|
|
DCRT Employee Handbook
Chapter 1: Employment Information
Equal Employment Opportunity
It is the policy of the Department of Culture, Recreation & Tourism (CRT) and all offices under its jurisdiction to recruit, hire, train, compensate, promote and terminate without discriminating against any persons on the basis of race, color, religion, sex, age, national origin, disability, veteran status or any other non-merit factor. The department is committed to this policy because it is our belief that it is morally right, it is good human resource management, and it is legally required by Title VII of the Civil Rights Act of 1964, as amended, and the Americans with Disabilities Act.
Americans with Disabilities Act (ADA)
Title I of the Americans with Disabilities Act of 1990, effective July 26, 1992, prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in job application procedures, hiring, firing, advancement, compensation, job training, and other terms, conditions and privileges of employment. For additional information, contact the Human Resources Office.
New Employee Orientation
New employees attend an orientation at the beginning of their employment to become acquainted with the department and their office, to complete required and optional forms, receive information regarding benefits, and review employee policies.
Employment
Employment with the department will be either in the classified or unclassified service. Generally, the unclassified service includes elected officials and their appointees, members of boards and commissions, and part-time/wage staff. The service of these employees is not governed by the state Civil Service Commission and employment is at-will.
The classified service includes the remaining employees. These employees perform services for the State or any of its agencies. The State Civil Service Commission and the Department of State Civil Service provide and enforce rules governing certain personnel-related matters pertaining to the classified service.
Appointments
Applicants are appointed to positions in the classified service in several ways. The most common are job appointments, restricted appointments and probational appointments.
- Job Appointments
Employees on a job appointment are temporary employees. Permanent status is not attained and the employee may be separated from employment at any time. Annual, sick and compensatory leave can be earned and employees are eligible for health care benefits. The length of a job appointment may not exceed three years. Such appointments may only be used for the following reasons: a) for work of a temporary nature; b) to substitute for another employee; or c) for projects not expected to last over three years.
- Restricted Appointments
A restricted appointment is a temporary appointment or combination of appointments not to exceed a cumulative total of six months in a calendar year. This appointment may be made by an appointing authority provided it is used only for the following reasons: a) work of a temporary nature; b) to substitute for another employee; c) pending filling the position in a regular manner; or d) to address an emergency or work overload situation.
Employees on a restricted appointment are temporary employees. Supervisors advise restricted appointment employees of the exact length of the appointment. A restricted appointment may be cancelled at any time. Employees do not attain permanent status, are not eligible for health care benefits, do not earn annual or sick leave, and do not receive pay for holidays. However, employees on a restricted appointment can earn compensatory leave.
- Probationary Appointment
A probationary period of no less than six (6) months nor more than 24 months will be served by all employees in non-competitive class positions (original appointments and reemployment) and permanent positions following certification from an open competitive eligible list. The probationary period allows employees to adjust to their position and identifies those who do not meet the standards of work. After satisfactorily completing the probationary period, permanent status is attained. Attainment of permanent status is extremely beneficial because many of the rights under the Civil Service system are limited to permanent employees.
Permanent employees who are promoted, transferred, reassigned or demoted are not required to serve another probationary period. The appointing authority will make permanent appointments at the end of the probationary period via completion of Standard Form 1.
Employees may be removed from employment at ANY time during the probationary period under Civil Service Rule 9.1(e). While on probation, employees are eligible for health care benefits and earn annual, sick and compensatory leave.
- Provisional Appointment
A provisional appointment is a temporary appointment of a person to a position in the absence of an adequate eligible list for a class. The appointee must demonstrate the required skill level to qualify for the job. A provisional appointment shall terminate six months after its effective date or will convert to a probationary appointment as soon as the person appointed takes and passes the appropriate examination or is assigned a grade based on experience and training. The selection procedure is determined by the Department of State Civil Service. Employees on a provisional appointment are eligible for health care benefits and earn annual, sick and compensatory leave.
- Non-Competitive Reemployment
A former permanent employee who has resigned from the classified service and who was in good standing may, within ten years, be non-competitively reemployed in any position for which they are qualified and which has the same or a lower entrance salary as the current entrance salary for the class in which they had achieved permanent status. This is a probationary appointment. All unused sick leave and any annual leave that was not paid at the time of separation can be restored if they return within five years. An employee will be placed in the appropriate leave-earning category. It is the employee's responsibility to contact the Human Resources Office to have leave re-credited and prior State service verified. No former employee whose last separation from the classified service was by dismissal or by resignation to avoid dismissal is eligible for non-competitive reemployment.
Job Status Changes
Once permanent status is attained, the employee may be eligible to consider options or opportunities involving promotions, demotions or transfers.
- Promotion
A promotion is the movement to a position in a class with a higher pay range. Only permanent employees can be promoted. Promotions within the department do not require another probationary period.
A promotion may be either competitive or non-competitive. Competition is determined by the pay level of the position to be filled and by other limitations established by Civil Service. Each department has the ability to issue promotional announcements. It is the responsibility of the employee to watch for these announcements which will be posted in all offices and follow the instructions on the postings.
- Demotion
A demotion is the movement to a position in a class with a lower pay range. It may be voluntary or result from discipline for cause. If voluntary, the change in class may occur without a reduction in salary, but a disciplinary demotion requires a reduction in pay.
- Reassignment
A reassignment is the movement of an employee from one position in a class to another position in a different class for which he is qualified and which has the same pay range. A reassignment may be at the employee's request, with the appointing authority's approval, in the best interest of the department, or result from disciplinary action.
- Detail to Special Duty
Detail to special duty is the using of services of an employee to temporarily perform the duties of another.
Performance Rating
The department is committed to ensuring maximum opportunities for employees to improve the skills required for their current position and to develop new skills to improve their career. Thus, employees participate in the Performance Planning and Review (PPR) process. This process includes performance planning sessions with supervisors, and annual performance ratings. Performance planning sessions should occur within 30 days after an appointment of a new employee, employment anniversary date, or movement into a position with significantly different duties. Current employees should receive performance ratings within 60 calendar days of anniversary dates. New employees will receive ratings within 60 calendar days of eligibility for a merit increase. Ratings become official upon receipt. Challenges to an official rating are governed by Chapter 10 of the Civil Service Rules.
Discipline
The department strives to build a positive environment and encourages appropriate job-related behaviors by its employees. Disciplinary actions are taken by an appointing authority only for just cause, and include reassignment, suspension without pay, reduction in pay, involuntary demotion and dismissal.
Except in the case of emergency suspensions, permanent employees will receive written or verbal notice of the proposed action and corresponding reasons, a written description of supporting evidence, and a reasonable opportunity to respond before disciplinary action is taken. Challenges to disciplinary actions are governed by Chapter 13 of the Civil Service Rules.
|
