This rule lists the types of visits that might be used to fill jobs. Each kind of consultation is more 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 in 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 visits, task visits, or promotions should be published in the LA Careers system except 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 ways, either for a continuous recruitment or for a specific vacancy. The vacancy should be published for a minimum of five calendar days (not consisting of the date the publishing opens).

The eligible list might be developed the day after the announcement closes, provided the firm abides by La. R.S. 1:60 (Timely filing of documents due; presumption).

( b) A job might be filled without publishing under the scenarios noted below:

1. Appointment from a Department Preferred Reemployment List.
2. Classified WAE visit.
3. Noncompetitive visit 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 special responsibility.
6. Demotion of an irreversible classified employee.
7. Reassignment, position modification, or lateral transfer of an irreversible classified staff member.
8. Out-of-state jobs filled in accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified workers 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 an irreversible 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 candidates 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 a candidate who has achieved a 3.5 GPA or greater for a baccalaureate or academic degree from a recognized university and meets all other requirements of Rule 22.8( c) for exemption from screening.

( c) This rule enables the selecting authority to limit application for promotion to long-term categorized employees of an Approved Promotional Zone. The advertising zone needs to be approved by the Director.

Rule 22.4 Rejecting Applicants for Employment

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

( a) Can not be legally utilized;

( b) Does not meet the minimum certifications requirements for the job as displayed in the task specifications. (Agencies may seek extra certifications for candidates, but applicants can not be turned down if he meets the minimum credentials.)

( c) Has been founded guilty of a felony;

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

( e) Has sent false info throughout the application or examination process or attempted to do something fraudulently to secure a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This guideline discusses that candidates can not be requested to offer details concerning 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 restriction that would prohibit work with a criminal conviction. The legal restriction should be specified in as a Required Special Requirement (NSR) or Note on the task specification 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 develops minimum credentials. Appointees must meet the minimum certifications 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 satisfy the minimum certifications for the task, the Director may order the separation of that staff member.

( b) Repealed.

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

( d) Applicants who do not satisfy minimum qualification requirements may ask for a review of the decision by the Director. The demand needs to be in composing and received or postmarked within 30 days of the rejection notice. The SCS evaluation process is total upon the Director's choice.

( e) When formerly developed minimum certifications are altered and an incumbent does not satisfy the new requirements, he shall be permitted to:

1. remain in the position, supplied there are no legal barriers, such as the absence of a legally-required license or certification; or
2. get approved for a greater level job in the normal profession path of the job inhabited. The incumbent should get the difference between the minimum credentials of that task and the higher level task since the reliable date of the change, provided there are no legal barriers.

Rule 22.6 Examinations

( a) This rule discusses that some classified tasks need assessments or evaluations to additional assess an applicant's experience and qualifications. Examinations may consist of, but are not limited to, tests, experience, and training assessments. This rule enables the Director to conduct assessments and develop requirements, schedules, procedures, and policies relating to testing. For details about the composed 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 conduct evaluations that are occupational to additional evaluate the candidate.

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

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

( e) Test ratings undergo evaluate by the Director or appointing authority. Requests for evaluation need to be made in writing and gotten 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, however it will not invalidate a visit.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For initial appointments, qualified applicants who satisfy minimum credentials and screening requirements will have 5 or 10 points added to their last evaluation rating for veterans' preferences.

Rule 22.8 Exemptions from Testing Requirements

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

- Individuals using to vacancies requiring a test in LA Careers who use this rule MUST consist of a copy of the letter from Louisiana Rehabilitation Services considering them qualified for services to be positioned on the qualified list.
- The selecting authority making the visit MUST file that the appointee fulfills the certification requirements and should make such records readily available to the Director upon request.

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

( c) Repealed effective January 1, 2024.

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

1. The veteran meets the minimum certifications for the task,
2. The veteran was honorably released,
3. served at least 90 days of active duty for purposes besides training, and
4. A deal made to an active member of the militaries however does not have an efficient date of consultation prior to the discharge date.

(e) An applicant who satisfies the Minimum Qualifications and has a Peace Officer Standards and Training (POST) accreditation from a Louisiana recognized training academy might be appointed by probational visit or task appointment to a task which needs the Protective Services Exam without a test score. The applicant's POST accreditation will not be under suspension or pending a revocation hearing.

- Noncompetitive reemployment, unless the candidate previously held a non-professional level job and is being reemployed into an expert job.
- Promotion of an irreversible status worker who has noncompetitive reemployment eligibility, unless the eligibility is based upon a non-professional level job and the worker is being promoted into a professional job.
- Reallocation besides 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 job the worker presently holds.
- Demotion of a permanent classified worker, unless from a non-professional to an expert level job.
- Appointment to a categorized WAE task.
- Conversion of task appointees to probational appointments in the same task title.
- Employees designated to jobs needing the exact same test of a job they previously occupied with irreversible status.
- Employees who are used at the State Civil Service Recruiting and Outreach Center and/or who function as State Civil Service test screens.

Rule 22.9 Certificates of Eligibles

This rule licenses the production certificates and clearly establishes the details that constitutes 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 Vacancy Announcement and Eligible List Quick Sheet for a Constant Recruitment.