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Hiring - SOP
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Hiring - SOP
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Last modified
7/29/2024 2:35:55 PM
Creation date
11/28/2017 12:37:23 PM
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Hiring
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Control Number: <br />211.07.01.001 <br />Version: <br />1.0 <br />Title: <br />Hiring <br /> <br />Page Number: <br />4 of 11 <br /> <br /> <br />IDOC Data Sensitivity Classification - L3 Restricted <br />The hiring list has symbols and notes to identify veterans who must receive offers to <br />interview, current and former state employees, and candidates who have been laid off <br />from the department and have reemployment preference or who have been laid off from <br />other state agencies and must be offered an interview. For more information regarding <br />laid off employees who apply for reemployment, see the section entitled “Layoff” below. <br />All hires must be made from the top 25 available names on the hiring list. <br />Removal from Hiring List <br />With proper justification (such as falsifying an application), a manager may request an <br />applicant be removed from a hiring list. The removal must be documented in writing and <br />submitted to HR. HR submits the request to DHR for approval. Names are not removed <br />before receiving approval. <br />4. Non-Classified Appointments <br />Most employment with the department is in the state’s classified service. Requirements for <br />the recruitment and hiring of classified employees are described in chapter 53, title 67, of <br />the Idaho Code, and in the Rules of the Division of Human Resources and Idaho Personnel <br />Commission, at IDAPA 15.04.01 (the DHR Rules). <br />In accordance with Idaho Code, section 67-5303 (q), (r), (s), and (t), employees of CI, the <br />public information officer, division administrators, deputy administrators, and wardens are <br />considered non-classified, at will employees. <br />Temporary employees are non-classified, at-will employees. <br />5. Double Filling a Position <br />A manager may double fill a position for training purposes or to staff a position for an <br />employee who is on short-term disability or an extended leave of absence. This is to be on a <br />short-term basis only considering availability of funding. Written approval by the division <br />chief is required. When the incumbent who is on an authorized leave timely returns to work, <br />the employee hired to double fill the position must be moved to a vacant position or <br />assignment, unless otherwise approved by the HR manager. <br />6. Types of Appointments Used to Fill Classified Positions <br />Acting Appointment <br />A classified, permanent employee may be appointed to a position in a higher pay grade <br />in an acting capacity when: (1) the incumbent of the position in the higher classification <br />is on an authorized leave of absence, or (2) a vacancy exists and there is no department <br />layoff or adequate register (five eligible candidates) for the classification, and (3) the <br />employee meets the minimum qualifications. Approval from the HR Manager is required <br />for any acting appointment. <br />Upon appointment of the employee, an Acting Appointment Agreement (see eDOC <br />Supervisory Forms), signed with the appointee’s signature, must be sent to HR. Such <br />appointments are limited to the time necessary to fill the vacancy or until the incumbent <br />returns from leave. The appointment should not continue beyond 1,040 hours unless <br />specifically extended by the HR manager. <br />When the incumbent returns from leave, or the vacant position is filled, the acting <br />appointment expires. The acting appointee will be returned to the class, pay grade and
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