A promotion means a change in duty assignments and status of a permanent employee from a position in one classification to a position in another requiring higher qualifications and involving a higher level of responsibility and pay. A promotion can be made only when the employee qualifies for it through regular Civil Service procedure.
Information on position descriptions and specifications is available on the Civil Service website.
A promotion is determined on a competitive or noncompetitive basis depending upon the level of the position to be filled, whether or not the proposed action is in normal line, whether or not a competitive situation exists, and other factors. When an employee is promoted, no new probationary period is involved.
Employees are encouraged to broaden their skills, to take Civil Service examinations or otherwise qualify for higher G–level positions. Whenever possible, administration prefers recommending the promotion of a permanent employee in filling a vacancy in lieu of choosing a candidate who has not had service at the University from a list of eligibles.
4.7.2 Posting of Vacant Positions
All vacancies for jobs in classified service that are filled by probational appointment, job appointment or promotion shall be posted on the Internet in accordance with the State Civil Service policies and procedures except as provided in Rule 22.3 (b).
A vacancy may be filled without public announcement in the circumstances listed below:
- Appointment from a Department Preferred Reemployment List.
- Classified WAE appointment.
- Noncompetitive appointment of an individual deemed eligible for services by the Louisiana Rehabilitation Services Program under provisions of Rule 22.8(a).
- Noncompetitive reemployment of a former employee based on prior state service under provisions of Rule 23.13(a).
- Detail to special duty.
- Demotion of a permanent classified employee.
- Reassignment, position change, or lateral transfer of a permanent classified employee.
- Out-of-state vacancies filled in accordance with Rule 22.8 (b).
- Temporary Inter-Departmental Assignment.
- When non-classified employees are declared to be in the State Classified Service or are acquired by a State Agency in accordance with Rule 24.2.
- Noncompetitive promotion of a permanent classified employee to a position which he or she would have noncompetitive reemployment eligibility under Rule 23.13 if he or she were to resign.
- Appointment to Nurse Technician for applicants hired as Registered Nurse 1 or a Registered Nurse 1- Student Health that are required to re-take the State Board of Nursing Examination.
- Probational or job appointment of an applicant who has attained a 3.5 GPA or higher for a baccalaureate degree and meets all other requirements of Rule 22.8 (c) for exemption from testing.
In the case of vacancies to be filled by promotion, appointing authorities may limit applications to permanent classified employees of an approved promotional zone.
If, during the course of employment, additional duties and responsibilities are assigned to a position, and an employee feels that the position is no longer properly classified, he or she may file an appeal for reallocation. It should be understood that reallocation will not be considered as a reward for longevity in a particular class or position. Additional information and forms are available through the Office of Human Resources.
The reallocation of a position from one class to another results from a determination by the Department of Civil Service that a different official allocation must be made for a position.
This is a change within the same department of an employee from a position in one class to another position in a different class, where both classes have the same minimum rate of pay.
This is the change of an employee from a position in one agency to a position in another agency without a break in service of one or more working days. A change from permanent status to probational status can occur.
4.7.6 Section Transfer
This is the change of an employee from one department within an agency to another department within the same agency without a change in class or pay.
Nicholls State University will adhere to the following policy concerning demotions, voluntary or involuntary, according to Civil Service Rules 8.21 and 6.10.
This policy shall apply to all classified employees.
As defined in Civil Service Rule 1.12, ‘Demotion’ means a change of permanent or probationary employee from a position in one job to a position in another job, which is assigned to a pay grade with a lower maximum.
1. Conditional Exemptions to Mandatory Pay Cut:
CS Rule 6.10(a) requires that the pay of an employee who demotes for any reason be reduced by a minimum of 7%. In accordance with the authority granted to agencies to make exceptions [CS Rule 6.10(d)], however, a Nicholls State University employee who voluntarily demotes (except as noted below under Special Provisions) may be conditionally exempted from the mandatory pay cut, provided the employee’s salary is within the salary range of the job to which he/she demotes. Such waiver of the pay cut will cease if the employee is reallocated, detailed or promoted to a higher-level job. In such cases, the employee’s salary increase will be figured from his/her “true” rate, (i.e., the salary he/she would have earned had his/her salary been reduced at the time of demotion). This condition will be in effect for one year. If no promotion, detail or reallocation occurs within one year from the date of demotion, the condition will be removed and the employee regains eligibility to receive the pay adjustments normally associated with details, promotions and/or reallocations. When effecting demotions without pay cuts, appointing authorities must certify that: “This exception to the mandatory pay cut is not being granted in an arbitrary or fraudulent manner designed to ultimately increase the employee’s rate of pay.”
2. Special Provisions:
- An employee may only be granted a conditional exemption from the mandatory pay cut once in a 12-month period, unless the employee is voluntarily demoting in lieu of a layoff, due to medical reasons, or as an ADA accommodation, in which case he/she may be granted an additional exemption regardless of whether one was granted in the previous 12 months.
- An employee who accepts a promotion and who, within one year from the date of said promotion, requests a voluntary demotion to return to his/her former position or job title will have his/her salary reduced by 7%.
- An employee cannot earn more than the maximum of the salary range of the job to which he/she is demoting, so in some cases the employee will suffer a pay cut of greater than 7% regardless of the reason for the voluntary demotion.
- None of these provisions for exceptions apply to disciplinary demotions.
4.7.8 Detail to Special Duty
This is the temporary assignment of an employee to perform the duties and responsibilities of a position other than the regularly assigned one without prejudice to his or her rights in and to his or her regular position. This type of action is generally used to remedy an emergency situation.
This is the removal of an employee from a position because of lack of work, lack of funds, or for other causes other than disciplinary.
4.7.10 Department Preferred Re–employment List
This is a list containing the names of former classified employees who have noncompetitive re–employment rights in a particular class or classes in a certain department.
4.7.11 Removal or Dismissal
This is the termination of employment of an employee for cause.
This is the enforced leave of absence with or without pay of an employee for disciplinary purposes, or during an investigation of alleged misconduct by the employee.
Changes to Section of Manual
|Section||Effective Date||Origin||Change Form|
|4.7.2||3.12.19||Human Resources||PPM change form 4.7.2|