The director may provide for cooperative programs leading to eligibility for permanent appointment in order to enable institutions of higher education and agencies to attract and train the highest caliber of undergraduate or graduate students for government employment.
See also s. ER-MRS 8.20
, Wis. adm. code.
Career executive selection. 230.24(1)
The administrator may by rule develop a career executive program that emphasizes excellence in administrative skills in order to provide agencies with a pool of highly qualified executive candidates, to provide outstanding administrative employees a broad opportunity for career advancement and to provide for the mobility of such employees among the agencies and units of state government for the most advantageous use of their managerial and administrative skills. To accomplish the purpose of this program, the director may provide policies and standards for recruitment, examination, probation, employment register control, certification, transfer, promotion and reemployment, and the director may provide policies and standards for classification and salary administration, separate from procedures established for other employment. The administrator shall determine the positions which may be filled from career executive employment registers.
The policy established by the director under sub. (1)
that deals with probation shall provide the option of extending the probationary period for individuals with disabilities, as defined in s. 111.32 (8)
, who are employees in a manner consistent with s. 230.28 (1) (bm)
A vacancy in a career executive position may be filled through an open competitive examination, a competitive promotional examination or by restricting competition to employees in career executive positions in order to achieve and maintain a highly competent work force in career executive positions, with due consideration given to affirmative action. The appointing authority shall consider the guidelines under s. 230.19
when deciding how to fill a vacancy under this paragraph.
No rule may be adopted after September 15, 1979 which provides for an open enrollment period in the career executive program for incumbents who had an option to enter the program and who exercised the option of remaining outside of the program.
An appointing authority may reassign an employee in a career executive position to a career executive position in any agency if the appointing authority in the agency to which the employee is to be reassigned approves of the reassignment.
See also chs. ER 30
and ER-MRS 30
, Wis. adm. code.
Certification, appointments and registers. 230.25(1)(1)
Appointing authorities shall give written notice to the director of any vacancy to be filled in any position in the classified service. The director shall certify, under this subchapter and the rules of the director, from the register of eligibles appropriate for the kind and type of employment, the grade and class in which the position is classified, any number of names at the head thereof. In determining the number of names to certify, the director shall use statistical methods and personnel management principles that are designed to maximize the number of certified names that are appropriate for filling the specific position vacancy. Up to 2 persons considered for appointment 3 times and not selected may be removed from the register for each 3 appointments made. Certification under this subsection shall be made before granting any preference under s. 230.16 (7)
For every position to be filled by promotion from a promotional register, the director shall, after certifying names under sub. (1)
, additionally certify the name of the highest ranked disabled veteran whose disability is at least 70%.
After certifying names under sub. (1)
, additional names shall be certified in rank order of those who with the combination of veterans preference points awarded under s. 230.16 (7)
and examination score earn a total score equal to or higher than the lowest score of those certified on the basis of examination only. The number of veterans or spouses of veterans added to the list may not exceed the number of names certified under sub. (1)
After certifying names under subs. (1)
, the director may engage in expanded certification by doing one or more of the following:
Certifying up to 3 names of persons belonging to at least one of one or more specified racial or ethnic groups.
Certifying up to 3 names of persons of a specified gender.
The director may certify names under par. (a) 1.
only if an agency requests expanded certification in order to comply with an approved affirmative action plan or program. The director may certify names under par. (a) 3.
only if an agency requests expanded certification in order to hire persons with a disability.
If an appointing authority appoints a person certified under this section and the person is not a veteran, the spouse of a veteran or a person the hiring of whom would serve affirmative action purposes, the appointing authority shall make and retain a written record of the appointing authority's reasons for selecting the person who was appointed. The appointing authority shall make the written records available to the division and annually submit a report to the division summarizing the reasons contained in the written records. The division shall annually prepare a report summarizing, for each agency, the reasons contained in the records prepared by appointing authorities under this subsection.
When certifying names to appointing authorities under this section, the director shall specify whether the certification includes qualifying veterans or persons the hiring of whom would serve affirmative action purposes, without divulging the names of those individuals. The director shall not disclose any applicant's test score, with or without the addition of veterans preference points under s. 230.16 (7)
, to the appointing authority.
Unless otherwise provided in this subchapter or the rules of the director, appointments shall be made by appointing authorities to all positions in the classified service from among those certified to them in accordance with this section. Appointments shall be made within 60 days after the date of certification unless an exception is made by the director. If an appointing authority does not make an appointment within 60 days after certification, he or she shall immediately report in writing to the director the reasons therefor. If the director determines that the failure to make an appointment is not justified under the merit system, the director shall issue an order directing that an appointment be made.
Subject to par. (b)
, the term of eligibility on original entrance and promotional registers is 6 months and thereafter the register expires but may be reactivated by the administrator for up to 3 years from the date of the establishment of the register. Except as provided in ss. 230.28
, the eligibility of individuals for reinstatement is 5 years and the eligibility of individuals for restoration is 3 years.
The director may allow a register to expire after 3 months, but only after considering the impact of such an action on the policy of this state to provide for equal employment opportunity and to take affirmative action, as specified in s. 230.01 (2)
The director may establish a new and separate register for a specific position or class only when in the director's judgment there is no appropriate existing register from which appointments may be made.
The director may establish separate registers for various geographic areas of the state if the needs of the service so require, provided proper publicity has been given of the intent to establish such registers.
Notwithstanding sub. (2) (a)
, if an appointing authority elects to appoint a disabled veteran to a vacant position on a noncompetitive basis under s. 230.275
and the appointing authority has requested a certification for the position, the director shall provide the appointing authority the names of all disabled veterans certified for appointment to the position and who satisfy the condition specified in s. 230.275 (1) (a)
and the names of all such disabled veterans who are on any other employment register that is identified by the appointing authority.
See also chs. ER-MRS 11
, Wis. adm. code.
The federal civil rights act of 1991 does not prohibit expanded certification under (1n). 80 Atty. Gen. 264
Limited term appointments. 230.26(1)
The director may provide by rule for selection and appointment for limited term appointments, which are provisional appointments or appointments for less than 1,040 hours per year.
Sub. (1) is shown as affected by 2015 Wis. Acts 55
and as merged by the legislative reference bureau under s. 13.92 (2) (i).
An appointing authority may not appoint a person who is not a state resident to a limited term appointment unless approved by the director.
If there are urgent reasons for filling a vacancy in any position in the classified service and the director is unable to certify to the appointing authority, upon requisition by the latter, a list of persons eligible for appointment from an appropriate employment register, the appointing authority may nominate a person to the director for noncompetitive examination. If the nominee is certified by the director as qualified, the nominee may be appointed provisionally to fill the vacancy until an appointment can be made from a register established after announcement of competition for the position, except that no provisional appointment may be continued for more than 45 working days after the date of certification from the register. Successive appointments may not be made under this subsection. This subsection does not apply to a person appointed to a vacant position in the classified service under s. 230.275
Fringe benefits specifically authorized by statutes, with the exception of deferred compensation plan participation under subch. VII of ch. 40
, worker's compensation, unemployment insurance, group insurance, retirement, and social security coverage, shall be denied employees hired under this section. Such employees may not be considered permanent employees and do not qualify for tenure, vacation, paid holidays, sick leave, performance awards, or the right to compete in promotional examinations.
If the director determines that an agency is not in compliance with the requirements of, or rules related to, sub. (1)
regarding a particular employee, the director shall direct the appointing authority to terminate the employee.
See also ch. ER-MRS 10
, Wis. adm. code.
Project positions. 230.27(1)(1)
A "project position" means a position which is normally funded for 6 or more consecutive months and which requires employment for 600 hours or more per 26 consecutive biweekly pay periods, either for a temporary workload increase or for a planned undertaking which is not a regular function of the employing agency and which has an established probable date of termination. No project position may exist for more than 4 years.
Except as provided in par. (b)
, an appointing authority is prohibited from appointing a person who is not a resident of this state to a project position under this section.
The director may waive the prohibition under par. (a)
if there is a critical need for employees in a specific classification or position or a critical shortage of residents of this state possessing the skills or qualifications required for a position.
Subject to s. 230.275
, the director may provide by rule for the selection and appointment of a person to a project position.
If an appointing authority selects, for a project position, a person who is not a veteran or is not a person the hiring of whom would serve affirmative action purposes, the appointing authority shall make and retain a written record of the appointing authority's reasons for selecting the person who was appointed. The appointing authority shall make the written records available to the division and annually submit a report to the division summarizing the reasons contained in the written records. The division shall annually prepare a report summarizing, for each agency, the information submitted by appointing authorities under this subsection.
An employee in a project position on a project appointment, while in the position, shall earn and receive all rights and privileges specifically authorized by statute for nonrepresented classified employees, except tenure, transfer, restoration, reinstatement, promotion eligibility and layoff benefits. A project employee's vacation and holidays under s. 230.35 (4) (d)
and sick leave shall be on a prorated basis if the employee works less than full-time. Seniority, continuous service, benefits and rights earned while serving a project appointment shall be transferred to or from other project, permanent, seasonal, or sessional appointments in the following manner:
Project appointees who have not previously held a permanent classified or unclassified civil service position may not transfer continuous service rights and benefits earned in any project appointment to subsequent project or permanent appointments.
Project appointees who previously held a permanent classified or unclassified civil service position prior to being appointed to a project position may transfer rights and benefits previously earned to the project appointment, except those rights and benefits specifically excluded under this subsection, in a manner consistent with that applied to similar transactions in the permanent classified service. Such project employees who may subsequently be appointed to another project position or to a permanent classified position may transfer their rights and benefits to the new appointment in a manner consistent with that applied to similar transactions in the permanent classified service.
A leave of absence may be granted under this section to cover the time served on a project appointment. Any time limits established under s. 230.35
do not apply to leaves of absence granted under this subsection.
See also chs. ER 34
and ER-MRS 34
, Wis. adm. code.
Noncompetitive appointment of certain disabled veterans. 230.275(1)(1)
Whenever a vacancy occurs in a position in the classified service, the appointing authority may appoint a disabled veteran on a noncompetitive basis if all of the following occur:
The disabled veteran has served in the U.S. armed forces and is included on a U.S. armed forces permanent disability list with a disability rating of at least 30% or the disabled veteran has been rated by the U.S. department of veterans affairs as having a compensable service-connected disability of at least 30%.
The disabled veteran presents to the appointing authority written documentation from an appropriate department of the federal government certifying the existence and extent of the disability. This certification must have been issued by the appropriate department of the federal government within the year preceding appointment.
The appointing authority determines that the disabled veteran is qualified to perform the duties and responsibilities of the position.
The appointing authority notifies the director in writing that the position is to be filled with a disabled veteran on a noncompetitive basis.
The disabled veteran does not hold a permanent appointment or have mandatory restoration rights to a permanent appointment.
A disabled veteran appointed to a vacant position under this section need not be certified under this subchapter for appointment to the position.
If an appointing authority elects to appoint a disabled veteran to a vacant position on a noncompetitive basis under sub. (1)
, the appointing authority shall offer to interview for the position any disabled veteran who has expressed an interest to the appointing authority in applying for the position, who satisfies the condition specified in sub. (1) (a)
and who appears to have the skills and experience suitable for performing the duties and responsibilities of the position.
If an appointing authority elects to appoint a disabled veteran to a vacant position on a noncompetitive basis under sub. (1)
and the appointing authority has requested a certification for the position, the appointing authority shall offer to interview for the position any disabled veteran who is certified for appointment to the position and who satisfies the condition specified in sub. (1) (a)
Except as provided in par. (a)
, if an appointing authority elects to appoint a disabled veteran to a vacant position on a noncompetitive basis under sub. (1)
, an appointing authority is not required to interview any other person, including any person certified for appointment to the position.
Nothing in this section shall require an appointing authority to appoint a disabled veteran to a vacant position in the classified service or prohibit an appointing authority from filling a vacant position in the classified service from the list of those persons certified under this subchapter for appointment to the position.
Probationary period. 230.28(1)(a)(a)
All original and all promotional appointments to permanent, sessional and seasonal positions, with the exception of those positions designated as supervisor or management under s. 111.81
, in the classified service shall be for a probationary period of 6 months, but the director at the request of the appointing authority and in accordance with the rules related thereto may extend any such period for a maximum of 3 additional months. Dismissal may be made at any time during such periods. Upon such dismissal, the appointing authority shall report to the director and to the employee removed, the dismissal and the reason therefor. The director may remove an employee during the employee's probationary period if the director finds, after giving notice and an opportunity to be heard, that such employee was appointed as a result of fraud or error.
All probationary periods for employees in supervisory or management positions are one year unless waived after 6 months under par. (c)
. The waiver under par. (c)
may be exercised for an employee in a supervisory position only if the employee has successfully completed a supervisory development program under s. 230.046 (2)
. However, persons who transfer or are reinstated to supervisory or management positions consistent with conditions under sub. (4)
and who had previously obtained permanent status in class in a supervisory or management position prior to the transfer or reinstatement shall serve a probationary period in accordance with sub. (4)
The director may authorize a longer probationary period not to exceed 2 years for any administrative, technical or professional position, in order to provide the appointing authority assurance that the employee has had adequate exposure to the various responsibilities which are a part of the position or classification.
At the request of an appointing authority and an employee, the director may authorize, at any time before the completion of the probationary period, an extended probationary period of up to one additional year for an individual with a disability, as defined in s. 111.32 (8)
, who is the employee to allow the employee to do any of the following:
Complete any necessary comprehensive or vocational rehabilitation program.
Obtain or adapt to special modifications made to the employee's workplace to accommodate the employee's disability.
Achieve the knowledge, skills and abilities to competently perform the required tasks for the position for which the employee is appointed.
The appointing authority shall waive any remaining portion of the extended probationary period if the reasons for extending the probationary period are met.
Upon request by the appointing authority, the director may waive any portion of the lengthened probationary period but in no case before a 6-month probationary period has been served.
A promotion or other change in job status within an agency shall not affect the permanent status in class and rights, previously acquired by an employee within such agency. An employee demoted under s. 230.34 (1)
shall not retain the permanent status in class previously acquired in the classification from which demoted.
A probationary employee's supervisor shall complete a performance evaluation under s. 230.37
of the employee's work. The evaluation shall be in writing and shall indicate whether or not the employee's services have been satisfactory and whether or not the employee will be retained in his or her position. A copy of the evaluation shall be given to the employee at a reasonable time before the completion of the employee's probation. An employee shall gain permanent status unless terminated by the appointing authority prior to the completion of his or her probationary period.
If an employee is removed from a position during the probationary period, and the director determines that the person is suitable for appointment to another position, the person's name may be restored to the list from which it was certified.
A person reinstated in an employing unit other than one in which the person previously served in permanent status in the class in which the person is being reinstated, an employee who transfers from one employing unit to another, an employee who moves to a different employing unit in conjunction with a voluntary demotion, and a person who had not obtained permanent status in class in a supervisory or management position prior to appointment to another supervisory or management position, may be required by the appointing authority to serve a probationary period. Provisions for the duration of such probationary period shall be provided in the rules of the director.
An employee whose position is classified as "trainee" shall be on a probationary period for the duration of the training program and may be separated during that period without the right of appeal, at the discretion of the appointing authority. Upon qualifying for the objective classification, the employee shall serve a probationary period as specified in sub. (1)
A person with a right of restoration resulting from layoff under s. 230.34 (2)
who competes for promotion to a position under s. 230.19 (3)
and is appointed shall serve a probationary period under sub. (1)
. If the appointing authority terminates the employee during the probationary period, the person shall return to his or her former layoff status.