4.0302 Administrative responsibilities.

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The director has primary responsibility for establishing and administering procedures for filling vacancies in compliance with appropriate federal and ASG rules. However, all employees and supervisors share responsibility for the successful operation of the system.

(a) The director is responsible for:

(1) developing a merit system policy and procedural guides for filling positions;

(2) providing leadership and support for the merit system as it relates to all segments and activities of the government;

(3) assuring that managers and supervisors are aware of the objectives and requirements of this program;

(4) assuring that applicants or potential applicants are informed, at least annually, that they may file or refile employment applications at the recruitment office.

(b) Managers and supervisors are responsible for:

(1) providing active support to the objectives of the merit system and fully complying with the intent as well as the procedural requirements of the program;

(2) evaluating candidates fully and equitably to assure that each selection conforms to the objectives of an effective merit system;

(3) selecting from among the best-qualified candidates and releasing,. within a reasonable time, their subordinate employees selected for promotion, transfer or reassignment;

(4) providing firm merit system support to employees and keeping themselves fully informed so as to be able to provide employees with information on the merit system and its operation;

(5) counseling employees on ways to improve promotion potential and assisting them in self-development activities;

(6) participating with personnel officials in determining qualification -requirements and evaluation methods for specific positions.

(c) The recruitment and examination division is responsible for:

(1) developing and employing the procedures necessary for recruitment, examination, and certification;

(2) developing, in cooperation with managers and supervisors, qualification requirements and evaluation methods for specific positions;

(3) providing the necessary technical competence required to operate the merit system and publicize its operation;

(4) announcing examinations and/or position vacancies as appropriate, rating applications, establishing and maintaining lists of eligibles, and issuing certificates of eligibles to -selecting officials;

(5) maintaining the required documentation of all personnel actions covered by the plan;

(6) assuring that the requirements of the merit system have been met before taking personnel action on a position change.

(d) Employees are responsible for:

(1) familiarizing themselves with the provisions of the merit system;

(2) personally applying for an announced vacancy in which they are interested, and for which they meet qualifications standards, by submitting required, designated application material;

(3) demonstrating that they have the skills, abilities, and personal qualifications necessary for the positions for which they seek consideration;

(4) Performing the duties of their current positions in a manner indicating they are ready for advancement.

History: Rule 10-81, eff 29 Jul 81, § 3.2.