6
lieu of layoff, to a lower class for
which they are qualified, providing
they have greater service credit for
the lower class than persons serving
in that class. In computing service
credit count the time they may have
served in the lower class plus time
served in higher classifications.
7. Terminate employees in inverse
order of service credit in the class (or
demote as appropriate) as computed
below. Service credit is. a combina
tion of Merit Rating and seniority. For
the purposes of establishing service
credit, only the last two M erit', Ratings
on record in the Civil Service Com
mission office shall be used to estab
lish the point credit for each .employ-
ee. The point credit shall be deter
mined by adding together the points
for each of the two ratings and div
iding by two. In the event only one
rating has been made for the employ
ee in question, the score for that rating
shall be counted. If no ratings have
been made for the employee, a Merit
Rating shall be completed as soon as
the necessity for layoff||sOetermined.
Eligibility for ^seniority credit shall be
determined in the . same manner as
eligibility for advanced vacation leave
credits (Rule XVIII, Section 3, Para
graph B).
Credit for Merit Ratings:
Outstanding .............. .......... 85 points
Excellent ............... ..... 75 points
Good ....................... ........ 60 points
Fair ......................... ........ 10 points
Unsatisfactory ....... .... O points
Credit for Seniority:
Five points for each month of
service from date of appointment
to class. Only full months of ser
vice shall be counted except where
total score for Merit Rating and
Seniority has resulted in a tie, in
which case actual days serviGgaov-
er full monthS shall be used to
break the tie. (See Rules for de
termination of further tie^ ores.)
Add total points and layoff in
inverse order of total score.
This procedure for computing ser
vice credit shall also be used when
ever it is necessary to establish such
credit in conformity with the Civil
Service Rules and Regulations, in
cluding the establishment of rank
S S S r on all reemployment eligible
lists.
Very truly yours,
James M. Clinton
Acting Director
Civil Service News
The Civil^Service Commission has
announced examinations îfor laborers,
maintenance employees, custodial em
ployees and other non-skilled classes.
These examinations are greatly sirnpli-
fied. Effect of the examinations will
belB Stely to prpvidëiÿwT service and
I S g S l a r ^ ^ m u s e m p l o y e e s . A f
ter this transaction is completed dur
ing the month of January apOoxi-
mately 75 per cent of the state em
ployee^ w ill have full
Service
status.
Proposed Legislation
The Civil Service Commission will
propoSeian amendment to the Civil
Service Act to the I current session of
the legislature which"* "wiflt provide
H «ui|py B w e r s to the ^ommmsion to
adopt by rule provisions for “War
Service Indefinite” appointments if
this becomes ,ne@es|try.
present
provisions of the Act restrict tempor-
ary appointments and provisional ap
pointments to 90 days. The amend-
m ent^ ^ ^ ^ ^ w ^ de for appointments
to extend for the dura-ti^^l^ f e war
emergency only. The purpose of such
appointments would be to refrain from
filling state positions permanently
while large numbers of the state’s
younger citizens are in I the armed
forces and unable to compete for
Civil Service Posts
Comparative studies of Civil Service
he-'per employee costs
of administering civil service is twice
as high in California aSgjw ashington.
Twenty-one states have Civil Service
agencies.. Only nine other states, how-
ever, have complete programs involv
ing pay, CjKgWSation-, examination,
trainin^m erit ratings, payroll audit-
I (C o n tin iS o n W Bgglb