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EMPLOYEE REFERENCE MANUAL 
PART I - DEFINITIONS | PART II - RECRUITMENT PROCEDURES
PART IV - CERTIFICATION PROCEDURES
EMPLOYEE REFERENCE MANUAL
RECRUITMENT/EXAMINATION/CERTIFICATION
EXAMINATION PROCEDURES - PART III
EXAMINATION | GRADING PROCEDURES | PERFORMANCE TEST
REAPPLICATION RATING | RATING FOR CLASSES LOWER IN A SERIES
COMBINING OLD EMPLOYMENT LISTS WITH NEW ONES
EXAMINATION
Written Examinations/Test Construction/Validation
Representatives from various divisions (subject matter experts) are called upon to aid in the construction of test items due to the technical nature of some classes. This contact affords not only the opportunity for
technical assistance, but also allows for an integration of specific department needs into the actual testing procedure. Examination Administration
Applicants wishing to take a written examination should report to the Recruitment office with a completed employment application on the morning or afternoon they wish to test. Walk-in test schedules and other testing
information are available in the Recruitment office. Applicants must furnish picture identification and proof of social security number before admittance to examination. Applicants reporting after the examination is in
progress will not be admitted. Cell phones, PDA’s and other electronic devices are not permitted in the test room. Notice of Examination Results An official
notification of examination results is mailed to the applicant after the grading process is completed. Under Civil Service Rules & Regulations sixty (60) days are allowed for notification. If an applicant has passed an examination,
his/her name is placed on the Employment Register (eligible list) for that class and will be certified for consideration of employment to any vacancy whenever his/her name is within the top three grade groups on the list.
If your address has changed, and you have not notified this office, we are not responsible for any communications which are not deliverable. All requests of change of address must be submitted in writing.
Examination Breakdown After the Exam Examination breakdowns allow applicants to view the results of failed examinations. They identify subject areas and basic test performance
relative to your strengths and weaknesses. Additionally, Raw Score Data are provided to show how your overall score was derived. A request to obtain an examination
breakdown after the examination must be made within thirty (30) days after taking an examination. Any request made after the thirty (30) day limitation period will not be honored. GRADING PROCEDURES Grades for the classifications are based on one or more of the following:
Written examinations ratings,
Training and experience evaluations,
Preference points. Written Examination Ratings Written examinations are scored based on pre-established passing percentages. Questions left unanswered are wrong answers.
Training and Experience Evaluations
Prior employment is reviewed and analyzed with regard to term of employment and relevance to the classification being sought. With consideration of these factors, points are awarded and totaled into an experience rating. The
experience rating is calculated, along with any earned education points, into a final training and experience score. Preference Points To an applicant’s final score,
preference points may be awarded. Preference points make it possible for a score to exceed the maximum score of 100.00. You must first pass the examination prior to receiving any preference points.
Seniority Preference Points - All regular City-Parish employees who complete their probationary period (working test period) will have added to their rating one seniority
preference point per year of continuous service, up to a maximum of five points. Veteran’s Preference Points - Any person who has served in the Army, Navy, Marine
Corps, Coast Guard or Air Corps of the United States with six months active duty and has been honorably discharged therefrom shall be entitled to have added to his/her rating in any examination held under the provisions of
the Plan of Government, ten (10) points on a scale of one hundred if he/she is eligible for or actually receiving disability compensation, pension, or other benefits from the United States, or five (5) points on a scale of
one hundred if he/she is so eligible. PERFORMANCE TEST Performance tests measure abilities such as typing and software skills or the use of
office equipment and assess the ability to actually perform job-related tasks. Performance tests are not factored into an applicant’s final score. Performance tests may also be inclusive on-the-job probationary
periods. Probationary periods on-the-job are sometimes considered as the ultimate performance test.
REAPPLICATION RATING City-Parish employees who are on eligible lists may apply for the same job after six (6) months of eligibility. It is important that you realize,
your last test results will replace the first test results. If you have failed the examination, you may take the examination again after a minimum of 3 months. RATING FOR CLASSES LOWER IN A SERIES
Applicants who pass an examination of a higher classification may request to be eligible for a lower classification in the same series. COMBINING OLD EMPLOYMENT LISTS WITH NEW ONES
When an employment list is established for a class for which an employment list of the same type already exists, the new and old names are merged together. Names from the old list shall be removed from the
combined list at the time the old list is allowed to expire. If the name of any individual appears on both the old and the new lists, his/her standing on the combined list shall be by the most recent score obtained.
PART I - DEFINITIONS | PART II - RECRUITMENT PROCEDURES
PART IV - CERTIFICATION PROCEDURES
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