reglab/statecodes huggingface dataset:
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.072 - OPERATION OF COMPENSATION PLAN

Current through August 31, 2023
01.
Authorized Pay Rate
. No employee in the state classified service will be paid at a rate less than the minimum nor greater than the maximum rate of the pay grade assigned to the classification. (3-31-22)
02.
Starting Salary
. The starting salary for a new appointee may be anywhere within the pay grade assigned to the employee's classification and is at the appointing authority's discretion considering available budget, market, and relation to existing staff salaries. (3-31-22)
03.
Payline Exceptions
. Temporary assignments to a new pay grade may be made by the administrator. Such assignments apply to an entire classification for the purpose of recruitment or retention and will be reviewed annually to determine the need for continuance. (3-31-22)
04.
Salary Equity Increases
. An appointing authority may, with approval by the administrator, advance an employee's salary within a pay grade based upon factors such as market demand, to address compression within an agency or classification, or inequities. In accordance with Section  67-5309B(3), Idaho Code, the employee's performance must be considered. (3-31-22)
05.
Salary After Reappointment from Layoff
. Employees appointed by the agency that laid them off (Ref. Rules  101.01  and  146)  will be paid in the current pay grade for the classification to which reappointed or at the same payrate the employee received immediately preceding layoff, whichever is greater, but not to exceed the maximum of the current pay grade. (3-31-22)
06.
Salary Upon Transfer
. (3-31-22)
a. A transfer between agencies (Ref. Rule  125)  in the same classification or one of equal pay grade does not require a change in the employee's salary, but a lower or higher rate may be negotiated between the employee and the appointing authority. (3-31-22)
b. If the transfer is to a classification of lower pay grade (demotion), the employee's salary is negotiable between the employee and appointing authority within the lower pay grade. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.073 - CALCULATION OF PAY

Current through August 31, 2023
01.
Standard Calculation of Pay
. For other than police, correctional officers, or fire employees, pay is calculated in the following order: (3-31-22)
a. Holiday pay; (3-31-22)
b. All hours worked on a holiday as overtime; (3-31-22)
c. All hours worked over forty (40) in the workweek as overtime, excluding occasional or sporadic work; (3-31-22)
d. Vacation, sick and other paid or unpaid leaves; and (3-31-22)
e. All remaining hours worked at the employee's regular rate of pay. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.074 - ASSIGNMENT OF HAY EVALUATION POINTS

Current through August 31, 2023
01.
Assignment to Pay Grade
. Pursuant to Sections  67-5309B  and C, Idaho Code, the pay grade to which a classification is assigned shall be determined by the number of Hay evaluation points assigned to each classification. (3-31-22)
02.
Guide Charts
. The Hay evaluation points assigned to a classification shall be the composite numerical value of points factored from the Hay guide charts. (3-31-22)
03.
Factoring Benchmarks
. The established factoring benchmarks shall be used in conjunction with the Hay Guide Charts to determine the number of points assigned to a classification. (3-31-22)
04.
Factoring Process
. Hay evaluation points shall be assigned to a classification by review and assignment of the administrator and with notification to the administrator of the Division of Financial Management regarding potential fiscal impacts. These points are final unless appealed in accordance with Section  67-5316, Idaho Code. (4-6-23)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.075 - BONUSES

Current through August 31, 2023
01.
Performance Bonuses
. Up to a total of two thousand dollars ($2,000) may be awarded each fiscal year, in recognition of exemplary performance. In extraordinary circumstances exceptions to the two thousand dollar ($2,000) limit may be granted if approved in advance by the State Board of Examiners. Documentation of the exemplary performance and related bonus award must be provided to the employee and placed in the employee's agency personnel file. (Ref. Sections  59-1603(7)   and  67-5309D(1), Idaho Code) (3-31-22)
02.
Employee Suggestion Award
. Appointing authorities may award up to a total of twenty-five percent (25%) of the savings realized from an employee's idea to save taxpayer dollars, not to exceed two thousand dollars ($2,000). (Ref. Section  67-5309D, Idaho Code) (3-31-22)
a. Suggestions need to increase productivity, conserve state resources, reduce state costs, or improve the morale of state employees. (3-31-22)
b. Suggestions that may deserve an award larger than two thousand dollars ($2,000) and suggestions aimed at saving money outside the employee's state agency should be submitted through the employee's agency first, then submitted to the Division. Awards greater than two thousand dollars ($2,000) must be approved in advance by the State Board of Examiners. (3-31-22)
c. Employee suggestion awards may be funded from the expense category (personnel, operating, or capital) from which the savings were realized. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.082 - METHODS OF RECRUITMENT

Current through August 31, 2023
For the purpose of establishing eligibility registers, there are three (3) methods of recruitment: open competitive, agency promotional, or statewide promotional. The scope of advertising and outreach for each approach will vary with agency preference, needs, and labor market strategies. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.083 - MOVING EXPENSE REIMBURSEMENT

Current through August 31, 2023
01.
Reimbursement Limitations
. The appointing authority may reimburse moving expenses for current or newly hired state employees in an amount less than or equal to ten percent (10%) of the employee's base salary or fifteen thousand dollars ($15,000), whichever is less. Moving expense reimbursements must comply with the State Board of Examiners' State Moving Policy and Procedures that are in effect at the time the move takes place. (3-31-22)
02.
Exceptions to Reimbursement Limitations
. Exceptions to the expense reimbursement limits set forth in Rule  083.01  may be granted if approved in advance by the appointing authority. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.084 - ANNOUNCEMENT OF RECRUITMENT

Current through August 31, 2023
01.
Distribution of Announcements
. The announcement of each open-competitive recruitment will be made through an internet application system and posted to other locations determined necessary by the administrator to develop a register of eligibles. If the open competitive recruitment has been requested by the appointing authority in lieu of a promotional recruitment, it will be his responsibility to post or otherwise distribute the announcement so it can be seen by all employees of that agency prior to its expiration date. (Ref. Rule  169)  (4-6-23)
02.
Posting of Promotional Announcements
. The announcement for each promotional recruitment will be supplied to the appointing authority of each affected agency. It will be his responsibility to post, electronically communicate, or otherwise distribute such announcement so it can be seen by all employees in the agency prior to the expiration date. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.085 - CONTENT OF ANNOUNCEMENTS

Current through August 31, 2023
Each announcement shall contain the title of the classification, characteristic duties and responsibilities, salary, minimum qualifications, nature of examination, qualifying score, closing date, equal opportunity and veterans' preference notice, and other pertinent information. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.086 - APPLICATIONS

Current through August 31, 2023
01.
Form
. All applications must be filed in the form approved by the administrator. (3-31-22)
02.
Filing of Applications
. Applications are currently accepted by internet application system. (3-31-22)
03.
Application by Military Personnel
. An application will be accepted after the closing date of the announcement from a person who was serving in the armed forces, or undergoing service-connected hospitalization of no more than one (1) year following discharge, during any period in which the announcement was open. The application must be submitted within one hundred twenty (120) days of the applicant's separation from the armed forces or hospitalization and prior to the expiration of the register established as a result of an examination. (Ref. Sections  65-503  and  67-5309(f), Idaho Code) (3-31-22)
04.
Application by Disabled Veterans
. A disabled veteran may file an application at any time up until a selection for any classification for which the Division maintains a register as a source for future job openings or for which a register is about to be established, provided the veteran has not already been examined twice for the same classification, does not have current eligibility on that register, or is not serving in a competitive position in the same pay grade as the classification for which application is made. (Ref. Sections  65-503  and  67-5309(f), Idaho Code) (3-31-22)
05.
Promotion of Entrance Probationary Employee
. Any classified employee on entrance probation may file an application for a promotional opportunity but is ineligible to be certified to a department or statewide promotional hiring list until permanent status has been attained. (Ref. Rule  169.03.) (3-31-22)
06.
Disclosure of Information for Hiring Purposes
. By submitting an application, an individual is deemed to authorize disclosure of confidential information to state agencies for purposes of screening, testing, interviewing and hiring. (Ref. Section  74-106, Idaho Code). (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.087 - DENIAL OF APPLICATIONS

Current through August 31, 2023
01.
Basis
. The administrator may choose not to process an application if: (3-31-22)
a. The applicant will not meet the minimum qualifications specified in the announcement at the time set for appointment. (3-31-22)
b. The application was not received on or before the closing date for acceptance of applications. (3-31-22)
c. A background investigation or examination of an applicant discloses that the applicant committed an act which is cause for dismissal as provided in Rule  190. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.090 - EXAMINATIONS

Current through August 31, 2023
Examinations shall be designed to evaluate factors pertinent to an individual's ability to perform competently the duties of the classification. The factors tested shall be job-related and may include, but are not limited to, education and experience, knowledge, skills, abilities, aptitude, and physical ability. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.091 - PROHIBITED FACTORS

Current through August 31, 2023
No part of any examination may include any question designed to reveal prohibited information including the political or religious affiliation or belief, national origin or race of any candidate. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.092 - PREPARATION OF EXAMINATIONS

Current through August 31, 2023
01.
Content of Examinations
. Examinations may include any questions, tests or criteria designed to evaluate the suitability of applicants for job openings within a classification. So far as is practical, promotional examinations will be similar to corresponding open-competitive examinations and the same standards will be applied in determining scores. (3-31-22)
02.
Job Analysis and Confidentiality
. Contents of each examination will be determined by the Division on the basis of appropriate professional techniques and procedures of job analysis and test development. No information concerning the specific content of the examination will be divulged to unauthorized personnel by the Division or other personnel who have access to the examinations. (3-31-22)
03.
Subject-Matter Experts
. The Division may, at its discretion, collaborate with appointing authorities, incumbents, subject-matter experts, or other qualified persons in the preparation of examinations. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.093 - CONDUCT AND RATING OF EXAMINATIONS INCLUDING VETERANS' PREFERENCE POINTS

Current through August 31, 2023
01.
Designation of Examiners
. The examinations will be conducted and rated by persons designated by the administrator. (3-31-22)
02.
Scoring of Examinations
. Each examination will be rated for final scores on the basis of one hundred (100) point maximum. The Division will use appropriate statistical and professional techniques and procedures in determining passing points and final scores. (3-31-22)
03.
Veterans' Preference
. (3-31-22)
a. Veterans' and disabled veterans' preference points, when applicable under state law, will be added to the final score achieved in the examinations, notwithstanding the fact that the augmented final score may exceed one hundred (100) points. Five (5) percentage points will be added to the earned rating of any veteran, as defined in Section  65-203, Idaho Code, and the widow or widower of any veteran, as defined in Section  65-203, Idaho Code, as long as the widow or widower remains unmarried. Pursuant to Section  65-504, Idaho Code, ten (10) percentage points will be added to the earned rating of any disabled veteran, as defined in Section  65-502, Idaho Code, or to the unmarried widow or widower of the same, or the spouse of any eligible disabled veteran who cannot qualify for any public employment because of a service-connected disability. Employment registers will be established in order of final score except that the names of all five (5) and ten (10) percentage point preference eligibles resulting from the merit system will be placed on the register in accordance with their augmented rating. (Ref. Sections  65-506  and  67-5309(f), Idaho Code) (3-31-22)
b. Veterans' and disabled veterans' preference points must not be used to achieve a passing score. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.094 - ELIMINATION TESTS

Current through August 31, 2023
Wherever it is stated in the announcement that an applicant must qualify in a series of different tests or satisfy other requirements to become eligible for appointment, and the applicant fails to meet such requirements, he or she shall not be permitted to take any further tests in the examination, and such tests if previously given need not be rated. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.095 - NOTICE AND RECORD OF RESULTS OF EXAMINATION

Current through August 31, 2023
All competitors shall be notified of their final scores electronically or by mail. The records of scores are held as official records for the life of the resulting eligibility registers. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.096 - REVIEW AND APPEAL

Current through August 31, 2023
01.
Review of Examination Content and Scoring Material
. Any competitor, or his/her representative authorized in writing, shall be permitted to inspect his/her own papers and records, except examination content and scoring material, upon application in person at the office of the Division in Boise during business hours. Alternative arrangements are available for competitors located outside of Boise. Review is limited to the time allowed for appeal of examination scores. (3-31-22)
02.
Appeal of Examination Score
. Any competitor, by written request to the administrator, may appeal his or her examination score within thirty-five (35) calendar days after the notice was sent to such competitor. The administrator will review the test, may change the score, and may take any other action necessary to insure the integrity and quality of the testing process. When such review discloses error affecting the scores of other competitors, the review and adjustment includes their scores. The administrator will provide a written explanation to competitors whose scores are affected by the action taken. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.097 - ALTERNATIVE EXAMINATION PROCESS FOR PERSONS WITH DISABILITIES

Current through August 31, 2023
01.
Conditions for Eligibility
. Notwithstanding other provisions in these rules, an agency may appoint an individual directly into entrance or promotional probationary status in a classification if the Division of Vocational Rehabilitation, the Idaho Commission for the Blind, or the Industrial Commission certifies the following: (3-31-22)
a. That the individual has a physical or mental impairment that substantially limits one (1) or more major life activities, as further defined under state or federal law; (3-31-22)
b. That the individual meets the minimum qualifications of the classification and is qualified to perform the essential functions of a particular classified position with or without reasonable accommodation; and (3-31-22)
c. That the individual lacks competitiveness in the examination process due to the disability. (Ref. Section  67-5309(e), Idaho Code.) (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.101 - ELIGIBILITY REGISTERS

Current through August 31, 2023
Eligibility registers are established by the Division to provide for fair and impartial selection for entrance into the state classified service and for promotion on the basis of competitive merit examinations. (3-31-22)
01.
Reemployment Preference Registers
. Registers with reemployment preference for a given classification will contain the names of classified employees of permanent status who have been laid off except limited service appointments. (Ref. Rules  140  and  144). (3-31-22)
02.
Open Competitive Registers
. Open competitive registers for a given classification will contain the names of applicants who successfully passed an open competitive examination for the classification. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.102 - PLACEMENT ON REGISTER

Current through August 31, 2023
01.
Score Order
. Eligible candidates will be placed on the register for a given classification ranked in descending numerical order based on their final score on the examination for such classification. (3-31-22)
02.
Veterans' Preference
. Eligible veterans or surviving spouses entitled to five (5) point preference will be placed on the open competitive register in accordance with their final score on the examination augmented by preference points. (Ref. Rule  093.03  and Section  65-504, Idaho Code) (3-31-22)
03.
Disabled Veterans' Preference
. Preference will be awarded to disabled veterans as follows: (3-31-22)
a. Disabled veterans, Purple Heart recipients, spouses of any eligible disabled veterans who cannot qualify for any public employment because of a service-connected disability, and unmarried widows or widowers of disabled veterans entitled to ten (10) point preference will be placed on the open-competitive register in order of their final score on the examination augmented by preference points. (Ref. Rule  093.03  and Sections  65-503  and  65-504, Idaho Code) (3-31-22)
b. Disabled veterans who have a current service-connected disability of thirty percent (30%) or more will be offered an interview when their final score on the hiring list places them within the top twenty-five (25) qualified candidates. If more than ten (10) disabled veterans with a disability rating of thirty percent (30%) or more place in the top twenty-five (25) qualified scores of a hiring list, at least ten (10) will be offered an interview. (Ref. Rule  093.03  and Section  65-504, Idaho Code) (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.103 - DURATION OF ELIGIBILITY REGISTERS

Current through August 31, 2023
01.
Reemployment Preference Registers
. Eligible candidates will remain thereon for twelve (12) months from effective date of layoff. (Ref. Rules  101.01  and  144)  (3-31-22)
02.
Other Registers
. The duration of all other registers will be determined by the administrator based on the frequency of job openings and agency need. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.104 - REMOVAL OF NAMES

Current through August 31, 2023
01.
Reasons Specified
. Names may be removed from any eligibility register by the administrator because of: (3-31-22)
a. Appointment of the eligible candidate from the register to the classification or appointment to a classification in a higher pay grade. (3-31-22)
b. A statement by the eligible candidate that he is not willing to accept appointment under conditions previously specified. (3-31-22)
c. Physical, mental or other disability where it has been demonstrated that the disability will prevent the eligible candidate from satisfactorily performing the essential functions of the position with reasonable accommodation for the disability. (3-31-22)
d. Failure of an eligible candidate to respond within seven (7) calendar days to documented good faith inquiry concerning availability for employment. (3-31-22)
e. The eligible candidate's conduct renders him unsuitable for the position or classification for which he applied. (3-31-22)
f. Written rejection of the eligible candidate for good cause by an appointing authority as approved by the administrator. (3-31-22)
g. Conviction of an eligible candidate of any felony. (3-31-22)
h. False statements of material facts given in the eligible candidate's application for employment or any subsequent examinations or interviews. (3-31-22)
i. Dismissal of an eligible candidate from state service. (3-31-22)
j. Paying, promising to pay, or giving any money, thing, service or consideration to any person, directly or indirectly, for any service or influence given, used, or promised towards securing appointment. (3-31-22)
k. Directly or indirectly obtaining information regarding examinations to which, as an applicant, he is not entitled. (3-31-22)
l. Refusing an interview or refusing to accept a position under the conditions set forth in the recruitment announcement. (3-31-22)
m. Having been certified for a probationary appointment for three (3) separate positions in the same classification in the same agency and not been accepted for employment for good cause. (3-31-22)
n. Declining three (3) separate offers of employment or reemployment without good cause. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.105 - TEMPORARY UNAVAILABILITY NOT REASON FOR REMOVAL

Current through August 31, 2023
Temporary unavailability of an eligible applicant, not to exceed fifteen (15) calendar days, in order that the employee may give his or her employer advance notice of separation is not proper cause for his or her removal from the register. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.106 - RESTORATION OF NAMES TO ELIGIBILITY REGISTERS

Current through August 31, 2023
Upon receiving appropriate evidence, the administrator shall restore the name of an eligible candidate to any eligibility register from which it has been removed for causes enumerated in Rule  104. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.107 - REVISION OF CLASSIFICATION SPECIFICATIONS

Current through August 31, 2023
Whenever a classification specification is revised, the names of persons on the existing eligibility register who meet the minimum qualifications for the revised classification shall be placed in score order on the eligibility register for the revised classification. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.109 - CERTIFICATION AND SELECTION

Current through August 31, 2023
Whenever a vacancy in a classified position is to be filled by a competitive recruitment process, the appointing authority shall make selection from a hiring list created from eligibility registers certified by the Division. Non-promotional internal or external transfers or reinstatements do not require registers certified by the Division. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.110 - NUMBER OF NAMES ON REGISTER

Current through August 31, 2023
The Division will certify a hiring list from the eligibility register, in the order of their scores, a sufficient number of names so that the appointing authority is able to select for appointment from among twenty-five (25) eligible candidates for each position to be filled. If appointments are to be made to more than one (1) position, one (1) additional name shall be added for each vacancy so that the appointing authority has twenty-five (25) names to consider for each vacancy. The names of all eligible candidates with scores identical to the twenty-fifth ranking eligible candidate on the register shall be provided to appointing authorities for selection purposes. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.119 - APPOINTMENTS, REINSTATEMENTS, TRANSFERS, AND RESIGNATIONS

Current through August 31, 2023
01.
Reemployment Preference Register
. New appointments to a classification within an agency are not permissible if there is an agency reemployment preference register (Ref. Rule  101.01)  for that classification with names of eligibles who are willing to accept employment. (3-31-22)
02.
Probationary Period Required
. All appointments to positions in the state classified service whenever adequate eligibility registers exist for the classification are probationary appointments except as otherwise provided in Rules  040  and  150. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.120 - LIMITED SERVICE APPOINTMENTS

Current through August 31, 2023
01.
Designation
. Classified positions expected to be of limited duration due to funding or nature of the position or project must be identified and designated in advance of announcement. (3-31-22)
02.
Permanent Status and Expedited Layoff
. Employees appointed under limited-service appointments have permanent classified status after successful completion of probation. These employees have the same rights and responsibilities as other permanent employees but may be subject to expedited layoff pursuant to Rule  140.01.c. (3-31-22)
03.
Limited Service Agreement
. Appointing authorities making limited-service appointments must prepare, no later than the date of appointment, a written agreement for signature of both the employee and appointing authority describing the non-career nature of the appointment, potential for layoff, and the duration the employee may expect to work. Renewals and updated agreements are required every two (2) years. A copy of the agreement must be kept in the employee's personnel file. (4-6-23)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.121 - SEASONAL APPOINTMENT

Current through August 31, 2023
01.
Purpose
. An appointing authority may make a seasonal appointment from a register for work that occurs intermittently during the year. (Ref. Section  67-5302(31), Idaho Code). (3-31-22)
02.
Employee Rights
. Employees appointed under a seasonal appointment will have all obligations, rights, and privileges of any classified employee except those accorded by Rules  140  through  147, relating to reduction in force. (3-31-22)
03.
Separation
. Employees appointed under a seasonal appointment may be separated from the seasonal appointment and returned as frequently as intermittent workload dictates. (3-31-22)
04.
Duration of Appointment
. If an employee has not been called to work for six thousand two hundred forty (6,240) hours (three (3) years), the seasonal appointment expires; rehire of the employee must be from a register. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.122 - TEMPORARY APPOINTMENTS (NON-CLASSIFIED)

Current through August 31, 2023
01.
Hours Limitation
. Temporary appointments are limited to one thousand three hundred eighty-five (1,385) hours of work in any twelve (12) month period for any one agency. Both calculations begin on the date of the original temporary appointment (Ref. Section  67-5302(33), Idaho Code). (3-31-22)
02.
Transition to Classified Service
. Temporary employees who have served at least one thousand forty (1,040) hours of continuous service, may go from temporary status to classified entrance probation status in that same position without further examination if the announcement for the temporary position from which the certified register was created indicates that the temporary position has the potential of becoming a permanent classified position. The classified position must be in the same classification and at the same location as announced. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.124 - REINSTATEMENTS

Current through August 31, 2023
01.
Eligibility
. A current or former employee will be eligible for reinstatement to a classification in which he held permanent status, or if deleted its successor, or to another classification of equal or lower pay grade under the following conditions (salary treatment is covered by Rule  072.06). (4-6-23)
a. Reinstatement is limited to a period equal to the length of the employee's probationary and permanent employment combined. (3-31-22)
b. The current or former employee must have separated from the classification for which reinstatement is desired without prejudice. A former employee must also have separated from state classified service without prejudice. (3-31-22)
c. The current or former employee must meet the current minimum qualifications of the classification to which reinstatement is desired. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.125 - TRANSFERS

Current through August 31, 2023
01.
Authority to Transfer
. An appointing authority may transfer an employee at any time from one position to another in the same classification. (3-31-22)
02.
Transfer Within Pay Grade
. An appointing authority may transfer an employee from a classification in which he holds permanent status to another classification allocated to the same pay grade for which the employee meets the minimum qualifications. (3-31-22)
03.
Probationary Period
. An appointing authority may negotiate with an employee for a probationary period as a condition for a voluntary transfer. Voluntary probation is not allowed for intra agency transfers. (Ref. Rule  150)  (3-31-22)
04.
Limitation
. Transfers will not be used to abridge an employee's rights in reduction in force prescribed by Rules  140  through  147. (3-31-22)
05.
Transfer Between Agencies
. An employee is eligible for transfer between agencies in the same classification in which he holds permanent status or to another classification in the same or lower pay grade for which the employee meets the minimum qualifications. Accrued vacation and sick leave will be transferred in accordance with Rules  230.04  and  240.02. Salary treatment is covered by Rule  072.06. (3-31-22)
06.
Restriction
. Transfer of an employee between agencies is not permissible as long as there is a agency register with reemployment preference status (Ref. Rule  101.01)  for the classification in the agency to which transfer is desired with names of eligibles who are willing to accept reemployment. (3-31-22)
07.
Examination
. An employee transferring between classifications may be required to pass an examination for the classification to which transfer is desired. (4-6-23)
08.
Involuntary Transfer
. Notice and an opportunity to be heard must be given to any employee subject to an involuntary transfer. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.126 - RESIGNATION

Current through August 31, 2023
01.
Notice
. A classified employee may resign at any time. A resignation is effective at the time designated by the employee, without need for written or advance notice, or acceptance of the resignation by the appointing authority. (3-31-22)
02.
Rescission and Reinstatement
. Once an employee has submitted a resignation, reinstatement is in the discretion of the appointing authority as provided in Rule  124. The appointing authority may but is not required to allow an employee to rescind a resignation prior to its effective date. (3-31-22)
03.
Resignation in Lieu of Dismissal
. An employee may resign in lieu of being dismissed for cause. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.129 - ACTING APPOINTMENT TO A POSITION

Current through August 31, 2023
01.
Conditions for Acting Appointment
. At the discretion of an appointing authority, a classified employee with permanent status may be appointed to a position in a classification of higher pay grade within his own agency in an acting capacity whenever: (3-31-22)
a. The incumbent of the position in the higher classification is on authorized leave of absence; or (3-31-22)
b. A vacancy exists and there is no agency register with reemployment preference status (Ref. Rule  101.01)  with names of eligibles who are willing to accept reemployment, nor adequate agency register for the classification. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.130 - LIMITATION ON LENGTH OF APPOINTMENT

Current through August 31, 2023
Acting appointments are limited to the period of time necessary to fill the vacancy pursuant to procedures prescribed in these rules but in no case can continue beyond one thousand forty (1,040) hours of credited state service unless specifically extended by the administrator. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.131 - SALARY

Current through August 31, 2023
For any credited state service which an employee serves in a classification in an acting capacity, he or she shall receive the salary for the classification as though he or she had actually been promoted. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.132 - EXPIRATION OF APPOINTMENT

Current through August 31, 2023
01.
Return of Incumbent
. When the incumbent of the classification returns from leave of absence, or the vacant position is filled, the acting appointment expires. The acting appointee is returned to the class, the pay grade and rate held immediately preceding the acting appointment. (3-31-22)
02.
Failure of Incumbent to Return
. Should the employee on leave of absence separate from state service, the employee serving in the acting appointment may continue to serve in that capacity until the vacancy has been filled but in no case exceed the time limits prescribed in Rule  130. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.140 - REDUCTION IN FORCE

Current through August 31, 2023
01.
Conditions for Layoff.
An appointing authority may lay off an employee whenever necessary due to: shortage of funds or work; reorganization; the end of a limited service appointment; employee's failure to complete interagency promotional probation when demotion options are not available; or abolishment of one (1) or more positions (ref. Rule  066). (3-31-22)
02.
Layoff Decisions
. Layoff decisions must not be based on race, color, national origin, gender, age, religion, disability, or political affiliation. Layoffs must be accomplished in a systematic manner with equity for the rights of classified employees and not do away with an employee's right to problem solving, or appeal if the layoff is in fact a dismissal. (3-31-22)
03.
Assessment for Adverse Impact
. In planning and conducting a reduction in force, the appointing authority must consider the effect layoff units and positions to be abolished may have on the composition of the agency work force. If layoff units or exclusions are established, adverse impact of protected classes must be assessed. The appointing authority must administer the reduction in force consistent with state and federal laws, and rules and guidelines governing adverse impact. (3-31-22)
04.
Layoff by Position
. Reduction in force must be by classification of position. (3-31-22)
a. Reduction in force may be limited to or specifically exclude employees appointed under selective certification (Ref. Rule  112)  for bona fide occupational qualifications, or appointed to a classification with minimum qualification specialties. Inclusions or exclusions must include or exclude all incumbents of the classification appointed under similar selective certification, or the same option or minimum qualification specialty and must be approved in advance by the administrator. (3-31-22)
b. An appointing authority may petition the administrator to exclude an individual from a reduction in force whose retention may be required to meet agency mission critical needs. Requests must provide a documented rationale with exclusions approved in advance by the administrator. (3-31-22)
c. Limited-service appointments are defined by the project, program, or function for which the appointments were made. When a limited service project is completed or funding concluded, the limited service appointee is separated from state service as a layoff. However, limited service appointees have no reemployment preference and will not displace other regular permanent or limited services staff via voluntary demotion in lieu of layoff. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.141 - CALCULATION OF RETENTION POINTS

Current through August 31, 2023
There will be an evaluation of all employees in the classification in the agency or organizational unit affected by the reduction in force based on a retention point system. Retention points are derived from experience as described in performance evaluations, classified credited state service, and veterans' preference as described in Rule  141.03. The appointing authority will determine a process for the impartial assessment of evaluations to assign points as follows:
Exemplary Performance
- .100 points
Solid Sustained Performance
- .075 points
Achieves Performance Standards
- .050 points
Does Not Achieve Performance Standards
- .0 points
(3-31-22)
01.
No Performance Evaluation on File for a Twelve-Month Period
. All credited state service for which there is no performance evaluation will receive seventy-five thousandths (.075) points per hour. A supervisor's failure to document performance in a timely manner cannot be used to disadvantage an employee during retention point calculation. (3-31-22)
a. Completing annual evaluation. The evaluation may be written to cover the prior two thousand eighty (2,080) hours or extended to also cover the time frame up to the date of the evaluation. (4-6-23)
b. Changes in prior periods not allowed. Once an evaluation has been signed by the supervisor, employee, manager, and other applicable reviewers, the document may not be changed, unless the change is a result of a problem solving dispute resolution. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.142 - CREDITED STATE SERVICE

Current through August 31, 2023
Eligible credited state service for purposes of Rule  140  is defined as follows: (3-31-22)
01.
Service Prior to State Personnel System
. All credited state service prior to the establishment of classified service, Title 67, Chapter 53, Idaho Code. (Ref. Sections  67-5332  and  59-1604, Idaho Code, for definitions of credited state service) (3-31-22)
02.
Classified Service
. All classified credited state service since the establishment of classified service. (3-31-22)
03.
Nonclassified Service
. All credited state service in a position exempt from classified service if that position is subsequently transferred to classified service pursuant to Rule  040. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.143 - REDUCTION IN FORCE DETERMINATION AND NOTIFICATION

Current through August 31, 2023
01.
Identification of Classifications
. The appointing authority will identify the classification of positions to be reduced or eliminated. (3-31-22)
02.
Calculation of Retention Points
. Retention points will be calculated for all employees assigned to the classification of position including those serving in underfill positions. Retention points need not be calculated where layoff involves a single-incumbent class. (3-31-22)
03.
Order of Reduction in Force
. The order of reduction in force will be by type of appointment held by the employee in the affected classification as follows: first to be laid off are the entrance probationary appointees, and then the permanent appointees including those serving a voluntary probation. Employees will be placed on the layoff list beginning with the employee with the highest number of retention points. Employee layoffs will be made from the layoff list in inverse order. When two (2) or more employees have the same combined total of retention points, retention will be determined in the following sequence: (Ref. Rule  150.02.c.) (3-31-22)
a. The employee with the highest total retention points for the past thirty-six (36) months. (3-31-22)
b. Random selection. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.144 - PLACEMENT ON REGISTER WITH REEMPLOYMENT PREFERENCE

Current through August 31, 2023
A permanent employee laid off from their job or who chooses a voluntary demotion in lieu of a layoff, under these rules shall be placed on their classification's register with reemployment preference in unranked order. Such placement will be for one (1) year from the effective date of demotion or layoff, or until the employee or former employee declines a total of three (3) separate job offers without good cause, whichever comes first. (Rule  104.01.n.) An employee or former employee may request their name be removed at any time. (3-31-22)
Idaho Administrative Code › Title IDAPA 15 - Governor, Office of › Rule 15.04.01 - RULES OF THE DIVISION OF HUMAN RESOURCES AND IDAHO PERSONNEL COMMISSION › Section 15.04.01.145 - USE OF REGISTERS WITH REEMPLOYMENT PREFERENCE

Current through August 31, 2023
01.
Priority for Reemployment by Agency that Conducted the Layoff
. (3-31-22)
a. The employee who has been laid off will be offered reemployment to a position in the classification from which laid off, before any person outside that agency may be promoted to, transferred to, reinstated or appointed to that classification by an appointing authority of that agency. Appointing authorities may reassign or transfer individuals who are in the same classification within their agency but may not demote, promote, reclassify, or make acting appointments to that classification. If that agency determines a need to fill that classification, the employee who was laid off has first priority for that position. (Ref. Rules  125.04  and  125.08)  Extenuating circumstances due to short term budget, workload, location, or other complexities may be used by the appointing authority to request a temporary waiver of this rule by the administrator. (3-31-22)
b. When attempting to fill vacancies for a classification where a lay off occurred, the agency will provide an opportunity to interview and will make their hiring selection from the individuals their agency laid off from the classification, including those separated from state service under Rule  241.02  and those that took a voluntary demotion in lieu of layoff. (3-31-22)
c. Individuals being returned to the classification from which they were laid off will be reinstated with the same salary, permanent status and their sick leave balance restored. If the pay minimum has increased, see Rule  072.03. (3-31-22)