This guideline lists the kinds of consultations that may be used to fill vacancies. Each kind of visit 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 chosen official takes office 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 visits, or promotions must be published in the LA Careers system except 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 should be published for a minimum of 5 calendar days (not including the date the publishing opens).

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

( b) A job might be filled without publishing under the situations listed below:

1. Appointment from a Department Preferred Reemployment List.
2. Classified WAE visit.
3. Noncompetitive consultation of a specific considered eligible for services by the Louisiana Rehabilitation Services Program under arrangements of Rule 22.8( a).
4. Noncompetitive reemployment of a former staff member based upon previous state service under Rule 23.13( a).
5. Detail to unique task.
6. Demotion of a permanent classified staff member.
7. Reassignment, position modification, or lateral transfer of an irreversible classified employee.
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 gotten by a state firm in accordance with Rule 24.2.
11. Noncompetitive promo of a permanent classified employee 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 employed as a Registered Nurse 1 or a Registered Nurse 1-Student Health that are required to re-take the State Board of Nursing examination.
13. Probational or task appointment of an applicant who has actually achieved a 3.5 GPA or higher for a baccalaureate or graduate degree from a certified university and fulfills all other requirements of Rule 22.8( c) for exemption from testing.

( c) This rule enables the designating authority to restrict application for promo to irreversible categorized staff members of an Approved Promotional Zone. The promotional zone should be approved by the Director.

Rule 22.4 Rejecting Applicants for Employment

This guideline lists the factors a candidate can be turned down for work. Applicants who have been declined for a job will be informed. Applicants might be turned down if:

( a) Can not be lawfully utilized;

( b) Does not fulfill the minimum certifications requirements for the job as shown in the job specifications. (Agencies may look for extra credentials for candidates, but candidates can not be turned down if he fulfills the minimum qualifications.)

( c) Has been founded guilty of a felony;

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

( e) Has sent incorrect information throughout the application or evaluation procedure or attempted to do something fraudulently to protect a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This rule describes that candidates can not be asked for to supply 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 applying has a legal constraint that would forbid employment with a criminal conviction. The legal constraint must be stated in as a Necessary Special Requirement (NSR) or Note on the task 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 Director establishes minimum qualifications. Appointees must satisfy the minimum credentials for jobs unless exempted 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 qualifications for the task, the Director might purchase the separation of that employee.

( b) Repealed.

( c) Minimum credentials decisions are made by either SCS or the selecting authority under entrusted authority. The Director deserves to review decisions by the designating authority and the Director's choice is last.

( d) Applicants who do not fulfill minimum credentials requirements may ask for a review of the decision by the Director. The demand should be in writing and received or postmarked within 1 month of the rejection notice. The SCS evaluation process is total upon the Director's decision.

( e) When previously developed minimum qualifications are altered and an incumbent does not fulfill the new requirements, he shall be enabled 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. certify for a higher level job in the regular profession path of the job occupied. The incumbent need to acquire the distinction in between the minimum certifications of that task and the higher level task as of the efficient date of the change, supplied there are no legal barriers.

Rule 22.6 Examinations

( a) This rule discusses that some classified tasks need evaluations or assessments to further evaluate a candidate's experience and credentials. Examinations might include, but are not limited to, tests, experience, and training evaluations. This rule permits the Director to conduct assessments and establish requirements, schedules, treatments, and policies relating to screening. For details about the composed tests, go to our website, 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 occupational to further evaluate the applicant.

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

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

( e) Test scores go through review by the Director or appointing authority. Ask for review must be made in composing and received or postmarked within 30 calendar days following the date of notification of the test outcome. If a test score is in mistake, it will be fixed, but it will not revoke a consultation.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For original consultations, eligible applicants who meet minimum certifications and screening requirements shall have 5 or 10 points included to their final evaluation score for veterans' preferences.

Rule 22.8 Exemptions from Testing Requirements

( a) This rule allows an appointing authority to fill a job utilizing a probational consultation, task consultation, or promo of an individual suggested as qualified by Louisiana Rehabilitation Services without that private screening. Such a job also require not be posted under rule 22.3( b) 3. The designating authority making the appointment needs to record that the appointee meets the qualification requirements and must make such records available to the Director upon request. Individuals eligible for this screening exemption, who use to a vacancy in the LA Careers system that needs a test, should supply at time of posting, their letter indicating that they have actually been deemed eligible for services by Louisiana Rehabilitation Services. These people can then be added to the eligible under this guideline.

- Individuals applying to jobs needing a test in LA Careers who use this guideline MUST include a copy of the letter from Louisiana Rehabilitation Services deeming them qualified for services to be positioned on the eligible list.
- The selecting authority making the visit MUST file that the appointee satisfies the credentials requirements and need to make such records available to the Director upon demand.

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

( c) Repealed effective January 1, 2024.

( d) Veterans of the militaries who have been honorably discharged from active task within the previous 12 months may be selected into a probational or task visit without a test rating, supplied:

1. The veteran satisfies the minimum credentials for the job,
2. The veteran was honorably discharged,
3. served at least 90 days of active service for functions besides training, and
4. An offer made to an active member of the militaries but 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 certified training academy may be designated by probational consultation or task appointment to a job which requires the Protective Services Exam without a test rating. The applicant's POST certification will not be under suspension or pending a cancellation hearing.

- Noncompetitive reemployment, unless the applicant formerly held a non-professional level job and is being reemployed into an expert job.
- Promotion of a long-term status staff member who has noncompetitive reemployment eligibility, unless the eligibility is based upon a non-professional level job and the employee is being promoted into an expert job.
- Reallocation besides from a non-professional to a professional level task.
- Promotion of an irreversible classified worker to another task requiring the very same test as the job the staff member presently holds.
- Demotion of an irreversible classified worker, unless from a non-professional to an expert level task.
- Appointment to a classified WAE task.
- Conversion of task appointees to probational consultations in the exact same job title.
- Employees designated to tasks requiring the exact same test of a task they previously inhabited with irreversible 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 licenses the production certificates and clearly develops the info that makes up a Certificate of Eligibles. Policies relating to Certificate of Eligibles that 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.