This rule notes the types of visits that may be utilized to fill vacancies. Each type of consultation 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 between the date of any election for a statewide workplace and the date the elected authorities 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 appointments, task consultations, or promotions should be published in the LA Careers system other than 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 two ways, either for a continuous 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 qualified list may be developed the day after the announcement closes, offered the firm abides by La. R.S. 1:60 (Timely filing of documents due; presumption).

( b) A vacancy 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 specific deemed eligible for services by the Louisiana Rehabilitation Services Program under provisions of Rule 22.8( a).
4. Noncompetitive reemployment of a former staff member based on previous state service under Rule 23.13( a).
5. Detail to special duty.
6. Demotion of a long-term classified worker.
7. Reassignment, position change, or lateral transfer of an irreversible classified worker.
8. Out-of-state jobs filled out accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified staff members are stated to be in the state classified service or are gotten by a state company in accordance with Rule 24.2.
11. Noncompetitive promotion 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 candidates hired 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 visit of a candidate who has actually obtained a 3.5 GPA or higher 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 designating authority to restrict application for promo to permanent classified employees of an Authorized Promotional Zone. The marketing zone must be approved by the Director.

Rule 22.4 Rejecting Applicants for Employment

This rule lists the reasons an applicant can be rejected for work. Applicants who have been declined for a task will be informed. Applicants may be turned down if:

( a) Can not be legally utilized;

( b) Does not satisfy the minimum qualifications requirements for the job as displayed in the task specifications. (Agencies may seek extra certifications for candidates, however candidates can not be declined if he meets the minimum certifications.)

( c) Has been founded guilty of a felony;

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

( e) Has sent incorrect information during the application or evaluation process or tried to do something fraudulently to secure a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This rule explains that applicants can not be asked for to supply info concerning their possible criminal history prior to an interview or conditional deal of work for an open vacancy, unless the position for which they are using has a legal constraint that would prohibit employment with a criminal conviction. The legal restriction needs to be mentioned in as a Needed Special Requirement (NSR) or Note on the job specification of the job title of the job. A list of task titles that include such an NSR or Note can be discovered here.

Rule 22.5 Minimum Qualifications

( a) The Director develops minimum credentials. Appointees need to meet the minimum credentials 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 qualifications for the task, the Director may order the separation of that staff member.

( b) Repealed.

( c) Minimum credentials determinations are made by either SCS or the appointing authority under delegated authority. The Director has the right to review choices by the selecting authority and the Director's decision is last.

( d) Applicants who do not meet minimum qualification requirements may ask for a review of the choice by the Director. The demand must remain in composing and gotten or postmarked within one month of the rejection notice. The SCS review process is total upon the Director's decision.

( e) When previously established minimum qualifications are altered and an incumbent does not meet the new requirements, he shall be enabled to:

1. stay in the position, provided there are no legal barriers, such as the absence of a legally-required license or accreditation; or
2. get approved for a higher level job in the regular profession course of the job inhabited. The incumbent need to acquire the distinction in between the minimum certifications of that job and the greater level task as of the reliable date of the modification, offered there are no legal barriers.

Rule 22.6 Examinations

( a) This guideline discusses that some classified tasks need examinations or evaluations to more examine an applicant's experience and certifications. Examinations might consist of, but are not restricted to, tests, experience, and training evaluations. This guideline permits the Director to carry out evaluations and establish requirements, schedules, treatments, and policies relating to testing. For info about the composed tests, go to our site, under HR Professionals and click the link "Job Information and Test Finder".

( b) The Director may authorize a selecting authority to conduct examinations that are job-related to more examine the candidate.

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

( d) Test takers will be informed of their test scores by State Civil Service or company selecting authority if the test is administered by the firm.

( e) Test scores are subject to review by the Director or selecting authority. Ask for evaluation should be made in composing and gotten or postmarked within 30 calendar days following the date of notification of the test result. If a test rating is in mistake, it will be fixed, but it will not revoke a consultation.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For initial visits, qualified candidates who satisfy minimum qualifications and screening requirements will have five or 10 points contributed to their final assessment score for veterans' choices.

Rule 22.8 Exemptions from Testing Requirements

( a) This guideline allows an appointing authority to fill a vacancy utilizing a probational appointment, job visit, or promo of a person indicated as eligible by Louisiana Rehabilitation Services without that specific testing. Such a vacancy likewise require not be published under guideline 22.3( b) 3. The designating authority making the appointment needs to document that the appointee meets the credentials requirements and need to make such records readily available to the Director upon demand. Individuals eligible for this screening exemption, who use to a job in the LA Careers system that needs a test, should supply sometimes of publishing, their letter suggesting that they have actually been deemed qualified for services by Louisiana Rehabilitation Services. These individuals can then be contributed to the eligible under this rule.

- Individuals using to vacancies needing a test in LA Careers who utilize this rule MUST include a copy of the letter from Louisiana Rehabilitation Services considering them qualified for services to be positioned on the eligible list.
- The selecting authority making the visit MUST document that the appointee meets the certification requirements and should make such records offered to the Director upon request.

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

( c) Repealed efficient January 1, 2024.

( d) Veterans of the armed forces who have been honorably released from active task within the previous 12 months might be selected 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 released,
3. served at least 90 days of active duty for functions other than training, and
4. An offer made to an active member of the armed forces however does not have an effective 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 appointed by probational appointment or job visit to a job which requires the Protective Services Exam without a test score. The applicant's POST accreditation 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 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 employee is being promoted into a professional task.
- Reallocation besides from a non-professional to an expert level task.
- Promotion of a long-term classified staff member to another job needing the same test as the task the staff member presently holds.
- Demotion of an irreversible classified employee, unless from a non-professional to an expert level job.
- Appointment to a classified WAE job.
- Conversion of task appointees to probational consultations in the same job title.
- Employees selected to jobs requiring the very same test of a task they formerly inhabited with permanent status.
- Employees who are utilized 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 rule licenses the creation certificates and clearly develops the information that constitutes a Certificate of Eligibles. Policies relating to Certificate of Eligibles which include Vacancy Announcements and Continuous Recruitment, can be found in Eligible List Quick Sheet for a Vacancy Announcement and Eligible List Quick Sheet for a Constant Recruitment.