The SROA Process
Lists, Forms, and Links
- Surplus by Class
- Surplus by Department
- Super SROA List for BU 2
- Super SROA List for BU 9
- Super SROA List for BU 10
- List of Rank and File Classes in BU 2
- List of Rank and File Classes in BU 9
- List of Rank and File Classes in BU 10
- SROA Scantron Form
- SROA/ISAWP Worksheet
- Certification Letter (PDF)
- Certification Letter (Word)
- Certification Letter BU 2 (PDF)
- Certification Letter BU 2 (Word)
- Certification Letter BU 9 (PDF)
- Certification Letter BU 9 (Word)
- Certification Letter BU 10 (PDF)
- Certification Letter BU 10 (Word)
- Super SROA Worksheet BU 2
- Super SROA Worksheet BU 9
- Super SROA Worksheet BU 10
- Super SROA Audit Form
- SROA Manual (DPA 2004)
- Layoff Manual
- Reemployment Lists
- Exempt or CEA Termination Rights
- Demotional Chart Examples
Request the Certified List
Contact SPB and request the certified list of eligible employees for the class you're hiring. The certified list may include reemployment, SROA, and other lists.
The SROA list is good for 60 days. Other employees might be added to the list in the meantime, but you don't need to contact them. However, you do need to contact any employees newly added to the reemployment lists.
Interchangeable Classes
The Department of Finance designated some classes interchangeable. This allows employees in those classes to promote with less paperwork. (See SCO's Payroll Procedure Manual, Section C 305.)
When you're hiring, you don't need to consider employees on a list for an interchangeable class. For example, AGPA, SSA (General), and Junior Staff Analyst (General) are interchangeable classes. If you're hiring an AGPA, you only need to work with the AGPA list.
Employees on Surplus Lists
The certified list only shows surplus/SROA employees on the list for a specific class. It won't necessarily show you all the surplus/SROA employees who are eligible for the job.
Any employee in the surplus/SROA process can apply to a job if the employee
- can transfer into the job and
- has skill and experience in the class.
Consider only skills and experience that will let the employee succeed in the job. If you decide an employee doesn't qualify, you must ask DPA for a special exemption.
For example, if you're hiring a Tax Auditor III, an AGPA may apply. If the employee has experience with professional tax accounting, complex audits, and financial examinations, the employee is qualified. You must give the employee the same status as someone on your SROA list.
If the employee lacks the needed skills and experience, the employee isn't qualified. You don't need to consider the employee. Document why the employee isn't qualified and send DPA a request for a special exemption.
Hiring Department Responsibilities
- publish job bulletins
- request the certified list
- send contact letters
- verify employees are surplus/SROA
- clear lists
- get exemptions if necessary
- hire eligible employees
Updated June 3, 2009 at 11:47 AM.