EMPLOYEE REFERENCE MANUAL 
PART I - DEFINITIONS | PART III - EXAMINATION PROCEDURES
PART IV - CERTIFICATION PROCEDURES EMPLOYEE REFERENCE MANUAL
RECRUITMENT/EXAMINATION/CERTIFICATION
PART II - RECRUITMENT PROCEDURES
FILING EMPLOYMENT APPLICATIONS
HOW TO FILL OUT YOUR EMPLOYMENT APPLICATION
JOB QUALIFICATION ANALYSIS | PROHIBITED PRACTICES UNDER THE ADA
RECRUITMENT PROCEDURES
FILING EMPLOYMENT APPLICATIONS
Applications are accepted on a continuous basis from any City-Parish employee with classified status for any position for which they qualify.
The Recruitment Division e-mails job announcements to each division weekly to be posted in various City-Parish offices. Each job announcement lists available positions,
job descriptions, requirements, salaries, locations and final filing dates. It is imperative that applications are received timely. Any applications received after the date specified on any job announcement will not be
admitted for grading or testing to that eligible list but will remain in the active file until the next grading series. Résumés are not accepted in the
place of an application. Therefore, it is necessary that you give detailed description of your job duties on your employment application (Do not state "See résumé" when asked to describe your responsibilities and
experience). If you need more space to describe additional work experience relevant to the position, request a job history application supplemental sheet to more fully explain specific experience or qualifications.
A separate job application must be submitted for each job. You may submit a copy of your application. In fact, it is recommended that you submit copies (provided that
they are clear and complete) of employment applications and retain your original application for future use. Applications written in pencil or copies
that are of poor quality, bent, rolled, stained, etc. are not acceptable. HOW TO FILL OUT YOUR EMPLOYMENT APPLICATION
Many applicants either have their applications rejected or their scores affected by application errors that may be avoided. The following list is an effort to help you
avoid the most common mistakes. Please read it carefully before submitting your employment application.
Education Related Information
Original education, certification and similar documents will be required with employment applications. The Recruitment staff will make copies of your
originals for attachment to your employment application. Educational requirements are met only through accredited institutions. The institutions must be
accredited by an agency recognized by the United States Department of Education. If your college diploma does not specify what your major field of study
was, an official transcript is a better document to submit. Education points may be awarded, in many cases, only if the specific degree is indicated. It
is best to include all levels of higher education documentation because credit may be given for a specific bachelor's degree that would not be evident on a master's diploma.
Even if you did not complete college, it is still beneficial to submit an official transcript of completed courses because partial credit may be afforded.
If you are applying for a position that requires a college degree and you either did not complete college, or completed but not in the required field, you must list your
major undergraduate subjects and credit hours to be considered for admitting.
Employment Related Print legibly in ink or type so that we are able to read and understand what is written.
Months and years must be indicated for the start and end dates of each job held. "Current", "present", "still employed", or similar must be indicated if an ending date is omitted from an
application. Check your starting and ending dates for feasibility. Look for errors such as employed from 2/6/87 - 1/14/82 or a date of 14/2/93, or 6/8/10. These types of errors
will prevent you from receiving credit for some of your employment history. If hours worked are omitted, you will not get credit for that period of employment. If the hours varied,
list a range such as "5-15" hours, or "20-40" hours. If you often worked overtime, "40+ " is acceptable in the hours box. Title of position held should be your official title and
not a working title or multiple titles. Please include detailed descriptions of your job duties/responsibilities. Make sure your statements are clear. If you describe your
experience by writing, "responsible for the work flow in an office", we cannot tell the nature of work. A better description might be, "I supervised and assigned work to four typists. The work was performed as clerical
support for three attorneys. I prepared the budget for and managed the typing section." Do not write, "worked as a civil engineer." Write" surveyed road locations. designed wooden bridges and concrete piers for
recreational roads." Proof of volunteer experience must be attached to your application. A letter on the organization’s letterhead specifying the nature of work, average number of
hours worked per week and beginning and ending dates is required. Please do not use abbreviations, initials or military jargon when describing your duties or listing your job
title. If you have held a position requiring skill in the operation of a specific piece of equipment, please indicate this within your list of duties/responsibilities.
The amount of space provided on the application may not be sufficient. If you need more room, you may ask for a supplemental sheet to add additional information.
Application Supplements
For Maintenance Worker, Heavy Equipment Operator and Maintenance Worker Supervisor applications, equipment lists must list employers and must be consistent with the employment history on your employment application.
If you are applying for a Maintenance Worker, Heavy Equipment Operator or Maintenance Worker Supervisor classifications and have a Commercial Driver’s License, Human
Resources staff will need to copy your driver’s license when you submit your employment application. Veteran’s Preference
You must submit a copy of your DD214 and/or proof of service connected disability for veteran’s preference points to be awarded. Miscellaneous
Remember to sign and date your employment application. Résumés may be attached, but are not accepted in place of the employment application. A separate employment
application is required for each position for which you are applying. However, copies are acceptable if each is complete and signed. Present your driver’s license and social
security card with each application. All certifications and licenses listed in your employment application need to be ocumented. Please being your original documents for proof of
certification/licensure. We’ll copy your originals and return them to you. Then, as long as they remain valid, you do not need to provide them again. However, when you renew a license or certification, bring your new
documentation for us to copy so that we can update your record. A current City employee who is working out of class must submit a letter from his or her supervisor indicating the
duties being performed. Without this documentation, credit cannot be given for the higher level of responsibilities. The application form and its contents are the official
property of the City of Baton Rouge and will not be returned, reused or copied for you after being submitted. You should retain a copy of your application for future use or reference.
Remember all applicants are allowed thirty (30) days after being place on the eligible list to provide proper documentation of transcripts/DD214 in order to receive any additional grading
credits.
JOB QUALIFICATION ANALYSIS
Human Resources Analysts assigned to the Recruitment Division review the application material submitted. These materials may include a special questionnaire, a list of college and training classes or a check list of
experience. It is extremely important to include all information requested. Include not only paid work experience, but all other experience which may apply to the job, e.g., volunteer experience, licenses, professional
affiliations, training or any other special qualifications. The analyst will review all of the information you have submitted and compare it to the qualifications contained in the class specification. Failure to include
all information requested could result in the rejection of your application. Without accurate and complete information, we will not be able to determine whether you meet the minimum qualifications for the job class.
PROHIBITED PRACTICES UNDER THE ADA Under the provision of Title I of the
Americans with Disabilities Act (ADA), discrimination is prohibited in state and local governments in all employment practices, including job application procedures, hiring, firing, advancement, compensation, training
and other terms, conditions, and privileges of employment. It applies to recruitment, advertising, tenure, layoff, leave, fringe benefits, and all other employment related activities.
Employers with 25 or more employees are covered under Title I of the ADA since July 26, 1992. The Department of Human Resources, Recruitment and Examination Division has taken the necessary measures
to comply with the provisions under Title I effective January 1, 1992. We are an Equal Opportunity Employer. We do not discriminate on the basis of race, religion, color, sex, age, national origin or disability. PART I - DEFINITIONS |PART III - EXAMINATION PROCEDURES
PART IV - CERTIFICATION PROCEDURES
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