When you are looking at job postings in the City of New York, you may notice two titles for the same job. Take a look at this:
Notice how the Civil Service Title and Office Title are different? That’s because the agency (here for the Fire Department) prefers to have a worker or group of workers recognized internally as something more appropriate, or titled as something that is more recognizable, or that may be in line with a particular industry or industry standard.
For this particular job, the employees in this group are generally known as Field Inspectors. But the title the employee needs to be aware of is the Civil Service Title and its related Title Code #. If tests are given, this would be the name of the test on the Notice of Examination (NOE).
How about another:
Here, similar information can be found at the DoITT job page: Civil Service Title and its DCAS Title Code, and what you would be referred to in your “in-house” title – in this case “Radio System Support Specialist”. The incumbent would have to watch annually for exams for “Radio and Television Operator”.
You may be surprised to know that many administrative and managerial positions with titles of “Director”, “Manager”, and even “Commissioner” have a different Civil Service Title. An “Assistant Commissioner” may be in a title such as “Computer Systems Manager”, or “Administrative Staff Analyst”, or perhaps “Administrative Manager”. Even persons working in these titles need to be aware that their position may require the taking of (and passing) a DCAS exam.
Some titles are pretty straightforward where their DCAS title is the same as their civil service title. Auto Mechanics, Radio Repair Mechanics, Communications Electricians, among others, fall into this category. However, even these can have in-house titles that support a particular agency need. I know of several Supervisors in the Radio Mechanic’s title as well as Deputy Directors with Supervisor of Auto Mechanic titles.
NYC DCAS administers an annual list that begins and ends during the city’s fiscal year – July 1 through June 30th. Generally, if you need to take an exam, and it is not listed on this list, you may survive another year without concern regarding losing your job due to failure to take or pass a test. You still have all your other risks associated as a provisional – less security than a permanent and the risk of layoffs if the city decides to cut back on provisionals – the latter is usually dependent on the number of provisionals working in the city and/or the philosophy of the people in office at the time. The present philosophy as of today’s writing seems to be to make as many provisionals permanent by providing tests and only keeping permanents.
If you are presently working as a provisional , then I recommend keeping an eye out for the annual list and look for the test. In many cases, if a test is not given you will probably keep your job for at least another year – the city still needs the job you’re doing done and it can’t fill it with a permanent if there is no list…
And, if you’re in need of a job, then working as a provisional gets money in your pocket, gets you somewhat up to speed in the testing game and improves your knowledge of the actual job. Maybe that’s the edge you’ll need when the test comes up.
Questions and Comments welcomed below.
Hello,
Looking for an advice regarding civil service title. I am a permanent employee with civil service title for 4 years. Recently I was offered a higher paid position in private practice. Was wondering if there is any way to place my current title on hold for some time just in case I decide to apply for a job at NYC civil service later on.
Thank you
Hi PM,
It seems that it might be possible. According to the “Personnel Rules and Regulations of the City of New York; Rule VI – Personnel Changes”, section 2, 6.2.1., 6.2.2., and 6.2.3. explain that, “An employee who has completed a probationary term in a permanent position in the competitive or labor class, and who has resigned or retired therefrom may be reinstated with the approval of the commissioner of citywide administrative services…” and that “Such reinstatement must be accomplished within a period of time…but in no event shall such period for reinstatement be less than one year nor more than four years from the date of resignation or retirement.
So, what I’m reading is, as long as you’re a permanent, you have to be out at least a year but no more than 4 years, to be eligible to return to city service.
There are a lot of provisions, so, don’t only read it thoroughly, but I’d suggest you speak with DCAS to make sure. You can call the number for Civil Service & Citywide Personnel Inquiries at (212) 669-1357
Now this is if you resign. I’ve known some people to take a leave of absence (it’s been a while), and that allowed them to leave for a year but come back exactly to the position they left. But I think it was happening too much and that may have stopped.
Good luck! – Chris
I am a permanent employee. My civil service title is different than my office title. There is an open competitive test coming up this year for my office title. Do I need to take this exam?
My civil service title is preferable. There are more job opportunities for my civil service title, and it pays more than my office title.
Hi Patrick,
If you’re a permanent I would see no reason for you to change your civil service title. But that’s based on being a permanent.
If you’re not a permanent, that would be different. I would suggest that you take the test just to get on a list. You might be able to get permanent status in the lower title just for the protection.
But as a permanent, and there’s no particular benefit to the other title, I’d leave it alone…
Good luck! – Chris
if there is a salary difference go right ahead. it will give you the opportunity to get a raise… nothings wrong with that.
If an employee lies on his resume about his previous job title in another agency and is hired because of his resume information before finding out about his false statement on resume what can the consequences for the false statement be to that employee
Hi John,
It would ultimately be up to the agency but I suspect it could even go to termination of employment.
I did a posting on this called “How to Lose Sleep” – and you’d want to look at some of the comments or use the links attached to the provider of the comments. There seems to be a NY Law Blog called New York Public Personnel Law that provided comments on how this might be perceived and what the ramifications are. They indicate there may be a statute of limitations on certain rules. But, if this employee is “found out” and it gets serious, they should seek union support (if in a union title) or check with the Managerial Employees Association (NYCMEA) if a member. NYCMEA might have limited ability to help, but they are affiliated with a lawyer if it should come to it.
Good luck! – Chris