This guideline notes the types of visits that might be used to fill vacancies. Each kind of visit is additional 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 previous approval from the Director.
Rule 22.3 Public Announcement of Job Vacancies.
( a) All vacancies in the classified service filled by probational consultations, job appointments, or promos must be posted in the LA Careers system other than those particularly noted below in Rule 22.3( b) and in Procedures: Conversion from a Task Appointment to Probational Appointment.
Jobs can be posted in one of 2 methods, either for a constant recruitment or for a specific vacancy. The vacancy must be published for a minimum of five calendar days (not consisting of the date the posting opens).
The qualified list might be established the day after the statement closes, provided the agency complies with La. R.S. 1:60 (Timely filing of documents due; presumption).
( b) A job might be filled without posting under the scenarios noted 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 provisions of Rule 22.8( a).
4. Noncompetitive reemployment of a former worker based upon previous state service under Rule 23.13( a).
5. Detail to special task.
6. Demotion of an irreversible classified worker.
7. Reassignment, position modification, or lateral transfer of a permanent classified worker.
8. Out-of-state jobs completed accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified workers are stated to be in the state classified service or are acquired by a state firm in accordance with Rule 24.2.
11. Noncompetitive promotion of an irreversible classified staff member 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 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 appointment of an applicant who has attained a 3.5 GPA or greater for a baccalaureate or academic degree from an accredited university and fulfills all other requirements of Rule 22.8( c) for exemption from testing.
( c) This rule permits the appointing authority to limit application for promotion to permanent categorized staff members of an Authorized Promotional Zone. The advertising zone should be approved by the Director.
Rule 22.4 Rejecting Applicants for Employment
This rule lists the reasons an applicant can be turned down for work. Applicants who have actually been declined for a job will be alerted. Applicants may be turned down if:
( a) Can not be legally employed;
( b) Does not fulfill the minimum qualifications requirements for the task as revealed in the job specs. (Agencies may seek extra certifications for candidates, but applicants can not be declined if he fulfills the minimum qualifications.)
( c) Has been convicted of a felony;
( d) Was dismissed or resigned to avoid termination while serving with permanent status; or
( e) Has submitted false info throughout the application or evaluation process or attempted to do something fraudulently to secure a hire for himself or others.
Rule 22.4.1 Criminal History Inquiry
This rule explains that candidates can not be requested to supply info worrying their possible criminal history prior to an interview or conditional deal of employment for an open job, unless the position for which they are using has a legal constraint that would forbid employment with a criminal conviction. The legal limitation needs to be specified in as a Necessary Special Requirement (NSR) or Note on the task requirements of the job title of the vacancy. A list of job titles that include such an NSR or Note can be found here.
Rule 22.5 Minimum Qualifications
( a) The Director develops minimum credentials. Appointees should fulfill the minimum qualifications for tasks 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 credentials for the job, the Director may buy the separation of that worker.
( b) Repealed.
( c) Minimum credentials decisions are made by either SCS or the selecting authority under handed over authority. The Director has the right to review decisions by the designating authority and the Director’s choice is last.
( d) Applicants who do not satisfy minimum qualification requirements may ask for a review of the choice by the Director. The demand must be in writing and received or postmarked within 30 days of the rejection notification. The SCS evaluation procedure is complete upon the Director’s choice.
( e) When previously established minimum certifications are changed and an incumbent does not meet the new requirements, he shall be permitted to:
1. stay in the position, offered there are no legal barriers, such as the absence of a legally-required license or certification; or
2. qualify for a higher level task in the typical profession path of the task occupied. The incumbent must obtain the difference between the minimum qualifications of that job and the higher level job as of the reliable date of the modification, offered there are no legal barriers.
Rule 22.6 Examinations
( a) This guideline describes that some classified jobs need assessments or evaluations to additional evaluate a candidate’s experience and certifications. Examinations might include, however are not limited to, tests, experience, and training evaluations. This guideline enables the Director to perform assessments and establish requirements, schedules, procedures, and policies concerning screening. For information about the written tests, go to our website, under HR Professionals and click the link “Job Information and Test Finder”.
( b) The Director may license an appointing authority to perform examinations that are job-related to further examine the candidate.
( c) This rule specifies what “test” suggests for State Civil Service tasks.
( d) Test takers will be notified of their test scores by State Civil Service or company selecting authority if the test is administered by the agency.
( e) Test scores undergo examine by the Director or selecting authority. Requests for evaluation should be made in writing and received or postmarked within 30 calendar days following the date of notice of the test result. If a test rating is in mistake, it will be fixed, but it will not invalidate a visit.
Rule 22.7 Veterans Preference; Proof of Eligibility
( a) For initial appointments, eligible candidates who fulfill minimum credentials and testing requirements shall have five or 10 points included to their final evaluation score for veterans’ choices.
Rule 22.8 Exemptions from Testing Requirements
( a) This guideline enables a selecting authority to fill a job utilizing a probational consultation, task consultation, or promotion of an individual suggested as qualified by Louisiana Rehabilitation Services without that specific testing. Such a vacancy likewise require not be posted under guideline 22.3( b) 3. The appointing authority making the appointment needs to record that the appointee satisfies the credentials requirements and should make such records available to the Director upon demand. Individuals qualified for this testing exemption, who apply to a job in the LA Careers system that requires a test, should offer at time of publishing, their letter indicating that they have been deemed qualified for services by Louisiana Rehabilitation Services. These individuals can then be included to the eligible under this rule.
– Individuals applying to jobs requiring a test in LA Careers who use this guideline MUST consist of a copy of the letter from Louisiana Rehabilitation Services considering them qualified for services to be put on the eligible list.
– The designating authority making the MUST document that the appointee satisfies the certification requirements and need to make such records offered to the Director upon request.
( b) Out-of-state vacancies might be filled by probational visit, task appointment or promo, without publishing the vacancy or testing.
( c) Repealed effective January 1, 2024.
( d) Veterans of the militaries who have been honorably released from active service within the previous 12 months might be selected into a probational or task appointment without a test score, supplied:
1. The veteran meets the minimum credentials for the job,
2. The veteran was honorably discharged,
3. served a minimum of 90 days of active duty for functions besides training, and
4. An offer made to an active member of the armed forces but does not have an efficient date of visit 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 might be designated by probational appointment or task appointment to a task which needs the Protective Services Exam without a test score. The applicant’s POST accreditation shall not be under suspension or pending a cancellation hearing.
– Noncompetitive reemployment, unless the candidate formerly held a non-professional level job and is being reemployed into an expert job.
– Promotion of a permanent status worker who has noncompetitive reemployment eligibility, unless the eligibility is based on a non-professional level job and the worker is being promoted into a professional task.
– Reallocation besides from a non-professional to a professional level job.
– Promotion of a long-term classified employee to another task needing the same test as the task the staff member currently holds.
– Demotion of an irreversible classified employee, unless from a non-professional to an expert level job.
– Appointment to a categorized WAE job.
– Conversion of job appointees to probational appointments in the same task title.
– Employees selected to tasks requiring the same test of a job they formerly occupied with long-term status.
– Employees who are utilized at the State Civil Service Recruiting and Outreach Center and/or who function as State Civil Service test displays.
Rule 22.9 Certificates of Eligibles
This guideline authorizes the creation certificates and plainly develops the details that constitutes a Certificate of Eligibles. Policies regarding 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 Constant Recruitment.