HR Handbook - Chapter 22: Requirements For Filling Job Vacancies
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This rule lists the kinds of consultations that might be used to fill vacancies. Each type of consultation is more explained 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 in between the date of any election for a statewide office 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 appointments, task consultations, or promotions need to be posted in the LA Careers system other than those specifically listed below in Rule 22.3( b) and in Procedures: Conversion from a Task Appointment to Probational Appointment.
Jobs can be posted in one of two ways, either for a constant recruitment or for a specific vacancy. The vacancy should be posted for a minimum of 5 calendar days (not consisting of the date the posting opens).
The qualified list might be developed the day after the announcement closes, provided the company complies with La. R.S. 1:60 (Timely filing of documents due; presumption).
( b) A vacancy may be filled without posting under the circumstances listed below:
1. Appointment from a Department Preferred Reemployment List.
2. Classified WAE consultation.
3. Noncompetitive appointment of a private considered eligible for services by the Louisiana Rehabilitation Services Program under provisions of Rule 22.8( a).
4. Noncompetitive reemployment of a previous worker based upon prior state service under Rule 23.13( a).
5. Detail to special task.
6. Demotion of a long-term classified staff member.
7. Reassignment, position modification, or lateral transfer of an irreversible classified worker.
8. Out-of-state vacancies filled in accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified staff members are declared to be in the state categorized service or are acquired by a state company in accordance with Rule 24.2.
11. Noncompetitive promo of an irreversible classified worker to a position to which he or she would have noncompetitive reemployment eligibility under Rule 23.13 if she or he were to resign.
12. Appointment to Nurse Technician for applicants worked with as a Registered Nurse 1 or a Registered Nurse 1-Student Health that are required to re-take the State Board of Nursing assessment.
13. Probational or task consultation of a candidate who has achieved a 3.5 GPA or higher for a baccalaureate or graduate degree from a recognized university and fulfills all other requirements of Rule 22.8( c) for exemption from testing.
( c) This rule permits the designating authority to restrict application for promotion to irreversible categorized staff members of an Approved Promotional Zone. The promotional zone must be approved by the Director.
Rule 22.4 Rejecting Applicants for Employment
This rule lists the factors an applicant can be declined for work. Applicants who have been rejected for a task will be alerted. Applicants may be turned down if:
( a) Can not be lawfully used;
( b) Does not meet the minimum credentials requirements for the task as displayed in the task specifications. (Agencies might seek additional credentials for candidates, however applicants can not be declined if he satisfies the minimum qualifications.)
( c) Has been founded guilty of a felony;
( d) Was dismissed or resigned to prevent termination while serving with irreversible status; or
( e) Has sent false details throughout the application or assessment process or attempted to do something fraudulently to secure a hire for himself or others.
Rule 22.4.1 Criminal History Inquiry
This guideline describes that applicants can not be asked for to offer info worrying their possible criminal history prior to an interview or conditional deal of employment for an open vacancy, unless the position for which they are using has a legal restriction that would prohibit employment with a criminal conviction. The legal limitation needs to be mentioned in as a Needed Special Requirement (NSR) or Note on the task spec of the job title of the job. A list of job titles which consist of such an NSR or Note can be found here.
Rule 22.5 Minimum Qualifications
( a) The Director establishes minimum credentials. Appointees need to fulfill the minimum credentials for jobs unless excused under Rule 22.5( e), Rule 23.12, Rule 23.13( a) or Rule 5.8. If a nonpermanent worker does not meet the minimum qualifications for the task, the Director may order the separation of that staff member.
( b) Repealed.
( c) Minimum qualifications decisions are made by either SCS or the appointing authority under delegated authority. The Director deserves to examine choices by the selecting authority and the Director's decision is last.
( d) Applicants who do not meet minimum certification requirements may ask for an evaluation of the decision by the Director. The request needs to remain in composing and gotten or postmarked within one month of the rejection notice. The SCS review procedure is complete upon the Director's decision.
( e) When previously developed minimum qualifications are altered and an incumbent does not satisfy the new requirements, he will be allowed to:
1. stay in the position, supplied there are no legal barriers, such as the lack of a legally-required license or certification; or
2. receive a greater level task in the typical career path of the task inhabited. The incumbent must obtain the difference between the minimum credentials of that task and the greater level task as of the effective date of the change, offered there are no legal barriers.
Rule 22.6 Examinations
( a) This guideline discusses that some classified tasks need assessments or examinations to further assess a candidate's experience and certifications. Examinations may consist of, however are not limited to, tests, experience, and training evaluations. This rule permits the Director to carry out assessments and establish requirements, schedules, procedures, and policies concerning screening. For info about the written tests, go to our site, under HR Professionals and click the link "Job Information and Test Finder".
( b) The Director might authorize a designating authority to perform assessments that are job-related to further examine the candidate.
( c) This rule defines what "test" suggests for State Civil Service tasks.
( d) Test takers shall be alerted of their test ratings by State Civil Service or company appointing authority if the test is administered by the agency.
( e) Test ratings are subject to examine by the Director or selecting authority. Requests for review must be made in writing and received or postmarked within 30 calendar days following the date of notification of the test outcome. If a test rating is in error, it will be remedied, however it will not revoke a visit.
Rule 22.7 Veterans Preference; Proof of Eligibility
( a) For initial consultations, qualified candidates who satisfy minimum credentials and testing requirements shall have 5 or 10 points contributed to their final evaluation score for veterans' choices.
Rule 22.8 Exemptions from Testing Requirements
( a) This guideline permits a designating authority to fill a vacancy utilizing a probational appointment, job consultation, or promo of a person suggested as eligible by Louisiana Rehabilitation Services without that individual screening. Such a vacancy likewise need not be published under guideline 22.3( b) 3. The selecting authority making the visit needs to document that the appointee meets the credentials requirements and should make such records available to the Director upon demand. Individuals qualified for this screening exemption, who use to a job in the LA Careers system that requires a test, need to supply sometimes of publishing, their letter indicating that they have actually been considered eligible for services by Louisiana Rehabilitation Services. These people can then be contributed to the eligible under this rule.
- Individuals applying to vacancies requiring a test in LA Careers who utilize this guideline MUST include a copy of the letter from Louisiana Rehabilitation Services deeming them eligible for services to be positioned on the qualified list.
- The appointing authority making the visit MUST file that the appointee fulfills the credentials requirements and need to make such records readily available to the Director upon request.
( b) Out-of-state jobs might be filled by probational consultation, job visit or promotion, without publishing the job or testing.
( c) Repealed effective January 1, 2024.
( d) Veterans of the armed forces who have been honorably discharged from active task within the previous 12 months might be designated into a probational or task visit without a test rating, supplied:
1. The veteran satisfies the minimum credentials for the task,
2. The veteran was honorably discharged,
3. served a minimum of 90 days of active service for purposes aside from training, and
4. An offer made to an active member of the militaries but does not have a reliable date of appointment prior to the discharge date.
(e) An applicant who meets the Minimum Qualifications and has a Peace Officer Standards and Training (POST) accreditation from a Louisiana accredited training academy may be appointed by probational appointment or job appointment to a task which requires the Protective Services Exam without a test score. The candidate's POST certification will not be under suspension or pending a cancellation hearing.
- Noncompetitive reemployment, unless the candidate previously held a non-professional level task and is being reemployed into a professional job.
- Promotion of a permanent status staff member who has noncompetitive reemployment eligibility, unless the eligibility is based upon a job and the staff member is being promoted into a professional job.
- Reallocation other than from a non-professional to a professional level task.
- Promotion of a long-term classified employee to another task requiring the very same test as the task the employee presently holds.
- Demotion of an irreversible classified staff member, unless from a non-professional to an expert level job.
- Appointment to a classified WAE task.
- Conversion of job appointees to probational consultations in the exact same task title.
- Employees selected to tasks needing the exact same test of a job they previously inhabited with permanent status.
- Employees who are utilized at the State Civil Service Recruiting and Outreach Center and/or who serve as State Civil Service test screens.
Rule 22.9 Certificates of Eligibles
This rule licenses the development certificates and plainly establishes the information that constitutes a Certificate of Eligibles. Policies relating to Certificate of Eligibles which consist of Vacancy Announcements and Continuous Recruitment, can be discovered in Eligible List Quick Sheet for a Vacancy Announcement and Eligible List Quick Sheet for a Constant Recruitment.
