(a) All screening and selection techniques, including the procedure for developing interview questions, and the selection process as a whole, shall be:

(b) A district may not designate or set aside positions or job classifications for members of any group defined in terms of ethnic group identification, race, color, national origin, religion, age, gender, disability, ancestry or sexual orientation, or engage in any other practice which would result in discriminatory or preferential treatment prohibited by state or federal law.

(c) Seniority or length of service may be considered only if they are relevant to posted job qualifications.

(d) Selection testing for employees shall follow procedures outlined in the Equal Employment Opportunity Commission's “Uniform Guidelines on Employee Selection Procedures.”

(e) Screening committees shall include a diverse membership whenever possible, to ensure a variety of perspectives are included in the assessment of applicants.

(f) Governing boards or their designees shall have the authority to make all final hiring decisions based upon careful review of the candidate or candidates recommended by a screening committee. The governing board may reject all candidates and order further review by the screening committee, or reopen the position where necessary to further achievement of the objectives of the EEO plan or to ensure equal employment opportunity. However, a consistent pattern of declining to hire qualified candidates from monitored groups against the recommendation of screening committees may give rise to an inference that the selections are not consistent with the objectives of equal employment opportunity that are required by this subchapter.