This rule notes the kinds of consultations that might be utilized to fill vacancies. Each type of appointment is more 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 elected 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 visits, task visits, or promos should be published in the LA Careers system except 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 2 methods, either for a continuous recruitment or for a particular vacancy. The vacancy should be published for a minimum of 5 calendar days (not consisting of the date the posting opens).

The eligible list may be developed the day after the announcement closes, supplied the agency abides by La. R.S. 1:60 (Timely filing of papers due; presumption).

( b) A vacancy may be filled without publishing under the circumstances noted 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 on prior state service under Rule 23.13( a).
5. Detail to unique task.
6. Demotion of a permanent classified worker.
7. Reassignment, position modification, or lateral transfer of an irreversible classified worker.
8. Out-of-state jobs completed accordance with Rule 22.8( b).
9. Temporary Inter-Departmental Assignment.
10. When nonclassified workers are stated to be in the state categorized service or are obtained by a state firm in accordance with Rule 24.2.
11. Noncompetitive promo of a long-term classified worker to a position to which she or he would have noncompetitive reemployment eligibility under Rule 23.13 if she or he 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 assessment.
13. Probational or task consultation of an applicant who has actually achieved a 3.5 GPA or greater for a baccalaureate or graduate degree from a recognized university and meets all other requirements of Rule 22.8( c) for exemption from screening.

( c) This guideline allows the selecting authority to restrict application for promotion to irreversible classified staff members of an Approved Promotional Zone. The promotional zone should be approved by the Director.

Rule 22.4 Rejecting Applicants for Employment

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

( a) Can not be legally used;

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

( c) Has been founded guilty of a felony;

( d) Was dismissed or resigned to prevent dismissal while serving with long-term status; or

( e) Has submitted false information throughout the application or assessment procedure or tried to do something fraudulently to secure a hire for himself or others.

Rule 22.4.1 Criminal History Inquiry

This rule discusses that applicants can not be asked for to supply information 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 restriction that would restrict employment with a criminal conviction. The legal constraint 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 task titles which consist of such an NSR or Note can be found here.

Rule 22.5 Minimum Qualifications

( a) The Director develops minimum certifications. Appointees should meet the minimum credentials for jobs unless excused 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 credentials for the task, the Director may buy the separation of that staff member.

( b) Repealed.

( c) Minimum credentials decisions are made by either SCS or the appointing authority under delegated authority. The Director deserves to evaluate decisions by the selecting authority and the Director's decision is final.

( d) Applicants who do not satisfy minimum credentials requirements may request an evaluation of the choice by the Director. The request should remain in composing and received or postmarked within one month of the rejection notice. The SCS evaluation process is total upon the Director's decision.

( e) When formerly established minimum certifications are changed and an incumbent does not fulfill the brand-new requirements, he shall be permitted to:

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

Rule 22.6 Examinations

( a) This rule discusses that some classified jobs need examinations or examinations to further assess an applicant's experience and qualifications. Examinations may include, but are not limited to, tests, experience, and training evaluations. This rule allows the Director to perform evaluations and establish requirements, schedules, treatments, and policies concerning testing. For information about the composed tests, go to our website, under HR Professionals and click on the link "Job Information and Test Finder".

( b) The Director may authorize a selecting authority to perform evaluations that are job-related to further evaluate the candidate.

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

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

( e) Test scores undergo review by the Director or appointing authority. Requests for evaluation should be made in composing and received or postmarked within 30 calendar days following the date of notice of the test outcome. If a test score is in mistake, it will be corrected, however it will not invalidate a consultation.

Rule 22.7 Veterans Preference; Proof of Eligibility

( a) For initial appointments, eligible applicants who satisfy minimum certifications and testing requirements shall have 5 or ten points added to their last evaluation rating for veterans' preferences.

Rule 22.8 Exemptions from Testing Requirements

( a) This guideline allows an appointing authority to fill a job using a probational consultation, job visit, or promotion of a person indicated as eligible by Louisiana Rehabilitation Services without that private screening. Such a vacancy likewise need not be published under rule 22.3( b) 3. The appointing authority making the consultation should document that the appointee meets the certification requirements and must make such records offered to the Director upon demand. Individuals eligible for this testing exemption, who use to a job in the LA Careers system that needs a test, need to provide at time of posting, their letter indicating that they have been considered qualified for services by Louisiana Rehabilitation Services. These people can then be contributed to the eligible under this guideline.

- Individuals using to vacancies needing a test in LA Careers who use this rule MUST include a copy of the letter from Louisiana Rehabilitation Services considering them qualified for services to be put on the qualified list.
- The appointing authority making the consultation MUST document that the appointee satisfies the qualification requirements and must make such records available to the Director upon demand.

( b) Out-of-state jobs might be filled by probational consultation, task consultation or promotion, without publishing the job or screening.

( c) Repealed efficient January 1, 2024.

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

1. The veteran meets the minimum certifications for the job,
2. The veteran was honorably released,
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 a reliable 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 accredited training academy might be appointed by probational consultation or task visit to a task which requires the Protective Services Exam without a test score. The applicant's POST accreditation shall 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 a long-term status employee who has eligibility, unless the eligibility is based upon a non-professional level task and the employee is being promoted into an expert job.
- Reallocation aside from from a non-professional to an expert level task.
- Promotion of a permanent classified employee to another job needing the exact same test as the job the employee currently holds.
- Demotion of a long-term classified staff member, unless from a non-professional to an expert level job.
- Appointment to a classified WAE job.
- Conversion of job appointees to probational appointments in the very same job title.
- Employees appointed to jobs needing the exact same test of a job they formerly occupied with irreversible status.
- Employees who are employed at the State Civil Service Recruiting and Outreach Center and/or who work as State Civil Service test screens.

Rule 22.9 Certificates of Eligibles

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