SCS Hiring Framework: FAQs

The Louisiana Competency Model provides the foundation for the SCS Hiring Framework. Each step in the framework uses the model’s competencies and behavior levels to define what success looks like in a job.

Competency maps guide the development of screening questions, interview questions, and activities, ensuring every evaluation measures real, job-related skills. This creates a consistent and transparent process for selecting candidates who can demonstrate the skills that matter most.

The framework uses structured, evidence-based methods to evaluate candidates. Every question, activity, and scoring guide is tied directly to a competency and its observable behaviors.

This design minimizes subjectivity and ensures each panelist scores candidates against the same standards. The result is higher-quality hiring decisions, reduced bias, and greater confidence that selected candidates have the skills needed to succeed.

Both. While SCS recommends all agencies begin to implement the SCS Hiring Framework, the following three steps shall be included in job postings for positions that required the PLE or OSE prior to January 1, 2024. Effective January 1, 2026, designated supervisory positions will require the SCS Hiring Framework. These steps may be completed by hiring managers, agency subject matter experts, or HR staff and shall be attached to the exam plan in Louisiana Jobs. To verify if a position requires the SCS Hiring Framework, visit  SCS Job Information and Test Finder.

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

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

Step 3: Choose 3-5 competency-based supplemental questions that match the competencies chosen in Step 1.

Competencies describe the skills, knowledge, and behaviors needed to perform a job successfully. In the Louisiana Competency Model, each competency includes a clear definition and observable behaviors that show what the skill looks like in practice.

Using competencies in the hiring and recruiting phase ensures that agencies focus on the skills that matter most for the job. Competencies create clear, consistent criteria for evaluating applicants, which improves fairness and reduces guesswork. They help hiring managers identify individuals who can demonstrate the required skills, regardless of where or how those skills were gained.

Competencies also connect hiring to long-term success by giving new employees a clear picture of the expectations for their role and how they can grow over time. This supports more strategic hiring decisions and contributes to a stronger, more capable state workforce.

Core competencies relate to job specifications, which are a formal, standardized summary of a job title in the classified service. Job specifications include the general nature of the work performed and task responsibilities and serve as the primary tool for allocating positions to job titles under the Classification Plan. The core competencies are assigned by State Civil Service and relate to the general nature of the work.

Preferred competencies, on the other hand, are selected by agencies and relate to position descriptions, which detail the actual duties and responsibilities assigned to a specific position within an agency.

Unlike a job specification, which describes the general nature of a job title across the state, a position description reflects the unique work of one position within an organizational structure. Since each position is unique, agencies may choose preferred competencies to help describe the specific nature of positions.

If core competencies are not listed on a job spec, that means the agency may choose 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. SCS has also published statewide leadership competencies which can serve as a quick reference when selecting preferred competencies.

See below for a list of the Statewide Leadership Competencies or visit the  Louisiana Competency Model page for a complete list of competencies.

People

• Building and Supporting Teams
• Building Trust
• Communicating Effectively
• Demonstrating Appreciation
• Managing Conflict
• Managing Performance
• Valuing Inclusion

Self

• Demonstrating Courage
• Demonstrating Emotional Intelligence
• Displaying Professionalism

Thought

• Acting Decisively
• Demonstrating Business Acumen
• Making Accurate Judgments
• Solving Problems
• Thinking Strategically

Results

• Championing Continuous Improvement
• Demonstrating Innovation
• Demonstrating Persistence
• Driving Results

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

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

To learn how to incorporate the SCS Hiring Framework steps into LA Careers job postings, visit the Job Aids  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.

SCS recommends downloading the  Louisiana 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 Job Aids page. For more information or support, email to  SCS-WorkforceDevelopment@civilservice.la.gov

SCS recommends agencies provide a breakdown of the day-to-day responsibilities based on the position description. This helps candidates understand what is actually expected for the position. It is also more beneficial to use plain language instead of state government jargon.

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.

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 from the job description, and that the 3-5 competency-based supplementals questions match the selected core and/or preferred competencies identified inStep 1: Agency-Selected Competency Map. Agency subject matter experts will make evaluation and hiring decisions based on the specific needs of the agency.

Yes. Visit the Louisiana Competency Model   page to download the full  Competency Model. This resource includes the competencies, competency definitions, and three (5) levels of behavioral examples. This document has been designed to not only help identify talent in the candidate pool but also guide performance development during the employee lifecycle.

SCS recommends hiring managers evaluate the applicant's responses to the competency-based 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 5 of the SCS Hiring Framework to assist with evaluation. Visit the Job Aids page for more information.

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 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@civilservice.la.gov.

No. Candidates on the eligible list are qualified for the position. 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.

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

Visit the searchable CPTP Course Catalog to find courses by program, title, or competency.

For support with the Louisiana Competency Model or the SCS Hiring Framework, please email  SCS-WorkforceDevelopment@civilservice.la.gov.

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

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.

For titles that require the SCS Hiring Framework:

1. The SCS Hiring Framework Download shall be attached to the Exam Plan.
2. The selected competencies and definitions chosen in Step 1: Agency-Selected Competency Map of your SCS Hiring Framework Download shall be listed in the About this Job section of the job posting.
3. Include the most accurate description of work roles and responsibilities in the Examples of Work section.
4. 3-5 competency-based Supplemental Questions shall be added to the job posting as advertised in the Supplemental Information section of your job posting.

For more information on incorporating the SCS Hiring Framework with Louisiana Jobs, view the simulation  here.

For more information on the job posting template for those titles requiring the SCS Hiring Framework, view the template  here.

For positions that did not require the PLE or OSE prior to January 1, 2024, SCS encourages hiring managers to use the SCS Hiring Framework download to help develop a polished interview experience.

No, the SCS Hiring Framework Download does not expire after submission, as long as there have been no updates to the assigned core competencies. The most recent update was on January 1, 2026. The last day to use downloads processed before that date for job posting is February 27, 2026.

However, SCS recommends that agencies periodically review their core and preferred competency selections. The needs of a position can shift over time, and it’s important to ensure the competencies selected still align with what you’re seeking in a candidate.

The SCS Hiring Framework is built around competency-based evaluation, which focuses on what a candidate can do rather than where or how they gained experience.

Each step, from supplemental questions to structured interviews and activities, uses standardized tools aligned with the Louisiana Competency Model. This reduces bias, ensures every applicant is evaluated using the same criteria, and creates a more equitable and transparent hiring process.