This guideline notes the types of consultations that might be used to fill jobs. Each kind of visit is additional 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 office and the date the elected official takes office without prior approval from the Director.

Rule 22.3 Public Announcement of Job Vacancies.

( a) All vacancies in the classified service filled by probational visits, task visits, or promotions need to be published in the LA Careers system other than those particularly noted below in Rule 22.3( b) and in Procedures: Conversion from a Job Appointment to Probational Appointment.

Jobs can be posted in one of two ways, either for a continuous recruitment or for a specific vacancy. The job must be posted for a minimum of five calendar days (not consisting of the date the posting opens).

The eligible list might be established the day after the statement closes, provided the firm complies with La. R.S. 1:60 (Timely filing of papers due; presumption).

( b) A job may be filled without publishing under the situations noted below:

1. Appointment from a Department Preferred Reemployment List.
2. Classified WAE consultation.
3. Noncompetitive appointment of a specific deemed eligible for services by the Louisiana Rehabilitation Services Program under provisions of Rule 22.8( a).
4. Noncompetitive reemployment of a former employee based on previous state service under Rule 23.13( a).
5. Detail to unique duty.
6. Demotion of a long-term classified worker.
7. Reassignment, position modification, or lateral transfer of a permanent classified worker.
8. Out-of-state vacancies completed 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 acquired by a state firm in accordance with Rule 24.2.
11. Noncompetitive promotion of a permanent classified staff member to a position to which he or she would have noncompetitive reemployment eligibility under Rule 23.13 if he or she were to resign.
12. Appointment to Nurse Technician for applicants hired as a Registered Nurse 1 or a Registered Nurse 1-Student Health that are needed to re-take the State Board of Nursing examination.
13. Probational or task appointment of a candidate who has attained a 3.5 GPA or greater for a baccalaureate or academic degree from a certified university and meets all other requirements of Rule 22.8( c) for exemption from screening.

( c) This guideline allows the appointing authority to restrict application for promotion to long-term categorized employees of an Approved Promotional Zone. The marketing zone should be authorized by the Director.

Rule 22.4 Rejecting Applicants for Employment

This rule notes the factors an applicant can be turned down for employment. Applicants who have been declined for a job will be informed. Applicants might be declined if:

( a) Can not be lawfully utilized;

( b) Does not meet the minimum qualifications requirements for the task as displayed in the task specs. (Agencies may look for extra credentials for applicants, however candidates can not be rejected if he meets the minimum credentials.)

( c) Has been convicted of a felony;

( d) Was dismissed or resigned to prevent termination while serving with permanent status; or

( e) Has sent incorrect info during the application or assessment process or attempted to do something fraudulently to protect a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This guideline describes that candidates can not be requested to provide information worrying their possible criminal history prior to an interview or conditional offer of work for an open vacancy, unless the position for which they are using has a legal limitation that would prohibit employment with a criminal conviction. The legal limitation must be mentioned in as a Necessary 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 must meet the minimum qualifications for jobs unless exempted under Rule 22.5( e), Rule 23.12, Rule 23.13( a) or Rule 5.8. If a nonpermanent staff member does not meet the minimum credentials for the job, the Director might purchase the separation of that employee.

( b) Repealed.

( c) Minimum credentials decisions are made by either SCS or the appointing authority under handed over authority. The Director has the right to evaluate choices by the designating authority and the Director's decision is final.

( d) Applicants who do not satisfy minimum certification requirements may request an evaluation of the decision by the Director. The demand should be in composing and received or postmarked within 30 days of the rejection notification. The SCS review procedure is complete upon the Director's decision.

( e) When previously established minimum credentials are changed and an incumbent does not meet the brand-new requirements, he shall be permitted 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. get approved for a greater level job in the normal profession path of the task occupied. The incumbent must obtain the distinction in between the minimum qualifications of that job and the higher level task since the reliable date of the change, supplied there are no legal barriers.

Rule 22.6 Examinations

( a) This rule describes that some classified tasks require evaluations or evaluations to further examine a candidate's experience and credentials. Examinations might include, but are not restricted to, tests, experience, and training evaluations. This guideline allows the Director to carry out assessments and develop requirements, schedules, procedures, and policies concerning testing. For details about the written tests, go to our website, under HR Professionals and click on the link "Job Information and Test Finder".

( b) The Director might license a selecting authority to perform assessments that are job-related to additional assess the applicant.

( c) This rule defines what "test" indicates for State Civil Service tasks.

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

( e) Test scores go through review 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 notification of the test outcome. If a test rating is in mistake, it will be remedied, however it will not revoke an appointment.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For original consultations, eligible candidates who meet minimum credentials and screening requirements shall have five or ten points added to their last assessment score for veterans' choices.

Rule 22.8 Exemptions from Testing Requirements

( a) This rule permits a designating authority to fill a vacancy using a probational visit, task appointment, or promo of a person suggested as qualified by Louisiana Rehabilitation Services without that private testing. Such a vacancy likewise need not be published 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 offered to the Director upon request. Individuals eligible for this screening exemption, who apply to a job in the LA Careers system that requires a test, must offer at time of publishing, their letter indicating that they have been considered qualified for services by Louisiana Rehabilitation Services. These individuals can then be contributed to the eligible under this rule.

- Individuals using to vacancies requiring a test in LA Careers who utilize this guideline MUST include a copy of the letter from Louisiana Rehabilitation Services considering them eligible for services to be put on the qualified list.
- The selecting authority making the appointment MUST file that the appointee meets the qualification requirements and should make such records available to the Director upon demand.

( b) Out-of-state vacancies may be filled by probational visit, task visit or promotion, without publishing the vacancy or testing.

( c) Repealed effective January 1, 2024.

( d) Veterans of the armed forces who have been honorably released from active service within the previous 12 months may be designated into a probational or task visit without a test score, provided:

1. The veteran satisfies the minimum certifications for the job,
2. The veteran was honorably discharged,
3. served at least 90 days of active duty for functions besides training, and
4. A deal made to an active member of the armed forces however does not have an efficient date of visit 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 accredited training academy might be designated by probational consultation or job appointment to a job which needs the Protective Services Exam without a test rating. The applicant's POST certification 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 a professional job.
- Promotion of a long-term status employee who has noncompetitive reemployment eligibility, unless the eligibility is based upon a non-professional level task and the worker 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 staff member to another job needing the exact same test as the task the worker presently holds.
- Demotion of an irreversible classified staff member, unless from a non-professional to a professional level task.
- Appointment to a classified WAE job.
- Conversion of task appointees to probational visits in the very same job title.
- Employees appointed to jobs needing the exact same test of a job they previously inhabited with long-term status.
- Employees who are employed at the State Civil Service Recruiting and Outreach Center and/or who serve as State Civil Service test monitors.

Rule 22.9 Certificates of Eligibles

This guideline licenses the development certificates and plainly establishes the info that makes up a Certificate of Eligibles. Policies relating to Certificate of Eligibles which 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.