General Circular No. 001340
To: Heads of State Agencies and Human Resource Directors
Subject: Proposed Adoption Of C. S. Rules 1.14.1.1 And 5.9.
Issue Date: January 26, 1999
The State Civil Service Commission will hold a public hearing on Wednesday, March 3, 1999 to consider the adoption of Civil Service Rules 1.14.1.1 and 5.9. (We need to re-number the present Rule 1.14.1.1, which is the definition of "Dismissal," so that it will be correctly numbered Rule 1.14.01.) If approved by the Civil Service Commission, we will request an effective date of July 1, 1999 of the Governor. The hearing will begin at 9:00 a.m. and will be held in the Commission Hearing Room, DOTD Annex Building, 1201 Capitol Access Road, Baton Rouge, Louisiana.
Consideration will be given to the following:
Adopt Civil Service Rule 1.14.1.1
1.14.1.1 'Dual Career Ladder' means a set of one or more non-supervisory jobs in a job series which receives higher pay than traditional non-supervisory jobs because they require performance of higher level, more complex duties and possession of advanced, specialized skills. The purpose of the dual career ladder is to provide another route of advancement for employees as an alternative to promotion to supervisory or managerial positions.
Adopt Civil Service Rule 5.9
5.9 Dual Career Ladder Classification Program
Subject to the provisions of Rule 6.29, an appointing authority may participate in a dual career ladder program for selected job series by submitting an agency policy requesting the establishment of a job or jobs to provide a mechanism to implement a dual career ladder program. The agency policy must be approved by the Civil Service Commission prior to implementation. All such programs must comply with the following requirements:
(a) The dual career ladder jobs must be in a scientific, medical, information technology, or engineering field that exhibits one or more of the following characteristics:
1. Requires substantial technical or professional training and expertise beyond the basic level.
2. Is known for rapid innovation.
3. Possesses the potential for employees to receive national credentials or licenses.
(b) Such a program shall be implemented in accordance with written policies and procedures established by each department. These written policies must include at a minimum the following elements:
1. Program goals and expectations.
2. Performance standards for employees eligible to enter the program.
3. Selection procedures to move employees into a dual career ladder job title.
4. Supplemental qualification requirements for each position encompassed by the program.
5. The scope of intended use including the location and number of dual career ladder positions and job specifications for all dual career ladder jobs.
6. Program assessment procedures and reports.
(c) Approved policies may be in effect for a period not to exceed five years at which time renewal requests must be submitted for approval by the Civil Service Commission if the agency is to continue the program. Subsequent amendments to policies by an agency must also be submitted for prior approval by the Civil Service Commission.
(d) Pay for employees in dual career ladder jobs shall be established in accordance with Civil Service Rules governing pay.
(e) Applicants may be placed in dual career ladder positions using normal procedures for filling positions or through reallocation.
(f) Agencies must report to the Department of State Civil Service annually on the use and effectiveness of the program. Such annual reports should reflect fiscal year information.
(g) The Director shall review all programs and report annually to the Civil Service Commission on the program's use and effectiveness.
EXPLANATION
A dual career ladder is a program utilizing an additional job or jobs intended to provide agency management with an alternative or dual career path to offer employees in lieu of the traditional promotion to a supervisory or managerial job title. It is an opportunity to recognize the value and contribution of highly skilled employees who possess the ability to perform the most complex duties critical to the success of the agency as described in an agency policy requiring prior approval by the Civil Service Commission.
The program offers several potential benefits for agencies and Civil Service:
a. Encourages our most skilled and valuable employees to remain in government by providing expanded career opportunities.
b. Discourages agencies from creating supervisory and managerial jobs just to be able to promote a good employee.
c. Allows employees to remain in their chosen careers and not be forced to move into managerial jobs just to get a pay increase.
d. Decreases pressure to misallocate, reevaluate and create special jobs just to give pay increases to employees.
e. Encourages employees to continually develop their skills and enhance their value to the organization.
Additional Information
A concept paper providing additional information is available on this website.
Persons interested in making comments relative to these proposals may do so at the public hearing or by writing to the Director of State Civil Service at Post Office Box 94111, Baton Rouge, Louisiana, 70804-9111.
If any accommodations are needed, please notify the Civil Service Department prior to the meeting.
Sincerely,
Allen H. Reynolds
Director of State Civil Service