Haroutunian), filed an appeal with the Civil Service Commission (Commission), contesting the decision of the states Human Resources Division (HRD) to deny his request for reclassification from Tax Examiner III (TE III ) to Tax Examiner IV (TE IV) at the Massachusetts Department of Revenue (DOR). On June 9, 2015, I held a pre-hearing conference at the offices of the Commission, which was attended by Mr. Haroutuninan and counsel for DOR.

On May 4, 2012, the states Human Resources Division (HRD), submitted correspondence to the Commission stating in relevant part: As a result of the delegation of civil service appointments and promotions, the approval process in this matter has been delegated to the Rockland Fire Department. After a pre-hearing conference, which was attended by counsel for the Department, counsel for Mr.

Neither the City of Quincy or the states Human Resources Division (HRD) opposes his request. On November 23, 1985, the Appellant took and passed a civil service examination, with a score of 99, for the position of firefighter in the City of Quincy. From April 1986 to October 1991, the Appellant served on active duty in the military.

On April 30, 2013, the states Human Resources Division (HRD) established an eligible list for Newton Fire Lieutenant. Mr. Pomeroy was tied for 2nd on this eligible list. 9. On June 9, 2013, the first ranked candidate and the candidate tied with Mr. Pomeroy for second were promoted to Fire Lieutenant, leaving Mr. Pomeroy ranked first on the eligible list. 10. During the life of the eligible list, which expired on April 9, 2015, Mr.

The states Human Resources Division (HRD) shall place the names of Stephen Sciara & Dominic Sciara at the top of any current or future certifications for Holbrook firefighter until such time as they have been restored to their position(s) as firefighter(s) in the Towns Fire Department or the Town, after consideration, decides not to restore their employment. 2.

The Division further advised that the Human Resources Division may be the custodian of the records. Mr. Malarick may wish to submit a public records request to this agency. See G. L. c. 66, 10(b)(iii) ([a] A records access officer . . . shall identify the agency or municipality that may be in possession, custody or control of the public record sought, if known).

Jennifer Breaker, Director Human Resources Department Town of Ipswich September 3, 2015 Page 2 To that end, the Union also demands that the Town furnish all communications with the Human Resources Division (a/k/a Civil Service Unit) about the promotional process, including any proposals or approvals of the decision to change the promotional process, and any delegation agreement between the parties.

On June 2, 2022, the Commonwealths Human Resources Division ~ Center of Expertise released their report where they found the claim to be unsubstantiated. On October 14, 2022, we held a meeting to discuss the unsubstantiated claim. However, we discovered that the report indicated that Mr. Roberts was found to be unprofessional. This was not mentioned in the letter that Mr. Roberts received.

On June 2, 2022, the Commonwealths Human Resources Division Center of Expertise released their report where they found the claim to be unsubstantiated. On October 14, 2022, we held a meeting to discuss the unsubstantiated claim. However, we discovered that the report indicated that Mr. Roberts was found to be unprofessional. This was not mentioned in the letter that Mr. Roberts received.

DECISION Pursuant to the provisions of G.L. c. 31 2(b), the Appellant Jeffrey Cordeiro, Jr., seeks review of the Personnel Administrator's (Human Resources Division hereinafter "HRD") decision to accept the reasons of the Boston Police Department (hereinafter "Appointing Authority" or "BPD"), bypassing him for original appointment to the position of permanent fulltime police officer.

In this case, the Town proffered three reasons to the states Human Resources Division for bypassing the Appellant: 1) lack of supervisory experience; 2) a response to a question during the interview process; and 3) past performance as well as the positive reasons of the candidates selected.