This guideline lists the kinds of appointments that might be utilized to fill jobs. 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 between the date of any election for a statewide workplace 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, task appointments, or promos need to be posted in the LA Careers system other than those specifically listed below in Rule 22.3( b) and in Procedures: Conversion from a Task Appointment to Probational Appointment.

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

The eligible list might be developed the day after the announcement closes, supplied the company adheres to La. R.S. 1:60 (Timely filing of documents due; anticipation).

( b) A vacancy might be filled without posting under the circumstances listed below:

1. Appointment from a Department Preferred Reemployment List.
2. Classified WAE visit.
3. Noncompetitive visit of an individual considered eligible for services by the Louisiana Rehabilitation Services Program under arrangements of Rule 22.8( a).
4. Noncompetitive reemployment of a former employee based on prior state service under Rule 23.13( a).
5. Detail to unique duty.
6. Demotion of an irreversible classified staff member.
7. Reassignment, position modification, or lateral transfer of a permanent classified employee.
8. Out-of-state vacancies filled out accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified workers are declared to be in the state classified service or are acquired by a state agency in accordance with Rule 24.2.
11. Noncompetitive promotion of a long-term 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 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 evaluation.
13. Probational or task appointment of an applicant who has actually obtained a 3.5 GPA or higher for a baccalaureate or graduate degree from an accredited university and meets all other requirements of Rule 22.8( c) for exemption from screening.

( c) This rule allows the selecting authority to restrict application for promotion to permanent classified staff members of an Authorized Promotional Zone. The marketing zone should be approved by the Director.

Rule 22.4 Rejecting Applicants for Employment

This guideline lists the reasons a candidate can be turned down for employment. Applicants who have actually been turned down for a job will be alerted. Applicants may be rejected if:

( a) Can not be lawfully used;

( b) Does not meet the minimum credentials requirements for the task as displayed in the task requirements. (Agencies might look for additional credentials for applicants, but 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 info during the application or evaluation procedure or tried to do something fraudulently to protect a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This rule discusses that candidates can not be asked for to supply info worrying their possible criminal history prior to an interview or conditional offer of work for an open job, unless the position for which they are applying has a legal restriction that would prohibit employment with a criminal conviction. The legal constraint must be stated in as a Needed Special Requirement (NSR) or Note on the job requirements of the task 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 establishes minimum credentials. Appointees should satisfy 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 employee does not meet the minimum qualifications for the task, the Director might order the separation of that employee.

( b) Repealed.

( c) Minimum certifications determinations are made by either SCS or the designating authority under entrusted authority. The Director deserves to examine choices by the appointing authority and the Director's decision is final.

( d) Applicants who do not fulfill minimum certification requirements might request a review of the choice by the Director. The request needs to be in composing and received or postmarked within one month of the rejection notification. The SCS review process is complete upon the Director's decision.

( e) When previously established minimum qualifications are changed and an incumbent does not meet the new requirements, he will be allowed 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. receive a greater level job in the normal profession course of the task inhabited. The incumbent must get the distinction in between the minimum certifications of that task and the higher level job as of the efficient date of the change, provided there are no legal barriers.

Rule 22.6 Examinations

( a) This guideline discusses that some classified jobs require examinations or examinations to further evaluate an applicant's experience and certifications. Examinations may include, but are not restricted to, tests, experience, and training examinations. This rule enables the Director to perform evaluations and develop requirements, schedules, treatments, and policies regarding testing. For information about the written tests, go to our site, under HR Professionals and click the link "Job Information and Test Finder".

( b) The Director may license a selecting authority to carry out evaluations that are job-related to additional evaluate the candidate.

( c) This guideline specifies what "test" suggests for State Civil Service tasks.

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

( e) Test scores undergo review by the Director or designating authority. Requests for review must be made in composing and received or postmarked within 30 calendar days following the date of notice of the test result. If a test score is in mistake, it will be remedied, but it will not revoke a consultation.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For initial visits, qualified candidates who fulfill minimum qualifications and testing requirements shall have five or ten points added to their last evaluation 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, job appointment, or promo of a person showed as qualified by Louisiana Rehabilitation Services without that specific screening. Such a job also need not be posted under guideline 22.3( b) 3. The appointing authority making the appointment must document that the appointee meets the qualification requirements and must make such records available to the Director upon request. Individuals eligible for this testing exemption, who apply to a vacancy in the LA Careers system that needs a test, should supply at time of publishing, their letter showing that they have actually been deemed qualified for services by Louisiana Rehabilitation Services. These individuals can then be contributed to the eligible under this guideline.

- Individuals applying to vacancies needing a test in LA Careers who utilize this rule MUST consist of a copy of the letter from Louisiana Rehabilitation Services deeming them qualified for services to be put on the eligible list.
- The designating authority making the consultation MUST file that the appointee fulfills the certification requirements and must make such records readily available to the Director upon demand.

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

( c) Repealed effective January 1, 2024.

( d) Veterans of the armed forces who have been honorably released from active duty within the previous 12 months may be appointed into a probational or job visit without a test rating, offered:

1. The veteran satisfies the minimum credentials for the task,
2. The veteran was honorably discharged,
3. served a minimum of 90 days of active service for purposes aside from 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 meets the Minimum Qualifications and has a Peace Officer Standards and Training (POST) certification from a Louisiana recognized training academy might be appointed by probational visit or task appointment to a job which requires the Protective Services Exam without a test rating. The candidate'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 task.
- Promotion of a permanent status employee who has noncompetitive reemployment eligibility, unless the eligibility is based upon a non-professional level job and the staff member is being promoted into an expert job.
- Reallocation besides from a non-professional to an expert level job.
- Promotion of a long-term classified staff member to another task needing the same test as the job the employee currently holds.
- Demotion of a permanent classified worker, unless from a non-professional to an expert level task.
- Appointment to a classified WAE task.
- Conversion of task appointees to probational appointments in the same task title.
- Employees selected to tasks requiring the exact same test of a task they formerly 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 screens.

Rule 22.9 Certificates of Eligibles

This rule authorizes the creation certificates and plainly establishes the details that constitutes a Certificate of Eligibles. Policies relating to Certificate of Eligibles which consist of Vacancy Announcements and Continuous Recruitment, can be found in Eligible List Quick Sheet for a Job Announcement and Eligible List Quick Sheet for a Continuous Recruitment.