Our job application process has been automated! Beginning Tuesday, July 1, 2014, we will no longer be accepting paper applications. Applications must then be submitted electronically. As of that date our drop boxes will no longer be used to accept applications. Instead, a computer kiosk will be available for you to electronically apply for available vacant positions. You will still be able to view job vacancies by visiting the Department of Labor and Training’s Employment Opportunities website at http://www.dlt.ri.gov/JobsRI/statejobs.htm or by visiting our new website at www.apply.ri.gov. For guidance on how to create a Job Interest Card, create an Account, create a Profile and search and apply for job opportunities, click here. Hard copy applications submitted after July 1, 2014 will not be considered. Some positions have a valid Civil Service List to be considered for those positions, you must already be reachable on that list. More information regarding the Civil Service Examination process. Hard copy applications for announced Civil Service Exams will continue to be accepted until further notice.
If you are applying for a State job, it is critical that you read the job posting carefully so that you know the minimum qualifications necessary for the job. Union members should consult your specific collective bargaining agreement for information regarding the bidding process and seniority provisions.
At the close of the application period, state officials review the application materials and select candidates for interview based on union affiliation (if applicable) and qualifications required for appointment to that job classification.
In accordance with the Personnel Rules, Human Resources must request a criminal record check when an offer of employment is extended for hire. Convictions listed either on the employment application or criminal record are verified with the prospective employee. Those convictions deemed pertinent to the position sought by the applicant may be grounds for refusal to hire. Inconsistent or falsified information supplied on an application may also be deemed sufficient reason not to hire.
All BCI records must be issued by the state the prospective employee resides in. Rhode Island BCI records issued by local or municipal law enforcement offices or others are not accepted. The Rhode Island Attorney General's Office requires a check or money order (no cash) for $5.00 payable to BCI for all BCI record requests. For further information on the Rhode Island BCI record request process, see the RI Attorney General's Bureau of Criminal Identification website.
A new provision in RI General Law 35-6-1 was enacted requiring direct deposit for all employees. Specific to new hires, the law requires that all employees hired after September 30, 2014 participate in direct deposit. Accordingly, any employee hired after this date will be required to participate in the direct deposit system. At the time the employee is hired, the employee shall identify a financial institution that will serve as a personal depository agency for the employee.
Health and safety information for summer employees, their parents, and their employers.
