Final answer:
The statement is true; hiring managers cannot favor lower-ranking non-preference eligibles over preference eligibles without proper authorization. This is to ensure fairness and adherence to policies that give certain applicants priority, as well as to maintain a balance between merit-based selection and equal employment opportunities.
Step-by-step explanation:
Hiring Decisions and Preference Eligibility
The statement that a hiring manager may not pass over a preference eligible to select a lower-ranking non-preference eligible without the requisite approval is true. In the context of hiring preferences, especially relevant to federal employment or other regulated sectors, there are clear guidelines and rules that govern how candidates are selected. Preference eligibles are typically veterans or other specific categories of applicants who, by law or policy, are given a priority in the hiring process.
In category rating systems, applicants are sorted into categories based on how well they meet the qualifications for the position. Candidates within the highest quality category are considered before those in lower categories. For a manager to select a non-preference eligible over a preference eligible in the same category, they must have appropriate authorization. This ensures that the hiring process respects the intended balance between merit and the observance of preference rules.
It is crucial to understand that the goal of the hiring process is to select the best candidates while also promoting equal employment opportunities and diversity. Employers are encouraged to examine candidates' knowledge, skills, abilities (KSAs), and other credentials while being mindful of anti-discrimination laws enforced by the U.S. Equal Employment Opportunity Commission (EEOC). These laws prevent discrimination based on race, color, religion, sex, sexual orientation, national origin, age, disability, or genetic information during the hiring process.