STATE OF DEPARTMENT OF GENERAL SERVICES OFFICE OF HUMAN RESOURCES HUMAN RESOURCES MEMORANDUM SUBJECT: NUMBER: Staff Services Analyst (SSA) Recruitment and Eligibility 08-008 DATE ISSUED: 3/6/08 DISTRIBUTION: EXPIRES: Indefinite Managers, Supervisors, Personnel Liaisons Purpose The purpose of this Human Resources (HR) Memorandum is to update you regarding SSA recruitment and employment eligibility. Recruitment The standard practice for advertising a vacancy is 10-working days up to days. Regardless the number of days a vacancy is advertised, the SSA JOB should state may be filled on a flow basis.” “Positions The statement empowers the Program to conduct interviews on a flow basis vs. waiting until the final file date. If a candidate is selected and is on or indicates they are on the SSA certification list, Program needs to request final eligibility verification. If the candidate is reachable and the name does not appear on the certification list, the name can be written in and a commitment made, but the date of hire must occur after the final filed date. Interviews may also be coordinated with units within the Program and/or other Programs to facilitate the timely selection of candidates before the SSA employment list changes due to merging scores on a frequent basis. JOB language All JOBs for SSA vacancies must contain the following sentence: copy of your “A 4-year degree or SSA transfer examination results letter must accompany your application, if you are not currently in the SSA classification.” Certification The SSA classification has been designated surplus. Therefore, request a certification list when you submit your Request for Personnel Action (RPA). State Restriction of Appointment (SROA) candidates will appear prior to the first rank of the actual employment list but after any reemployment list. SROA and Reemployment candidates count as Rank 1 on the certified list. SROA must be cleared (no one applied, no one interested after interview).
STATE OF DEPARTMENT OF GENERAL SERVICES OFFICE OF HUMAN RESOURCES HUMAN RESOURCES MEMORANDUM SUBJECT: Staff Services Analyst (SSA) Recruitment and Eligibility NUMBER: 08-008 DATE ISSUED: 3/6/08 DISTRIBUTION: Managers, Supervisors, Personnel Liaisons EXPIRES: Indefinite Purpose The purpose of this Human Resources (HR) Memorandum is to update you regarding SSA recruitment and employment eligibility. Recruitment The standard practice for advertising a vacancy is 10-working days up to days. Regardless the number of days a vacancy is advertised, the SSA JOB should state “Positions may be filled on a flow basis.” The statement empowers the Program to conduct interviews on a flow basis vs. waiting until the final file date. If a candidate is selected and is on or indicates they are on the SSA certification list, Program needs to request final eligibility verification. If the candidate is reachable and the name does not appear on the certification list, the name can be written in and a commitment made, but the date of hire must occur after the final filed date. Interviews may also be coordinated with units within the Program and/or other Programs to facilitate the timely selection of candidates before the SSA employment list changes due to merging scores on a frequent basis. JOB language All JOBs for SSA vacancies must contain the following sentence: “A copy of your 4-year degree or SSA transfer examination results letter must accompany your application, if you are not currently in the SSA classification.” Certification The SSA classification has been designated surplus. Therefore, request a certification list when you submit your Request for Personnel Action (RPA). State Restriction of Appointment (SROA) candidates will appear prior to the first rank of the actual employment list but after any reemployment list. SROA and Reemployment candidates count as Rank 1 on the certified list. SROA must be cleared (no one applied, no one interested after interview).
08008.docx