
Wfmgmt
Overview
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Founded Date September 6, 2003
Company Description
HR Handbook – Chapter 22: Requirements For Filling Job Vacancies
This guideline lists the types of visits that may be utilized to fill jobs. Each kind of appointment is more described in Chapter 23.
Rule 22.2 Filling Vacancies Prior to the Election for a Statewide Elected Office
Jobs at or above pay levels MS-524, AS-623, SS-422, PS-120, WS-223, or TS-319 can not be filled between the date of any election for a statewide workplace and the date the elected authorities takes workplace without prior approval from the Director.
Rule 22.3 Public Announcement of Job Vacancies.
( a) All jobs in the classified service filled by probational consultations, task visits, or promotions should be published in the LA Careers system except those particularly noted below in Rule 22.3( b) and in Procedures: Conversion from a Job Appointment to Probational Appointment.
Jobs can be published in one of 2 methods, either for a continuous recruitment or for a particular vacancy. The vacancy needs to be published for a minimum of 5 calendar days (not consisting of the date the posting opens).
The eligible list might be developed the day after the statement closes, provided the company adheres to La. R.S. 1:60 (Timely filing of papers due; presumption).
( b) A vacancy might be filled without publishing under the circumstances listed below:
1. Appointment from a Department Preferred Reemployment List.
2. Classified WAE consultation.
3. Noncompetitive consultation of an individual considered eligible for services by the Louisiana Rehabilitation Services Program under arrangements of Rule 22.8( a).
4. Noncompetitive reemployment of a former worker based on prior state service under Rule 23.13( a).
5. Detail to special duty.
6. Demotion of a long-term classified employee.
7. Reassignment, position modification, or lateral transfer of a long-term classified worker.
8. Out-of-state jobs filled in accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified workers are declared to be in the state categorized service or are gotten by a state firm in accordance with Rule 24.2.
11. Noncompetitive promo of a permanent classified worker to a position to which she or he would have noncompetitive reemployment eligibility under Rule 23.13 if he or she were to resign.
12. Appointment to Nurse Technician for candidates hired as a Registered Nurse 1 or a Registered Nurse 1-Student Health that are required to re-take the State Board of Nursing evaluation.
13. Probational or job visit of an applicant who has actually obtained a 3.5 GPA or greater for a baccalaureate or graduate degree from an accredited university and fulfills all other requirements of Rule 22.8( c) for exemption from screening.
( c) This guideline enables the selecting authority to limit application for promotion to long-term categorized employees of an Approved Promotional Zone. The promotional zone needs to be authorized by the Director.
Rule 22.4 Rejecting Applicants for Employment
This guideline lists the reasons a candidate can be turned down for employment. Applicants who have been declined for a task will be alerted. Applicants may be declined if:
( a) Can not be lawfully utilized;
( b) Does not satisfy the minimum certifications requirements for the job as revealed in the task specs. (Agencies might look for extra credentials for applicants, however candidates can not be declined if he meets the minimum certifications.)
( c) Has been founded guilty of a felony;
( d) Was dismissed or resigned to avoid dismissal while serving with long-term status; or
( e) Has sent incorrect info during the application or evaluation process or attempted to do something fraudulently to protect a hire for himself or others.
Rule 22.4.1 Criminal History Inquiry
This guideline explains that applicants can not be asked for to provide info worrying their possible criminal history prior to an interview or conditional deal of work for an open job, unless the position for which they are using has a legal limitation that would forbid employment with a criminal conviction. The legal limitation needs to be mentioned in as a Required Special Requirement (NSR) or Note on the job spec of the task title of the vacancy. A list of task titles that include such an NSR or Note can be discovered here.
Rule 22.5 Minimum Qualifications
( a) The minimum certifications. Appointees need to meet the minimum credentials for tasks unless excused under Rule 22.5( e), Rule 23.12, Rule 23.13( a) or Rule 5.8. If a nonpermanent employee does not fulfill the minimum certifications for the job, the Director might buy the separation of that worker.
( b) Repealed.
( c) Minimum qualifications decisions are made by either SCS or the appointing authority under delegated authority. The Director can review choices by the appointing authority and the Director’s choice is final.
( d) Applicants who do not fulfill minimum certification requirements might request an evaluation of the choice by the Director. The request must be in writing and received or postmarked within thirty days of the rejection notification. The SCS evaluation process is complete upon the Director’s decision.
( e) When previously established minimum qualifications are altered and an incumbent does not meet the brand-new requirements, he will be permitted to:
1. stay in the position, supplied there are no legal barriers, such as the lack of a legally-required license or accreditation; or
2. get approved for a higher level task in the typical profession path of the task inhabited. The incumbent must obtain the difference between the minimum credentials of that job and the greater level job as of the reliable date of the change, provided there are no legal barriers.
Rule 22.6 Examinations
( a) This rule explains that some classified tasks need evaluations or assessments to additional evaluate a candidate’s experience and credentials. Examinations may include, but are not limited to, tests, experience, and training examinations. This rule enables the Director to conduct evaluations and establish requirements, schedules, procedures, and policies regarding testing. For info about the composed tests, go to our website, under HR Professionals and click on the link “Job Information and Test Finder”.
( b) The Director might authorize an appointing authority to carry out examinations that are job-related to more assess the candidate.
( c) This rule defines what “test” indicates for State Civil Service tasks.
( d) Test takers shall be alerted of their test ratings by State Civil Service or agency designating authority if the test is administered by the firm.
( e) Test scores go through evaluate by the Director or designating authority. Ask for evaluation should be made in composing and received or postmarked within 30 calendar days following the date of notice of the test result. If a test rating is in error, it will be corrected, however it will not revoke a visit.
Rule 22.7 Veterans Preference; Proof of Eligibility
( a) For original visits, eligible candidates who fulfill minimum certifications and testing requirements will have 5 or 10 points contributed to their final examination score for veterans’ choices.
Rule 22.8 Exemptions from Testing Requirements
( a) This guideline allows a designating authority to fill a vacancy utilizing a probational visit, job appointment, or promo of an individual suggested as qualified by Louisiana Rehabilitation Services without that individual testing. Such a vacancy also need not be posted under rule 22.3( b) 3. The appointing authority making the appointment should document that the appointee fulfills the credentials requirements and must make such records available to the Director upon request. Individuals eligible for this testing exemption, who apply to a job in the LA Careers system that requires a test, must provide sometimes of posting, their letter showing that they have been considered qualified for services by Louisiana Rehabilitation Services. These individuals can then be added to the eligible under this rule.
– Individuals applying to vacancies needing a test in LA Careers who use this rule MUST include a copy of the letter from Louisiana Rehabilitation Services deeming them qualified for services to be placed on the qualified list.
– The designating authority making the appointment MUST document that the appointee satisfies the credentials requirements and should make such records offered to the Director upon demand.
( b) Out-of-state jobs might be filled by probational visit, task consultation or promotion, without posting the vacancy or testing.
( c) Repealed efficient January 1, 2024.
( d) Veterans of the armed forces who have actually been honorably discharged from active service within the previous 12 months may be appointed into a probational or job appointment without a test score, offered:
1. The veteran satisfies the minimum qualifications for the task,
2. The veteran was honorably discharged,
3. served a minimum of 90 days of active service for functions besides training, and
4. A deal made to an active member of the armed forces however does not have an effective date of appointment prior to the discharge date.
(e) A candidate who fulfills the Minimum Qualifications and has a Peace Officer Standards and Training (POST) accreditation from a Louisiana certified training academy may be selected by probational visit or task visit to a job which needs the Protective Services Exam without a test score. The applicant’s POST accreditation will not be under suspension or pending a revocation hearing.
– Noncompetitive reemployment, unless the candidate formerly held a non-professional level job and is being reemployed into an expert task.
– Promotion of a permanent status employee who has noncompetitive reemployment eligibility, unless the eligibility is based upon a non-professional level job and the employee is being promoted into a professional job.
– Reallocation besides from a non-professional to a professional level job.
– Promotion of a permanent classified employee to another job needing the same test as the job the staff member presently holds.
– Demotion of an irreversible classified worker, unless from a non-professional to a professional level task.
– Appointment to a categorized WAE task.
– Conversion of task appointees to probational visits in the very same job title.
– Employees selected to jobs needing the very same test of a job they formerly occupied with permanent status.
– Employees who are used at the State Civil Service Recruiting and Outreach Center and/or who act as State Civil Service test displays.
Rule 22.9 Certificates of Eligibles
This guideline authorizes the development certificates and clearly develops the details that constitutes a Certificate of Eligibles. Policies relating to Certificate of Eligibles which include Vacancy Announcements and Continuous Recruitment, can be found in Eligible List Quick Sheet for a Job Announcement and Eligible List Quick Sheet for a Continuous Recruitment.