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SCS Hiring Framework: FAQs

Is the SCS Hiring Framework required or recommended?

Both. While SCS recommends all agencies begin to implement the SCS Hiring Framework, the following three steps will be required for all job postings for positions that required the PLE or OSE prior to January 1, 2024. These steps may be completed by hiring managers, agency subject matter experts, or HR staff and shall be attached to the exam plan in LaCareers.

Step 1: Choose a minimum of 3 core competencies. Agencies may choose up to 7 additional core and/or preferred competencies.

Step 2: Choose specific work examples to showcase the competencies in action.

Step 3: Choose 3-5 competency-based supplemental questions.

*Competencies selected in Step 1: Develop a Competency Map must be listed within your job posting in LaCareers or applicable applicant tracking system. To verify if a position requires the SCS Hiring Framework, visit SCS Job Information and Test Finder.

What are competencies and why are they important to use in the hiring and recruiting phase?

A job competency, identified as either a core or preferred competency, refers to the necessary abilities or skillset needed to successfully perform the functions associated with a particular job title. Competencies promote clear guidelines for understanding what qualities or skills are needed to be successful in a position, provides a straightforward path for employees to advance in their career, and allows for state agencies to conduct their hiring procedures using more efficient and strategic methods.

What if core competencies are not listed for the job title we would like to post?

SCS Talent Acquisition and Workforce Development (TAWD) recommends agencies to refer to their position description and select up to 10 "preferred" competencies. Preferred competencies are competencies chosen by the agency which best reflect specific job needs and/or requirements for team and organizational success. Visit the SCS Competency Model page for guidance on the "State 9" and the "Super 4", which represent the competencies associated with high-performing State Employees.

Do the supplemental questions need to match the competencies identified in Step 1: Develop a Competency Map?

Yes. Agencies shall choose supplemental questions based on the core or preferred competencies selected in Step 1: Develop a Competency Map.

Is it necessary to assess each competency selected in Step 1: Develop a Competency Map during each stage of the hiring process?

No. Agencies may choose at which stage during the hiring process to evaluate the competencies identified in Step 1: Develop a Competency Map.

How do I add steps 1 - 3 to a job posting?

To learn how to incorporate the SCS Hiring Framework steps into LA Careers job postings, visit the Workforce Development Resources page for the quick reference guide, a guided video, and a job template, which show best practices for attracting potential applicants. As a reminder, SCS Hiring Framework Steps 1 - 3 are required in all job postings for positions that require the SCS Hiring framework.

Where should I start if I, or my agency, have not used competencies before?

SCS recommends downloading the SCS Competency Model and familiarizing yourself with the definitions and behaviors. Using the SCS Competency Model, begin identifying which competencies are most critical for the position, culture, and/or organization. You may also find valuable resources located on the Workforce Development Resources page. For more information or guidance, you may schedule a phone call with a workforce development staff member by sending an email to SCS-WorkforceDevelopment@la.gov

Can I include work examples from a specific position description instead of using the work examples from the job specification?

Yes. SCS recommends agencies select examples of work that BEST represent the job expectations and roles to provide a more realistic job preview for the applicant.

Will continuous postings need to be reposted if they required the OSE or PLE test prior to January 1, 2024?

Yes. SCS will require that all OSE/PLE postings close on December 22, 2023. These positions will be reposted after January 1, 2024, when the OSE and PLE are no longer required for classified service.

Will the SCS Hiring Framework be useful to job titles considered non-professional?

Yes. All job titles require skills, knowledge, and abilities. The competencies may look different depending on the position but are helpful when attempting to define desired skills for any position.

Will the SCS Hiring Framework be required for promotional postings?

Depends. This determination is based on the job title and not the type of appointment. To find out if the job title requires the SCS Hiring Framework, visit the SCS Job Information and Test Finder.

Will SCS evaluate applicants using the SCS Hiring Framework?

No. SCS Talent Acquisition and Workforce Development staff will not evaluate candidates using the SCS Hiring Framework.

SCS Talent Acquisition staff will use the SCS Hiring Framework to confirm the job posting includes a minimum of 3 core competencies, work examples, and that the 3-5 supplemental competency-based questions match the selected core and/or preferred competencies identified in Step 1: Develop a Competency Map. Agency subject matter experts will make evaluation and hiring decisions based on the specific needs of the agency.

Is there a resource that explains the competencies and different levels of competency mastery?

Yes. Visit the Competency Model page to download the full SCS Competency Model. This resource includes the competencies, competency definitions, and three (3) levels of behavioral outcomes. This document has been designed to not only help identify talent in the candidate pool but also guide performance development during the employee lifecycle.

How should I evaluate an applicant's supplemental question responses?

SCS recommends hiring managers evaluate the applicant's responses to the supplemental questions and not simply the applicant's self-evaluation scores to acquire the most information about applicants. SCS has developed a supplemental question response rubric, which can be found in Step 6 of the SCS Hiring Framework to assist with evaluation. Visit theWorkforce Development Resources page for more information.

Can agencies create their own interview questions or interview activities?

Yes. Agencies may create their own interview questions and activities. Take the CPTP Interviewing Basics course to learn how to craft legal interview questions that will yield the best results. SCS will continually update the interview question bank, so if you would like to see your question included in the bank of interview questions/activities, please submit interview questions or interview activities to SCS-WorkforceDevelopment@la.gov.

Should we eliminate an applicant because applicant's qualifying score is lower than "3" or "75%"?

The SCS Hiring Framework is not intended to be used to "exclude" candidates. The SCS Hiring Framework is a systematic approach to help agencies collect multiple pieces of evidence to make data-driven hiring decisions. Just because a candidate does not score the highest, does not mean they are automatically eliminated from hiring consideration. Ultimately, agency subject matter experts have the decision-making power in the hiring process.

Have the minimum qualifications changed?

No. The minimum qualifications have not changed. SCS Talent Acquisition Staff will continue to evaluate applicants based on the current minimum qualifications listed on the job specification.

Do agencies need to save the SCS Hiring Framework Download?

Yes, agencies need to retain a copy of steps 1-3 of the SCS Hiring Framework. Agencies with access to LaCareers will upload the document to the exam plan. Agencies that do not interface with LaCareers will need to retain a copy for auditing purposes.

What training is available for competencies and the SCS Hiring Framework?

Currently, there are three (3) web-based courses designed to help agencies learn about competencies, how competencies can help streamline the employee lifecycle, and how to use the SCS Hiring Framework to deliver a polished and professional interview experience. Visit the CPTP Course Catalog to gain access to the following courses:

  • CPTP Competency Basics
  • CPTP Competencies and the Employee Lifecycle
  • CPTP Interview Basics

Courses are located in LaGov Learn. For Non-LaGov agencies, please complete the CPTP Course Request Form to gain access to the courses.

If an agency needs help, who should they contact?

For assistance with the SCS Hiring Framework, please email SCS-WorkforceDevelopment@la.gov.

For job postings involving career progression groups, which job title should I choose to use in the SCS Hiring Framework generator?

SCS recommends agencies choose the job title that most accurately reflects the desired competencies needed for the position.

Should an applicant's responses to the competency-based supplemental questions from the job posting be used as a factor to determine whether an applicant meets the minimum qualifications for a position?

No. An applicant's responses to the competency-based supplemental questions should not be used as a factor to determine whether the applicant meets the minimum qualifications for a position. Once a minimum qualification determination has been made, SCS recommends hiring managers use the Supplemental Question Guide located on the Workforce Development Resources page to assist with evaluation.

Will the SCS Hiring Framework be required for classified WAE postings?

No. The SCS Hiring Framework would not be a requirement for classified WAE job postings. Agencies may opt to use the SCS Hiring Framework in these cases to aid in their recruiting and selection efforts.