reglab/statecodes huggingface dataset:
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.06 - Tuition and fees refund program

Current through June 24, 2024
When an employee participates in employee training and
						educational activities with the prior approval of the appointing authority, the
						following minimum standards for refund of tuition, necessary fees and time off
						from work shall apply:
(1) JOB-RELATED
					TRAINING AND EDUCATIONAL ACTIVITIES. Attendance of employees at job-related
					training and educational activities shall be without loss of pay and shall be
					at the employer's expense.
(2)
					CAREER-RELATED TRAINING AND EDUCATIONAL ACTIVITIES. Upon successful completion
					of career-related training and educational activities, the employer may
					reimburse the employee for tuition, registration fees, laboratory costs, books
					and required student fees, except those fees paid for student activity, health
					or athletic events. The reimbursement level shall be agreed upon prior to
					attendance at the activity. Time off for career-related training and
					educational activities may be granted without loss of pay or taken as
					authorized accrued leave or compensatory time off, or may be accommodated
					through the use of alternative work patterns.
(3) PERSONAL DEVELOPMENT TRAINING AND
					EDUCATIONAL ACTIVITIES. When an employee's objectives are to engage in training
					or education related to personal development training and educational
					activities, the employer shall not reimburse the employee for any cost
					associated with these activities. Time off for personal development training
					and educational activities may be granted by the appointing authority. If
					granted, such time off shall be without pay, taken as authorized accrued leave
					or compensatory time off, or may be accommodated through the use of alternative
					work patterns.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.07 - Records of training program participation

Current through June 24, 2024
(1) PURPOSE. To
					establish a centralized overview of training activities, each agency is
					required under s. 230.046(4),
					Stats., to adopt a standardized system for measuring, recording, reporting, and
					recognizing employee participation in employee development and formal training
					programs.
(2) AGENCY
					RESPONSIBILITY.
(a) Each agency shall
					maintain training records according to guidelines established by the
					administrator.
(b) Each agency
					shall provide information on training activities as requested by the
					administrator.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 44 - Employee Development And Training › Section ER 44.09 - Trainee

Current through June 24, 2024
(1) USE OF TRAINEES. The administrator may
			 authorize the use of trainees, except for career executives, when the special
			 funding requirements of a position require that the position be filled by a
			 trainee, or when the administrator determines that a sufficient number of
			 qualified promotional candidates for the objective level, including women,
			 minorities, and individuals with disabilities, are not available within the
			 agency or employing unit; and:
(a) Filling the
			 position as a trainee will be more appropriate than appointment at the
			 objective level because ability to satisfactorily perform the job tasks is
			 normally acquired as a result of a structured program of job related training
			 and on-the-job experience is required; or
(b) Qualified candidates at the objective
			 level are not readily available in the labor market; or
(c) Filling the position as a trainee will
			 increase the agency's ability to comply with an approved affirmative action
			 plan or program.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 45 - Employee Performance Evaluation › Section ER 45.01 - Policy and purpose

Current through June 24, 2024
Recognizing the importance of identifying, evaluating and
						developing individual performance to ensure that services to the public are
						efficiently and effectively provided, the administrator shall, under s.
						230.37, Stats., and in
						cooperation with appointing authorities, establish an employee performance
						evaluation program. The primary purposes of the employee performance evaluation
						program are to communicate performance standards to employees, to provide
						observations on performance, and to identify the training and development
						needed to improve the quality and quantity of job performance and, thereby,
						increase or maintain expected levels of productivity.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 45 - Employee Performance Evaluation › Section ER 45.02 - Definitions

Current through June 24, 2024
In this chapter:
(1)
					"Employee" means a state employee in the classified service under s.
					230.08(3),
					Stats., except for a limited term employee.
(2) "Performance evaluation" means a
					continual process of identifying, measuring and developing job-related employee
					performance.
(3) "Performance
					standard" means a description of what the job is and the level of performance
					expected.
(4) "Performance summary
					statement" means a written evaluation of an employee's overall job performance
					based on the degree to which the employee has achieved performance
					standards.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 45 - Employee Performance Evaluation › Section ER 45.03 - Program requirements

Current through June 24, 2024
Each state agency shall establish an employee performance
						evaluation program in accordance with the requirements set forth in this
						section.
(1) The intent and purpose of
					performance evaluation shall be communicated to all employees.
(2) Performance standards shall be
					established for and communicated to each employee prior to the period for which
					the employee is being evaluated and serve as a basis for evaluating
					performance.
(3) A formal
					performance evaluation review shall be conducted with each employee at least
					every 12 months. This review shall include ongoing informal performance
					discussions and periodic appraisals to ensure that the established
					responsibilities and performance standards for the employee's position continue
					to be appropriate and understood by the employee. The review shall meet the
					guidelines established by the administrator.
(4) The agency shall maintain documentation
					of the performance evaluation review under sub. (3) in the employee's personnel
					file.
(5) Agencies shall ensure
					that supervisors, managers and other persons responsible for evaluating
					employee performance receive orientation and training in the performance
					evaluation process. The administrator shall review and approve or disapprove
					the contents of this training.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 45 - Employee Performance Evaluation › Section ER 45.04 - Agency implementation

Current through June 24, 2024
Subject to the review and approval of the administrator, each
						agency shall submit to the administrator:
(1) A description of the agency's
					implementation and administration of a performance evaluation program which
					meets the requirements set forth in this chapter; and
(2) Identification of the use and effect of
					the information contained in the performance evaluation review
					documents.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 45 - Employee Performance Evaluation › Section ER 45.05 - Requirements for employees serving probationary periods

Current through June 24, 2024
The requirements set forth in this chapter shall also apply to
						evaluate the performance of any employee serving a probationary period as
						defined in ch. ER-MRS 13, except that:
(1) An employee serving the first 6 months of
					a probationary period normally shall receive at least 2 formal performance
					evaluation reviews prior to the end of the probationary period.
(2) An employee serving a probationary period
					of longer than 6 months normally shall receive at least 2 formal performance
					evaluation reviews for each additional 6 month period or fraction
					thereof.
(3) Where a portion of a
					permissive probationary period is waived, the employee shall receive at least
					one formal performance evaluation review during the probationary
					period.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.01 - Policy

Current through June 24, 2024
(1)
			 Although the state encourages continuing informal communication between
			 employees and management, it recognizes the value of a formal grievance
			 procedure in a sound management program under s. 230.04(14), Stats. It is the
			 policy of the state and responsibility of the administrator to ensure that an
			 established written grievance procedure relating to conditions of employment is
			 available to state employees who are not covered by a collective bargaining
			 agreement under subch. V of ch. 111, Stats., for the disposition of employee
			 grievances.
(2) This grievance
			 procedure shall ensure that each employee may, without prejudice, express and
			 present a grievance through proper channels with the assurance of timely and
			 thorough consideration.
(3) During
			 the formal grievance procedures, the grievant and employer shall make efforts
			 to resolve the grievance by seeking a mutually acceptable solution to the
			 matters grieved.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.02 - Definitions

Current through June 24, 2024
In this chapter:
(1)
					"Decision" means the written response to a grievance by the employer
					representative, which includes the rationale for the response.
(2) "Employee" means a state employee in the
					classified civil service under s.
					230.08(3),
					Stats., except a limited term employee or an employee covered by a collective
					bargaining agreement under subch. V of ch. 111, Stats.
(3) "Employer" means an agency defined under
					s. 230.03(3),
					Stats., in which the employee is or has been employed.
(4) "Grievance" means a written complaint by
					an employee requesting relief in a matter which is of concern or
					dissatisfaction relating to conditions of employment and which is subject to
					the control of the employer and within the limitations of this
					chapter.
(5) "Grievant" means an
					employee who has filed a grievance.
(6) "Group grievance" means a grievance filed
					by more than one grievant which involves like circumstances and facts for the
					grievants involved.
(7) "Relief"
					means a specific remedy directly affecting a grievant.
(8) "Retaliation" means any action taken by
					an employer in order to adversely affect the employee's conditions of
					employment, when such action is taken because of the employee's exercise of
					rights under this chapter.
(9)
					"Step" means a level of management authority where a grievance may be
					pursued.
(10) "Work rule" means a
					written regulation promulgated by the employer within its discretion which
					regulates the conduct of employees as it affects their employment.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.03 - Scope

Current through June 24, 2024
(1)
			 Under this chapter, an employee may grieve issues which affect his or her
			 conditions of employment, including any matter on which the employee alleges
			 that coercion or retaliation has been practiced against the employee except as
			 provided in sub. (2).
(2) An
			 employee may not use this chapter to grieve:
(a) A personnel action or decision of the
			 director or the administrator that is directly appealable to the Wisconsin
			 Employment Relations Commission under s. 230.44, Stats.;
(b) An action delegated by the director or by
			 the administrator to an appointing authority that is directly appealable to the
			 Wisconsin Employment Relations Commission under s. 230.44, Stats.;
(c) A demotion, suspension without pay,
			 discharge, removal, layoff, or reduction in base pay that is grievable under s.
			 230.445, Stats.;
(d) A personnel
			 action after certification which is related to the hiring process that is
			 appealable to the Wisconsin Employment Relations Commission under s. 230.44,
			 Stats.;
(e) Denial of hazardous
			 employment benefits under s. 230.36(4), Stats.;
(f) The reassignment of a career executive
			 employee under s.  ER-MRS 30.07(1);
(g) The failure of a supervisor to process a
			 reclassification request.
(h) An
			 oral reprimand;
(hg) A written
			 instruction related to job performance or work conduct;
(hr) The evaluation methodology used by an
			 employer to determine a discretionary pay award or the amount of the
			 award;
(i) The content of written
			 agency rules and policies;
(j) A
			 condition of employment which is a right of the employer as defined in s.  ER 46.04; or
(k) Any matter related to
			 wages, hours of work, and fringe benefits.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.04 - Management rights

Current through June 24, 2024
(1) Nothing in this chapter is intended to
			 interfere with the sole right of the employer to carry out its statutory
			 mandate and goals under s. 111.90, Stats.
(2) For the purpose of this chapter, the
			 management rights of the employer include, but are not limited to, the
			 following:
(a) Utilizing personnel, methods
			 and means to carry out the statutory mandate and goals of the agency.
(b) Determining the size and composition of
			 the work force.
(c) Managing and
			 directing the employees of the agency.
(d) Hiring, promoting, transferring,
			 assigning or retaining employees.
(e) Establishing reasonable work
			 rules.
(f) Taking disciplinary
			 action for just cause against an employee.
(g) Laying off employees due to lack of work
			 or funds or organizational changes.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.05 - Form and filing of the grievance

Current through June 24, 2024
(1) Grievances shall be submitted to the
			 designated employer representative on the forms provided by the
			 employer.
(2) Only one subject
			 matter shall be covered in any one grievance.
(3) A grievance shall describe:
(a) The condition of employment which is the
			 subject of the grievance.
(b) The
			 facts upon which the grievance is based.
(c) The relief sought by the
			 employee.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.06 - Procedures and time limits

Current through June 24, 2024
(1) All grievances shall be filed with the
			 employee's appointing authority, or designee, no later than 14 calendar days
			 from the date the employee first became aware or should have become aware of
			 the matter grieved.
(2) Grievances
			 shall be pursued in accordance with the following steps and time limits:
(a)
First step.
Within 14
			 calendar days of receipt by the appointing authority, or designee, of the
			 timely grievance from the employee under sub. (1), the appointing authority, or
			 designee, shall conduct any investigation he or she deems necessary, meet with
			 the employee in person, and issue a written decision.
(b)
Second step.
1. If the grievant is dissatisfied with the
			 decision received from the appointing authority at the first step under par.
			 (a), the decision may be grieved to the administrator, or his or her designee,
			 no later than 14 calendar days after the date of the appointing authority's
			 decision under par. (a).
2. Within
			 30 calendar days after the date the employee files a timely grievance with the
			 administrator under subd. 1., the administrator, or designee, shall review the
			 grievance and issue a written decision.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.07 - Wisconsin Employment Relations Commission

Current through June 24, 2024
(1) If the grievant is dissatisfied with the
			 decision received from the administrator or designee at the second step under
			 s.  ER 46.06(2) (b) 2., the decision may be grieved to the commission only if
			 it alleges that the employer abused its discretion in applying subch. II of ch.
			 230, Stats., or the rules of the director promulgated under that subchapter,
			 subchs. I and II of ch. 230, Stats., or the rules of the administrator
			 promulgated under those subchapters, or written agency rules, policies, or
			 procedures, except that decisions involving the following personnel
			 transactions may not be grieved to the commission:
(a) A written instruction;
(b) A performance evaluation; or
(c) The evaluation methodology used by an
			 employer to determine a discretionary pay award, or the amount of the
			 award.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.08 - Failure to meet time limits

Current through June 24, 2024
(1) The employer shall reject any grievances
			 not filed or any decision not grieved in accordance with the time limits set
			 forth in this chapter. Any decision not grieved in a timely manner shall be
			 decided on the basis of the last preceding decision.
(2) If the grievance is not answered within
			 the time limits set forth in this chapter, the grievant may proceed to the next
			 step under s.  ER 46.06(2) within 14 calendar days after the last day on which
			 the grievance could have been timely answered.
(3) If the grievance at the second step under
			 s.  ER 46.06(2) (b) 2.  is not answered within the time limits set forth in this
			 chapter, the grievant may proceed directly to the Wisconsin employment
			 relations commission in accordance with s.  ER 46.07.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.09 - Grievant representation

Current through June 24, 2024
(1) Each employee may have assistance by a
			 representative of his or her own choice during the grievance
			 procedure.
(2) The administrator
			 may allow a reasonable, yet limited, period of time without loss of pay for the
			 employee and representative, if a state employee, to prepare for a
			 grievance.
(4) Any expense incurred
			 by the grievant or representative in investigating, preparing or presenting a
			 grievance shall be the responsibility of the grievant or
			 representative.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 46 - Grievance Procedure › Section ER 46.10 - Retaliation prohibited

Current through June 24, 2024
No employer may retaliate against a grievant, representative,
						or witness who participates or is scheduled to participate in proceedings, for
						using the grievance procedure. This section may be enforced by order of the
						administrator under s.
						230.04(3),
						Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 47 - Temporary Interchange › Section ER 47.01 - Policy

Current through June 24, 2024
The temporary interchange of employees between and among
						governmental agencies at the same or different levels of government and with
						institutions of higher education is authorized by s.
						230.047, Stats., to facilitate
						the use of the specialized knowledge and experience of skilled people to
						address state and local problems, improve the delivery of government services,
						enhance the career development of governmental employees, strengthen
						intergovernmental understanding, and increase the capacity of personnel
						resources.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 47 - Temporary Interchange › Section ER 47.02 - Interchange agreement

Current through June 24, 2024
(1) An interchange assignment may begin only
					after a written agreement has been signed by the parties and approved by the
					administrator under s.
					ER
					47.08. The parties are the appointing authorities of
					the sending and receiving agencies, as defined in s.
					230.047(2),
					Stats., and the employee concerned.
(2) The written agreement shall specify that
					the employee is assigned "on detail" to the receiving agency but remains an
					employee of the sending agency.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 47 - Temporary Interchange › Section ER 47.04 - Duration of interchange

Current through June 24, 2024
(1) Interchange assignments shall be
					temporary in nature and shall not exceed one year.
(2) The administrator may approve an
					extension for one additional year upon agreement of the parties if an urgent
					need to extend an interchange exists and is demonstrated. The total duration of
					the interchange assignment may not exceed 2 years.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 47 - Temporary Interchange › Section ER 47.05 - State, agency or subdivision as sending agency

Current through June 24, 2024
(1) When the state
					of Wisconsin, or any agency or subdivision thereof, is the sending agency, the
					appointing authority of the sending agency shall:
(a) Arrange for the employee to remain on the
					agency's payroll and continue to be covered by the appropriate statutory or
					contractual provisions relating to pay and employee benefits.
(b) Specify in the written agreement that:
1. The employee shall receive all applicable
					intervening pay adjustments for which the employee is eligible including, but
					not limited to: adjustments applied to the pay schedule and range to which the
					employee's class is assigned, length of service payments, discretionary pay
					adjustments, or other forms of within range pay adjustments;
2. The sending agency may not pay the travel
					expenses of the employee in connection with an assignment at the receiving
					agency and the receiving agency shall reimburse the employee at the rate
					provided in the state's negotiated collective bargaining agreement or under s.
					20.916, Stats., whichever is
					appropriate;
3. The receiving
					agency may provide specified maintenance allowances for the employee assigned
					to it "on detail." These allowances may include, but are not limited to: the
					maintenance of a separate residence or costs associated with periodic travel to
					the employee's place of permanent residence; and
4. The employee remains subject to ch. ER-MRS
					24, the code of ethics, or other appropriate code of ethics specified in subch.
					III of ch. 19, Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 47 - Temporary Interchange › Section ER 47.06 - State, agency or subdivision as receiving agency

Current through June 24, 2024
When the state of Wisconsin, or any agency or subdivision
						thereof, is the receiving agency, the appointing authority of the receiving
						agency shall specify in the written agreement:
(1) Any salary or employee benefit costs
					which the receiving agency is obligated to provide as reimbursement to the
					sending agency;
(2) Any separate
					expense reimbursement the receiving agency will provide, such as moving or
					temporary lodging under s.
					20.917, Stats., or travel
					expenses under s. 230.047(7),
					Stats.; and
(3) The fact that the
					employee is subject to the provisions of ch. ER-MRS 24, the code of ethics, or
					other appropriate code of ethics specified in subch. III of ch. 19,
					Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management › Chapter ER 47 - Temporary Interchange › Section ER 47.07 - Supplemental pay and benefits

Current through June 24, 2024
(1) A receiving
					agency other than a receiving agency of this state may provide supplemental pay
					and benefits to the employee for the duration of the interchange. Such
					supplemental pay and benefits may be paid by the receiving agency to the
					employee, or may be paid by the sending agency from funds supplied by the
					receiving agency, provided the payment is separate from pay and benefits under
					statutory or contractual provisions.
(2) An eligible employee under s.  ER 47.03 
					who is on interchange to any office, department or independent agency in the
					executive, legislative or judicial branches of this state or any authority
					established under chs. 231, 233 or 234, Stats., may not receive supplemental
					pay or benefits.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 1 - Force And Effect Of Rules; Definitions › Section ER-MRS 1.01 - Force and effect of rules

Current through June 24, 2024
Chapters ER-MRS 1 to
				34 are promulgated under
				authority of s.
				230.05(5),
				Stats., and ch. 227, Stats., to specifically apply to provisions of the civil
				service law, subch. II of ch. 230, Stats. As provided under s.
				230.01(3),
				Stats., nothing in subch. II of ch. 230, Stats., or in chs. ER-MRS 1 to
				34 shall be construed to either
				infringe upon or supersede the rights guaranteed state employees under the
				provisions of the state employment labor relations act, subch. V of ch. 111,
				Stats. Chapters ER-MRS 1 to
				34 are superseded by the labor
				contract for employees under such contract for the subjects of bargaining under
				s.
				111.91(1),
				Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 1 - Force And Effect Of Rules; Definitions › Section ER-MRS 1.03 - Time, how computed

Current through June 24, 2024
In chs. ER-MRS 1 to
				34, the time within which an
				act is to be done or a proceeding taken shall be computed under s.
				990.001(4),
				Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.01 - Base of recruitment

Current through June 24, 2024
The director, in determining the most appropriate base of
				recruitment for classified civil service positions, shall consider such factors
				as: affirmative action; agency goals; staff development patterns; availability
				of qualified applicants in the service, agency or the employing unit, and
				effect on employee morale or turnover; designated promotional patterns in the
				classification series; availability of trained people in the labor market,
				including the number who have completed or are completing training for the type
				and level of positions; value of bringing new personnel with different
				backgrounds into the service; current pay; employee benefits and hiring
				practices for the types of positions; the interests of other agencies which may
				use the eligible lists; and efficiency in conducting recruitment and selection
				programs.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.025 - Employees on leave of absence or in layoff status

Current through June 24, 2024
An employee on leave of absence, in layoff status under s. ER-
				MRS 22.06(3) or (4) or provisions of applicable labor agreements with certified
				bargaining units, or on seasonal layoff under s. ER- MRS 22.12(1), shall be
				eligible to participate in the civil service selection process on the same
				basis as if the employee was not on a leave of absence or the layoff had not
				occurred.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.027 - Employees on temporary interchange

Current through June 24, 2024
A classified employee who is on a temporary interchange under
				s.
				230.047,
				Stats., is eligible to compete in competitive procedures during the interchange
				assignment on the same basis as if the interchange assignment had not
				occurred.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.03 - Insufficient number of applicants

Current through June 24, 2024
In the event that a sufficient number of qualified applicants
				fail to apply for a vacancy or to qualify after the competitive procedure, the
				director may reannounce the vacancy or extend the date for filing of
				applications and resumes, or, if necessary, cancel the competitive
				procedure.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.04 - Employment register exception

Current through June 24, 2024
An existing appropriate register for a class shall be used to
				fill all vacancies in the class, except that the director may authorize new
				recruitment leading to the establishment of a different register for some
				positions in the class when substantial differences in the duties of those
				positions and the qualifications required for successful performance
				distinguish them from other positions in the same class. The director may also
				establish separate registers on the basis of geographic location or when
				program emphasis or other recognized employment considerations could be
				expected to attract new applicants who may be better qualified for "placement
				on the new register" to be established. Separate registers for different
				positions in the same class may also be established under s. ER-MRS
				11.02.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.05 - Competitive Procedures

Current through June 24, 2024
(1) The director shall establish criteria for
			 evaluating applicant qualifications and shall require the same or equivalent
			 competitive procedure for all applicants competing for eligibility on a
			 register except as may be provided in ch. ER-MRS 27.
(2) Competitive procedures may include any
			 technique or techniques which the director deems appropriate to evaluate
			 applicants.
(3) The competitive
			 procedures shall be:
(a) Based on information
			 from job analysis, position analysis or other equivalent information
			 documenting actual job tasks to be performed or skills and knowledges required
			 to perform job tasks, or both;
(b)
			 Developed in such a manner as to establish the relationship between skills and
			 knowledges required for successful performance in the competitive procedure and
			 skills and knowledges required for successful performance on the job;
(c) Supported by data documenting that the
			 skills and knowledges required for successful performance in the competitive
			 procedure are related to skills and knowledges which differentiate among levels
			 of job performance;
(d)
			 Sufficiently reliable to comply with appropriate standards for validation;
			 and
(e) Objectively rated or
			 scored.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.07 - Notification

Current through June 24, 2024
The director shall make available to each applicant the final
				results of his or her eligibility for consideration through such methods as
				written notice, public posting or any other means deemed appropriate by the
				director.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.08 - Release of competitive procedure information

Current through June 24, 2024
(1) The following
			 competitive procedure information may be released to an applicant:
(a) The final score or equivalent result;
			 and
(b) When applicable, the weight
			 of, the total possible score of, and the applicant's score on, each separately
			 scored component of the competitive procedure.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.09 - Anonymity of applicants and security for competitive procedures

Current through June 24, 2024
(1) The director
			 shall instruct all applicants to omit any reference to political affiliations,
			 identifying information such as social security number, ethnicity, gender,
			 photos, and any other non-job related information from their application
			 materials including resumes, cover letters, and training and experience
			 assessments.
(1m) The director
			 shall instruct panel members who recognize the identity of applicants to
			 disqualify themselves from screening an applicant whom they cannot objectively
			 evaluate.
(2) The director shall
			 provide appropriate security for all competitive procedure materials.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.095 - Cancellation of register or certification

Current through June 24, 2024
The director may cancel a register or certification at any
				time the director determines that:
(1)
			 The register was not established in compliance with s.
			 230.16(4),
			 Stats.; or
(2) One or more
			 applicants gained knowledge of the content of the competitive procedure not
			 available to every applicant; or
(3) The establishment of a register was not
			 consistent with the principles of merit and fitness as set forth in the law and
			 these rules.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.10 - Disqualification of applicants

Current through June 24, 2024
In addition to provisions stated elsewhere in the law or
				rules, the director may refuse to certify an applicant, or may remove an
				applicant from a certification:
(1) Who
			 is found to lack any of the preliminary requirements established for the
			 position;
(2) Who has participated
			 in the scheduled selection process so recently that the results of
			 reconsideration would provide an undue advantage;
(3) Who has been convicted of any felony,
			 misdemeanor or other offense the circumstances of which substantially relate to
			 the circumstances of the particular job or licensed activity. In considering
			 such conviction records, the director shall take into account such factors as
			 age at the time of the offense, rehabilitation, and seriousness and nature of
			 the violation in relation to the duties and responsibilities of the
			 position;
(4) Who has been
			 dismissed from the state service for cause, or resigned in lieu of termination
			 for cause, and the action is requested by the appointing authority;
(5) Who has made a false statement of any
			 material fact in any part of the selection process;
(6) Who directly or indirectly gives,
			 receives, renders, or pays or promises to give, receive, render or pay any
			 money, service or other valuable thing to or from any person for or on account
			 of, or in connection with, appointment or proposed appointment;
(7) Who practices, or attempts to practice,
			 any deception or fraud in his or her application, certification, or in securing
			 eligibility or appointment;
(8)
			 Whose work record or employment references are unsatisfactory;
(9) Who refuses to furnish testimony as
			 required in s.
			 230.44(4),
			 Stats.; or
(10) Who has in any
			 manner gained access to special or secret information regarding the content of
			 the competitive procedure or subsequent selection steps.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.12 - Critical recruitment selection

Current through June 24, 2024
(1) The director
			 shall identify classifications or positions for which qualified applicants are
			 in critically short supply, and shall designate these as critical recruitment
			 classifications.
(2) Specialized
			 recruitment, competitive procedure, and certification processes may be
			 established to fill positions in these classes, provided that due notice is
			 given so that all interested and qualified applicants may be
			 considered.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 6 - Recruitment And Selection › Section ER-MRS 6.13 - Cooperative programs

Current through June 24, 2024
To enable appointing authorities and faculty of institutions
				of higher learning to cooperate in training the highest caliber students for
				government employment, the director may, after giving due consideration to the
				provisions of s.
				230.19, Stats.,
				establish appropriate criteria and controls for program development,
				recruitment, selection and employment of eligibles for cooperative training
				programs. Successful completion of an approved cooperative program shall be
				deemed to fulfill the requirement for competitive selection and appointment to
				any position for which the cooperative training agreement was
				established.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 7 - Appointing Procedure For Unskilled Labor And Service Classifications › Section ER-MRS 7.02 - Certification for labor and service classes

Current through June 24, 2024
(1) The director
			 may use methods of random certification to determine which applicants for labor
			 and service employment will receive further employment consideration.
(2) The number of applicants to receive
			 further employment consideration when random certification is used shall not
			 exceed the number which would be certified under s.
			 230.25(1),
			 Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter I - Affirmative Action Procedures for Corrections Positions › Section ER-MRS 8.01 - Policy

Current through June 24, 2024
This subchapter implements s.
				  230.213,
				  Stats., which authorizes the director, for affirmative action purposes, to
				  establish such recruitment and certification procedures for positions in the
				  department of corrections as will enable the agencies to increase the number of
				  employees of a specified gender or a specified racial or ethnic
				  group.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter I - Affirmative Action Procedures for Corrections Positions › Section ER-MRS 8.02 - Applicability

Current through June 24, 2024
An appointing authority may use the procedures in this
				  subchapter to fill permanent classified positions in the department of
				  corrections.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter I - Affirmative Action Procedures for Corrections Positions › Section ER-MRS 8.03 - Recruitment

Current through June 24, 2024
(1) An appointing authority shall submit to
				the director a comprehensive recruitment plan for each job classification
				subject to this subchapter. The plan shall outline approaches and strategies to
				attract qualified applicants from affirmative action groups.
(2) The appointing authority shall obtain
				approval of the recruitment plan from the director prior to announcing the
				position vacancy.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter I - Affirmative Action Procedures for Corrections Positions › Section ER-MRS 8.04 - Assessment

Current through June 24, 2024
(1) The appointing authority shall develop a
				plan to assess applicants, establish employment registers and certify
				applicants to be interviewed. The appointing authority shall obtain approval of
				the plan from the director before announcing the position vacancy. Approval
				shall be based on both of the following:
(a)
				Whether the plan will provide the appointing authority with the greatest
				opportunity to select qualified applicants from affirmative action
				groups.
(b) Whether the plan
				includes valid, job-related assessment criteria.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter I - Affirmative Action Procedures for Corrections Positions › Section ER-MRS 8.05 - Certification

Current through June 24, 2024
With the director's approval, the appointing authority may
				  determine how many applicants to interview. The director may provide an
				  appointing authority with additional names of qualified applicants from
				  affirmative action groups in order to comply with an approved affirmative
				  action plan or program or to hire persons with disabilities. The number of
				  names shall not be limited to the number specified in s.
				  230.25(1n)
				  (a), Stats.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter I - Affirmative Action Procedures for Corrections Positions › Section ER-MRS 8.06 - Review of recruitment and hiring results

Current through June 24, 2024
The director shall periodically review the results of
				  recruitment and hiring procedures established under this subchapter. The
				  department of corrections shall, on request, provide the director with the
				  information and data needed to evaluate the program.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter II - Entry Professional Program › Section ER-MRS 8.20 - Policy

Current through June 24, 2024
(1)
				This subchapter implements s.
				230.22(3),
				Stats., which authorizes the director to establish separate recruitment,
				evaluation and certification procedures for entry professional positions. This
				authority is intended to give appointing authorities of state agencies
				flexibility to recruit, assess and certify persons for entry professional
				positions so that the state can compete with other employers for the most
				qualified candidates.
(2) In
				accordance with ss.
				230.15(1)
				and
				230.16(4),
				Stats., all appointments under this subchapter shall be made only according to
				merit and fitness and all selection criteria shall be job-related in compliance
				with appropriate validation standards.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter II - Entry Professional Program › Section ER-MRS 8.21 - Applicability

Current through June 24, 2024
(1) An appointing authority may use the
				recruitment, evaluation and certification procedures in this subchapter to fill
				vacancies in entry professional positions for which open recruitment under s.
				ER-MRS 11.02(1) is used.
(2) The
				administrator shall determine which entry professional job classifications may
				be filled under this subchapter, pursuant to criteria established by the
				administrator in ch. ER 8.
Wisconsin Administrative Code › Department of Administration-Division of Personnel Management; Merit Recruitment › Chapter ER-MRS 8 - Procedures For Corrections And Entry Professional Positions › Subchapter II - Entry Professional Program › Section ER-MRS 8.22 - Recruitment

Current through June 24, 2024
(1) The appointing authority shall develop a
				comprehensive recruitment plan for each job announcement on a form provided by
				the director.
(2) The appointing
				authority shall submit the plan for the director's approval before announcing
				the position vacancy or beginning recruitment activities. The director shall
				decide whether the plan complies with this subchapter's requirements and
				intent.
(3) The recruitment plan
				shall include measures to achieve equal employment opportunities and
				affirmative action policies, standards and plans established under ss.
				230.01(2)
				and
				230.04(9),
				Stats.