The New York State Department of Civil Service is pleased to announce a new Continuous Recruitment option for three critical public safety positions:

-Entry-Level Law Enforcement Officer (ELLEO)

-Entry-Level Firefighter (non-consent decree)

-Correction Officer

Under Section 57 of New York State Civil Service Law, exams may be offered on a continuous recruitment basis when deemed appropriate. This initiative aims to streamline hiring, maintain a steady pool of qualified candidates, and meet the staffing needs of local New York’s municipalities.

Exam Schedules and Eligibility

-Entry-Level Law Enforcement Officer Exam : Offered twice per year, beginning May 3, 2025, in the Spring and Fall.

-Entry-Level Firefighter Exam : Offered once per year.

-Correction Officer Training and Experience Exam : Offered three times per year

How Continuous Recruitment Works

With continuous recruitment, eligible candidates are tested and interfiled onto a single eligible list that does not expire. Names are ranked based on final exam scores, and candidates remain eligible for one to four years, as determined by the local civil service commission or personnel officer.

If an agency shifts from set-date to continuous recruitment, the existing set-date list will remain active for at least one year.

Benefits of Continuous Recruitment

This new approach aims to:

✔ Reduce hiring delays for critical public safety positions.

✔ Provide flexibility in exam scheduling.

✔ Ensure a continuous pool of qualified candidates.

Candidate Eligibility & List Management

Once placed on the eligible list, candidates remain active for a minimum of one year. The specific length of eligibility (1–4 years) must be clearly stated on the exam announcement and remain consistent for all candidates.

For positions experiencing recruitment challenges, a 1–2-year eligibility period is recommended. A candidate’s name may appear on the eligible list multiple times (if they retest), but will be certified for appointment only once.

Qualifying Physical Agility Tests

For exams requiring a physical agility test, the test may be administered after the eligible list is established to meet staffing needs. Candidates who do not pass will be restricted from appointment but may retest according to agency policies.

Conclusion

This continuous recruitment initiative is designed to enhance public safety hiring, provide greater flexibility in exam scheduling, and ensure a steady flow of qualified personnel for law enforcement, firefighting, and correctional positions across New York State. While agencies are encouraged to adopt this method whenever possible to better serve the needs of their communities, this option is up to each local municipality to decide to adopt.

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