EMPLOYEE REFERENCE MANUAL
PART I - DEFINITIONS | PART II - RECRUITMENT PROCEDURES
PART III - EXAMINATION PROCEDURES

EMPLOYEE REFERENCE MANUAL
RECRUITMENT/EXAMINATION/CERTIFICATION
CERTIFICATION PROCEDURES - PART IV

TYPES OF APPOINTMENT | METHODS OF FILING VACANCIES
ESTABLISHMENT OF PREFERRED RE EMPLOYMENT LISTS
ESTABLISHMENT OF RE-EMPLOYMENT LISTS
ESTABLISHMENT OF EMPLOYMENT LISTS | SELECTIVE CERTIFICATION
REMOVAL OF NAMES FROM REGISTER

TYPES OF APPOINTMENT

Permanent Appointment (Regular or Promotional Certified)

When an appointing authority proposes to fill a vacancy in the classified service, he/she submits to the Human Resources Director a requisition requesting the Director to certify applicants in the top 3 grade groups for appointment to the vacancy.

Conditional Appointment

The appointing authority may make an appointment on a conditional basis to fill a vacancy created by an incumbent on an authorized leave of absence.

Provisional Appointment

When a vacancy is to be filled in a position for which there is no list of eligibles or less than three (3) names on an eligible list, the Appointing Authority with prior approval from the Director, may make a temporary appointment for a period not in excess of three (3) months and is not renewable.

Emergency Appointment

When an emergency exists requiring an appointment, an emergency appointment can be made for forty five (45) days and is valid for a maximum of ninety (90) days. However, after that period, the Personnel Board is needed for extension approval.

Substitute Appointment (Special assignment of duties)

Whenever the services of an employee are temporarily needed in any other position, in the same or another organizational unit, the employee may be temporarily assigned the duties of the other position for a period, or periods, not to exceed, in the aggregate, sixty (60) days within a calendar year. The Director may in extenuating circumstances, permit in excess of sixty (60) days.

Seasonal Appointment

Is one who is employed in a temporary status for a particular seasonal function such as a School Crossing Guard. An employee in this status is not entitled to the fringe benefits afforded a regular full time employee.

METHODS OF FILING VACANCIES

Vacancies in positions in the classified service shall be filled from:

1. Preferred re-employment list (eligible certified employees laid off),

2. Regular re-employment list (eligible certified employees resigned from City-Parish employment),

3. Composite competitive (mixed list composed of both promotional and open competitive in grade order) and

4. Promotional (eligible certified employees working within the City-Parish).

Open Competitive Registers may expire at the end of 6 months and Promotional Registers after 36 months.

Entrance appointments are made at the minimum salary except for classifications with special recruiting rates. Vacancies may also be filled by demotion, transfer, re-instatement or temporary appointment in accordance with the provisions of the Charter and Rules.

ESTABLISHMENT OF PREFERRED RE-EMPLOYMENT LISTS

The name of a regular employee, upon his/her request shall be placed on a preferred re-employment list for the class of position he/she formerly held under the following conditions:

1. If he/she is promoted and is required to vacate the position which he/she was promoted to and cannot be reinstated in his/her former position because it has been abolished.

2. When the employee has been granted leave of absence without pay, or maternity leave and the position no longer exists at the time the leave expires.

3. When an employee is laid off after possibilities of transfer have been exhausted.

Unless the name of a person placed on a preferred re-employment list is removed under some other provision of the Rule, it shall remain thereon until two (2) years after his/her classified service was terminated.

ESTABLISHMENT OF RE-EMPLOYMENT LISTS

Before the expiration of one year after the date of separation of a regular employee whose services were terminated for other than action, fault, or delinquency on his/her part, the employee may request his/her name be placed on the re-employment list for the position he/she previously occupied. The employee also must have a satisfactory service rating. This may be exercised only three times. After three reinstatements, a former employee must take a new examination. The name of the employee may be placed on re-employment lists for other classes where no additional or different qualifications are prescribed for original entrance.

The name of the person placed on a re-employment list shall remain thereon until two (2) years after his/her classified service was terminated.

ESTABLISHMENT OF EMPLOYMENT LISTS

Unless specifically stated in examination announcements, all examinations shall be given on an open competitive basis and employment lists shall be established from the results of the examinations. The list shall contain the names of all candidates who pass the examination whether or not they are in the classified service. Eligibles shall be ranked on the lists according to their earned ratings.

SELECTIVE CERTIFICATION

When an appointing authority deems that a person appointed to a position should possess special qualifications over and above those already prescribed for the class, he/she shall submit evidence satisfactory to the Director, that the position to be filled warrants such certification. The burden of proof shall be on the appointing authority to prove to the satisfaction of the Director that selective certification is warranted. Only those persons who have the required special qualifications shall be certified.

REMOVAL OF NAMES FROM REGISTER

Applicants will be removed from the register for the following reason(s):

1. Refusal of appointment.

2. Appointment through certification from a list to fill a permanent position.

3. Appointment through certification from the eligible list for another class at the same or higher compensation.

4. Filing of a statement by the eligible that he/she is not willing to accept appointment.

5. Failure to respond, within the time specified in the notice, to any inquiry of the Administrator or appointing authority concerning availability for employment.

6. Failure to report to work after accepting appointment.

7. Expiration of the term of eligibility on an eligible list.

8. Notice by postal authorities of their inability to locate the eligible at his/her last known address.

9. Death of eligible

10. Loss of citizenship

11. Loss of eligibility of an individual who is found to:

a. Lack any of the qualifications prescribed as requirement for admission;

b. Be physically unfit to perform effectively the duties of a position;

c. Be addicted to the habitual use of drugs or intoxicating liquors to excess;

d. Have been adjudged guilty of a crime involving moral turpitude or notoriously disgraceful conduct;

e. Have been dismissed from the public service for delinquency or misconduct;

f. Have intentionally made a false statement on his/her application; in his/her test; or otherwise in securing eligibility for appointment or attempting to do so;

g. Have failed to receive an appointment after being certified three (3) times to the same appointing authority.

PART I - DEFINITIONS | PART II - RECRUITMENT PROCEDURES
PART III - EXAMINATION PROCEDURES