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HR Handbook - Chapter 22: Requirements For Filling Job Vacancies

This rule notes the kinds of visits that might be utilized to fill jobs. Each type of consultation is further 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 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 appointments, task visits, or promotions need to be published in the LA Careers system except those particularly listed below in Rule 22.3( b) and in Procedures: Conversion from a Job Appointment to Probational Appointment.

Jobs can be posted in one of 2 methods, either for a constant recruitment or for a particular job. The vacancy needs to be posted for a minimum of 5 calendar days (not including the date the publishing opens).

The eligible list might be developed the day after the announcement closes, supplied the agency complies with La. R.S. 1:60 (Timely filing of papers due; presumption).

( b) A job may be filled without posting under the circumstances noted 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 arrangements of Rule 22.8( a).
4. Noncompetitive reemployment of a former on prior state service under Rule 23.13( a).
5. Detail to unique duty.
6. Demotion of a long-term classified employee.
7. Reassignment, position change, or lateral transfer of a long-term classified staff member.
8. Out-of-state vacancies completed accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified employees are stated to be in the state classified service or are gotten by a state firm in accordance with Rule 24.2.
11. Noncompetitive promo of a permanent 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 job consultation of a candidate who has obtained a 3.5 GPA or higher for a baccalaureate or graduate degree from a recognized university and meets all other requirements of Rule 22.8( c) for exemption from testing.

( c) This rule permits the appointing authority to restrict application for promo to permanent classified employees of an Approved Promotional Zone. The marketing zone must be authorized by the Director.

Rule 22.4 Rejecting Applicants for Employment

This rule notes the reasons a candidate can be declined for work. Applicants who have been declined for a task will be informed. Applicants may be declined if:

( a) Can not be lawfully utilized;

( b) Does not meet the minimum certifications requirements for the task as displayed in the job specifications. (Agencies might look for additional certifications for candidates, but candidates can not be turned down if he satisfies the minimum credentials.)

( c) Has been founded guilty of a felony;

( d) Was dismissed or resigned to avoid termination while serving with long-term status; or

( e) Has submitted false info during the application or assessment procedure or tried to do something fraudulently to protect a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This rule explains that applicants can not be requested to provide info worrying their possible criminal history prior to an interview or conditional offer of employment for an open job, unless the position for which they are applying has a legal restriction that would restrict work with a criminal conviction. The legal restriction needs to be stated in as a Required Special Requirement (NSR) or Note on the job specification of the job title of the vacancy. A list of job titles that include such an NSR or Note can be discovered here.

Rule 22.5 Minimum Qualifications

( a) The Director establishes minimum credentials. Appointees should satisfy the minimum certifications for tasks unless exempted under Rule 22.5( e), Rule 23.12, Rule 23.13( a) or Rule 5.8. If a nonpermanent employee does not meet the minimum qualifications for the task, the Director might buy the separation of that employee.

( b) Repealed.

( c) Minimum certifications decisions are made by either SCS or the appointing authority under handed over authority. The Director deserves to review choices by the appointing authority and the Director's choice is final.

( d) Applicants who do not meet minimum certification requirements may request an evaluation of the choice by the Director. The request must be in composing and received or postmarked within one month of the rejection notice. The SCS review procedure is total upon the Director's decision.

( e) When previously developed minimum credentials are altered and an incumbent does not meet the new requirements, he shall be permitted to:

1. stay in the position, supplied there are no legal barriers, such as the absence of a legally-required license or certification; or
2. receive a higher level task in the normal career course of the task inhabited. The incumbent must get the difference between the minimum credentials of that job and the higher level task as of the effective date of the modification, supplied there are no legal barriers.

Rule 22.6 Examinations

( a) This rule discusses that some classified jobs require evaluations or evaluations to more examine an applicant's experience and certifications. Examinations may include, however are not limited to, tests, experience, and training examinations. This rule enables the Director to carry out assessments and develop requirements, schedules, treatments, and policies concerning testing. 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 selecting authority to perform examinations that are job-related to additional evaluate the candidate.

( c) This rule specifies what "test" implies for State Civil Service jobs.

( d) Test takers will be notified of their test ratings by State Civil Service or agency designating authority if the test is administered by the firm.

( e) Test ratings are subject to evaluate by the Director or selecting authority. Ask for review must be made in writing and gotten or postmarked within 30 calendar days following the date of notification of the test result. If a test rating is in error, it will be corrected, but it will not invalidate an appointment.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For initial visits, eligible candidates who meet minimum qualifications and testing requirements will have 5 or ten points added to their final examination rating for veterans' choices.

Rule 22.8 Exemptions from Testing Requirements

( a) This rule enables an appointing authority to fill a job utilizing a probational appointment, task visit, or promo of a person showed as qualified by Louisiana Rehabilitation Services without that specific screening. Such a job likewise need not be posted under rule 22.3( b) 3. The designating authority making the consultation must record that the appointee satisfies the certification requirements and should make such records readily available to the Director upon demand. Individuals qualified for this screening exemption, who use to a vacancy in the LA Careers system that needs a test, must supply at time of posting, their letter suggesting that they have actually been deemed eligible for services by Louisiana Rehabilitation Services. These individuals can then be contributed to the eligible under this rule.

- Individuals applying to jobs requiring a test in LA Careers who utilize this rule MUST consist of a copy of the letter from Louisiana Rehabilitation Services considering them eligible for services to be put on the eligible list.
- The appointing authority making the visit MUST file that the appointee satisfies the credentials requirements and should make such records offered to the Director upon request.

( b) Out-of-state vacancies might be filled by probational consultation, task consultation or promo, without posting the vacancy or testing.

( c) Repealed efficient January 1, 2024.

( d) Veterans of the armed forces who have been honorably discharged from active service within the previous 12 months might be appointed into a probational or task visit without a test score, supplied:

1. The veteran satisfies the minimum credentials for the job,
2. The veteran was honorably discharged,
3. served a minimum of 90 days of active service for functions aside from training, and
4. An offer made to an active member of the militaries but does not have an efficient date of consultation prior to the discharge date.

(e) A candidate who satisfies the Minimum Qualifications and has a Peace Officer Standards and Training (POST) certification from a Louisiana certified training academy may be appointed by probational appointment or job visit to a job which requires the Protective Services Exam without a test score. The candidate's POST certification shall not be under suspension or pending a revocation hearing.

- Noncompetitive reemployment, unless the candidate previously held a non-professional level task and is being reemployed into a professional job.
- Promotion of a long-term status staff member 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 job.
- Reallocation other than 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 a long-term classified worker, unless from a non-professional to an expert level task.
- Appointment to a categorized WAE job.
- Conversion of job appointees to probational visits in the same task title.
- Employees designated to tasks needing the exact same test of a task they previously occupied with permanent status.
- Employees who are employed 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 guideline authorizes the development certificates and clearly establishes the information that makes up a Certificate of Eligibles. Policies concerning Certificate of Eligibles that include Vacancy Announcements and Continuous Recruitment, can be discovered in Eligible List Quick Sheet for a Job Announcement and Eligible List Quick Sheet for a Constant Recruitment.