may not be given prior information regarding the content of the exam, depending on the nature of the job for which you are applying. If you are informed of the general content of the exam in advance, we encourage you to take the opportunity to practice your skills. It is important for you to dress in clothes that are comfortable, yet appropriate, for the skills you will be demonstrating.

Assessment Centers – This testing method is generally used for mid- and upper-level management positions. Assessment Center activities are a diverse set of exercises administered to evaluate candidates in varied areas of expertise.  Possible components could include, written, oral and hands-on skills assessments. If you are asked to participate in an assessment center, it would be to your advantage to research the position thoroughly and be prepared to draw upon your direct and related experience and/or training.

Oral Interviews – Oral interviews are typically conducted by a panel of subject matter experts. Please dress in professional attire which is appropriate for the position for which you are applying. We recommend that you research the job thoroughly to determine what knowledge and skills may be evaluated during the interview. Keep in mind that you will be asked to discuss your qualifying background. You may want to prepare by practicing an opening statement regarding your education and experience. Try to relax and provide concise but complete responses to the panel's questions. The interview will last approximately 20 - 45 minutes, depending on the position for which you are applying.

Following the recruitment’s evaluation process, Human Resources will notify you of your results via email. If you are successful in the recruitment’s evaluation process, your name will be placed on an eligibility list for the current vacancy as well as any future vacancies which may become available for up to six or twelve months* after the eligibility list was established (*unless otherwise notified). Per Civil Service Rules, Human Resources refers certified candidates to the City Department filling a current vacancy. The hiring department will conduct department-level interviews to select the best suited candidate for their current vacancy.

Reference Checks will be conducted by the City to verify employment related information for all potential employees prior to extending a job offer. This is done to ensure that individuals who join the City workforce are well qualified and have a strong potential to be successful in their employment here at the City of Chula Vista. The extent of the inquiry will depend on the position being applied for, but will at least include:

Verification/Reference from current and past employers

Confirmation of necessary licenses and/or certificates.

Please have all necessary documentation ready. Additional inquiries may be necessary depending on the position for which you are applying. Human Resources will also schedule a post-offer, pre-employment criminal background check and physical examination once a job offer has been made.  Please note an arrest or conviction record is not an automatic bar to employment.  Taken into consideration are the nature and gravity of the offense or conduct; the time that has passed since the offense or conduct and completion of the sentence; and the nature of the job being sought.