HUMAN RESOURCES
(Frequently Asked Questions)
How can I obtain a copy of the Civil Service Rules?
The city's website www.nola.gov is the best place to find all information regarding Civil Service and Chief Administrative Office (CAO) information. If you have any questions or need clarification, contact NOAB's hr department via email at hr@flymsy.com or give them a call at 303-7721.
Click here, to view the Civil Service Rules. To visit the Civil Service Commission web page, click here.
Click here, to view the Chief Administrative Office web page.
You may also contact each department directly:
CAO OfficeHours of Operation: 8:00 am - 5:00 pm12Phone: (504)658-8600Civil Service CommissionHours of Operation: 8:00 am - 5:00 pmPhone: (504)658-3500Fax: (504)658-3598
Does NOAB have a Sexual Harassment Policy?
Yes! The New Orleans Aviation Board adheres to the City of New Orleans, Chief Administrative Office, sexual harassment policy. You can view and/or download the policy by visiting nola.gov or clicking the link below.
What constitutes as sexual harassment?
Sexual harassment includes, but is not limited to:
- Sexual comments, sexual emails and/or text messages;
- Sexual images or photographs;
- Sexual innuendos, displays or jokes;
- Unwelcome invitations to participate in sexual activity;
- Continuous unwelcome invitations to socialize outside of work hours;
- Unwelcome physical contact such as touching, using hands or other body parts in a sexual manner; and
- Pressure or use of threats to coerce participation in sexual activity as a condition of employment or promotion.
What are "Grievance forms"?
According to the City of New Orleans' Policy Memorandum No. 4 "a grievance is defined as any dispute raised by an employee concerning working conditions and alleged violations of City policy, including alleged abuses of discretion by supervisors in the treatment of employees and disputes raised by an employee as to the interpretation, application, or enforcement of specific employee provisions or rights."
It is urgent that any and all employees submit a grievance form to hr, if they experience any of the defined working conditions listed above by any employee or supervisor. Below is a link to the grievance form and its procedures; please carefully read the procedures before submitting the grievance form to hr.
How is leave accumulated? and when can I use it?
*Leave is accrued at a rate of 0. 5 % of a day per pay period
| Type of Employee | Hours Worked Per Pay Period | Total Amount of Accrued hours per Pay Period |
| Full-Time | 80 hours | 4 accrued hours |
| Part- Time | 40 hours | 2 accrued hours |
| Flexible | 40-75 hours | 2 - 3.8 hours |
Click here to view all Frequently Asked Questions about Leave usage.
How does the Domicile Policy Compliance affect me?
The City of New Orleans Domicile Policy requires that NOAB employees live either in New Orleans or within a 10-mile radius of the Airport. For your convenience, a map of the 10-mile geographic boundary is attached. If you moved or plan to move since completing the required Domicile Form, the Policy requires submission of a new Domicile Form with the new address within ten (10) days of the date the employee has moved. Click here, to view/download the Domicile Policy.
The City of New Orleans Domicile Policy requires that NOAB employees live either in New Orleans or within a 10-mile radius of the Airport. For your convenience, a map of the 10-mile geographic boundary is attached. If you moved or plan to move since completing the required Domicile Form, the Policy requires submission of a new Domicile Form with the new address within ten (10) days of the date the employee has moved. Click here, to view/download the Domicile Policy.
PERFORMANCE & MERIT INCREASES
When will I be evaluated?
After the first three (3) months of employment, supervisors are required to meet with the probationary employees and discuss their performance, areas of strength and areas which need improvement. A performance plan listing work tasks, goals, and behavior standards on which the employee’s overall performance should be evaluated will be recorded and given to the employee and HR. Annually each year, employees shall be rated by their immediate supervisor and have the rating discussed with them.
At the end of the performance evaluation period, the Department head will assign one of the three values to the employee’s overall performance based on the work tasks and behavior standards established in the performance plan: exceed expectations, meet expectations, or does not meet expectation.
Merits:
Beginning January 1, 2018 all merit increases will be subject to the following:
1. Employees who are in active(permanent) status, including those in provisional status for at least one year prior to the end of the annual review period, becomes eligible for and may be granted a merit increase, provided that the appointing authority has determined their performance merits such an adjustment.
2. If an employee "Meets Expectations” they will be granted a 1.25% merit increase and if an employee "Exceeds Expectations” they will be granted a 2.75% merit increase. Any employee who "Does Not Meet Expectations” shall not be eligible for any increase under the provisions of the rule.
3. Such advances shall be effective for the closest pay-period after June 1 provided that suitable documentation evidencing evaluation of the individual employee and detailing specific justification for the employee’s entitlement to such an increase.
For further information, please refer to the Rules of Civil Service: Rule XI. Forms for performance documentation and appraisal are available at neogov.com
After the first three (3) months of employment, supervisors are required to meet with the probationary employees and discuss their performance, areas of strength and areas which need improvement. A performance plan listing work tasks, goals, and behavior standards on which the employee’s overall performance should be evaluated will be recorded and given to the employee and HR. Annually each year, employees shall be rated by their immediate supervisor and have the rating discussed with them.
At the end of the performance evaluation period, the Department head will assign one of the three values to the employee’s overall performance based on the work tasks and behavior standards established in the performance plan: exceed expectations, meet expectations, or does not meet expectation.
Merits:
Beginning January 1, 2018 all merit increases will be subject to the following:
1. Employees who are in active(permanent) status, including those in provisional status for at least one year prior to the end of the annual review period, becomes eligible for and may be granted a merit increase, provided that the appointing authority has determined their performance merits such an adjustment.
2. If an employee "Meets Expectations” they will be granted a 1.25% merit increase and if an employee "Exceeds Expectations” they will be granted a 2.75% merit increase. Any employee who "Does Not Meet Expectations” shall not be eligible for any increase under the provisions of the rule.
3. Such advances shall be effective for the closest pay-period after June 1 provided that suitable documentation evidencing evaluation of the individual employee and detailing specific justification for the employee’s entitlement to such an increase.
For further information, please refer to the Rules of Civil Service: Rule XI. Forms for performance documentation and appraisal are available at neogov.com
RETIREMENT
Deferred Retirement Option Plan (DROP)
The DROP provides a way for members who are eligible to retire to continue working while receiving a retirement benefit. Instead of receiving a pension allowance directly, the allowance is deposited in a special DROP account which is held by the Retirement System for the member. Once the member discontinues employment, he/she will begin receiving a monthly retirement allowance directly and may withdraw the money in a lump sum, in installments or rollover the funds into an IRA or qualified plan. Members may not enter DROP if their retirement is under the "Rule of 80”
Advantages of DROP
The DROP offers an excellent opportunity for members to save money before employment ends. Another attractive feature is that DROP account funds, including interest earned, are not subject to federal income tax until the funds are withdrawn.
Disadvantages of DROP
Members no longer earn retirement credit. Retirement benefits are not adjusted due to salary increase, promotions received, or changes in job classification while participating in DROP.
Eligibility
A member must be eligible for a regular retirement option in order to participate in DROP. A member may participate in DROP on time only and for a period of no more than five (5) years. Members with service credit that was transferred to NOMERS may participate in DROP if the combined service credit meets the basic criteria for the regular retirement option selected.
DROP Participation
Members should submit a DROP application to the Retirement System at least thirty (30) days and not more than ninety (90) days prior to the effective date of DROP participation. Once a member participates in DROP, he/she becomes a retiree and is no longer an active member of NOMERS.
For more details regarding DROP please visit
www.nola.gov/nomers/retirement/drop/
For information regarding Disability Retirement please visit
www.nola.gov/nomer/retirement/disability-retirement/
For general information about NOMERS please visit
www.nola.gov/nomers
The DROP provides a way for members who are eligible to retire to continue working while receiving a retirement benefit. Instead of receiving a pension allowance directly, the allowance is deposited in a special DROP account which is held by the Retirement System for the member. Once the member discontinues employment, he/she will begin receiving a monthly retirement allowance directly and may withdraw the money in a lump sum, in installments or rollover the funds into an IRA or qualified plan. Members may not enter DROP if their retirement is under the "Rule of 80”
Advantages of DROP
The DROP offers an excellent opportunity for members to save money before employment ends. Another attractive feature is that DROP account funds, including interest earned, are not subject to federal income tax until the funds are withdrawn.
Disadvantages of DROP
Members no longer earn retirement credit. Retirement benefits are not adjusted due to salary increase, promotions received, or changes in job classification while participating in DROP.
Eligibility
A member must be eligible for a regular retirement option in order to participate in DROP. A member may participate in DROP on time only and for a period of no more than five (5) years. Members with service credit that was transferred to NOMERS may participate in DROP if the combined service credit meets the basic criteria for the regular retirement option selected.
DROP Participation
Members should submit a DROP application to the Retirement System at least thirty (30) days and not more than ninety (90) days prior to the effective date of DROP participation. Once a member participates in DROP, he/she becomes a retiree and is no longer an active member of NOMERS.
For more details regarding DROP please visit
www.nola.gov/nomers/retirement/drop/
For information regarding Disability Retirement please visit
www.nola.gov/nomer/retirement/disability-retirement/
For general information about NOMERS please visit
www.nola.gov/nomers
