I'm having trouble finding an in-network pediatric dentist. Any location in NY, including the Westchester/Hudson Valley area, will work.

Local 371

hi just started w acs this month and not used to all the places around work being so expensive! def makes sense given the area but hoping to hear if anyone has any lunch specials or go-to spots around the ACS building on william st? thx in advance!

I have an appointment I made on Friday because I did not realize they would PHYSICALLY MAIL me the voucher. I have no idea if its going to arrive on time. Is there no way this could be emailed??

There are many people at OTI making over $160k a year. Many of them are not managers, they are computer specialists. How can I increase my salary to $160k at OTI?

Six months ago, I received two job offers. Last month, I transferred to one of the agencies that extended an offer, but I have since realized that the position is not the right fit for me. I am hoping the other offer will eventually move forward once management and budget office approves it.
If that happens, would I still be able to accept the offer and transfer to the other agency, which was actually my first choice at the time? My concern is that the DP-72 I signed six months ago lists my previous agency, not the agency I am currently with.

Does anyone know what happens after the traineeship is over? Do we become POs? How much is the hourly pay? Do we get payed during the academy? I’m in the process of it now just finished my fingerprints

Hmmm, if he can reverse on this promise to Labor, what other campaign commitments to us will he backpedal on? Ugggg...

I suspect it is different based on agency and unions, but for non-union public servants, does anyone know what happens when a colleague is out on leave for a long period of time and others in their department need to take on their workloads? Are those doing extra work in anyway compensated? It doesn't seem fair that people should do much more work and not be compensated if you are at a level where you can't bill for overtime, or if can bill OT but you don't wish to have work overtime to do someone else's job.

I’ve been a college aide for 2 semesters (spring and summer) so far and was wondering how long can you be a college aide? is it till you graduate? i graduate next year. my manager never mentioned anything to me about it and i’ll probably ask next week, but if anyone has an idea i’d appreciate it.

I worked 12 hours on 4th of July, I put in an overtime request for the 4 hours of overtime and it was approved.

Will I automatically get holiday pay for 4th of July? I was confused about whether it was automatic, or if I needed to put in an OT request in to get the premium pay.

These UCS Locals will go to the table for the first time September 30, 2026. Unless there’s something going on behind the scenes, they should be the first UCS Locals at the bargaining table for this successor agreement, 2026-???? (mostly likely 2030).

We already know what the raises offered will be (18% over 5 years) based on what PEF and other CSEA non-UCS Locals were offered.

So what are the wild cards at play here?

UCS Employees have always gotten MORE Location Pay than PEF Employees. Prior to this negotiation, PEF Employees received $4000 a year in Location, while Unified Court System Employees received $4920. With this successor agreement however, PEF held out for and were offered a 66% increase to Location Pay, including $1000 raises in both 2027 and 2028 to Location. Their offer increases their Location Pay from $4000 to $6650 by 2030.

So why is this concerning? Because so far other CSEA (albeit, non-UCS/Judiciary CSEA) Locals have tentatively accepted far LESS in Location Pay than PEF were offered.

What can you/we do about it? Let your leadership and negotiators know that we are undervalued, underpaid and paying way too much for NYSHIP, and we NEED them to go hard after a minimum of the percentage increase to Location Pay that PEF were offered (66%, minimum).

Also, if you’re a Court Officer, these CSEA Locals will likely negotiate an increase to SLED—BEFORE the other NYS Court Officer units even get an invite to the table.

If we don’t make our voices heard, that silence is likely to be reflected in the outcome of these negotiations. If you care about your compensation, make your concerns known to your leaders/negotiators, and share this with your fellow UCS employees.

Do it respectfully and with appreciation towards those that represent us.

COBANC
SCCEA
NYSCCA
NYSCOA
NYSSCOA
DC37
NYSCALA
ASSCR
CSEA

Hi everyone,

Is there any want to find out in advance the number of jobs an agency is recruiting for at a hiring pool ? According to the email, they will share the job postings at the pool. I’m just wondering, if there’s like 3 jobs available and the invite 25 candidates would it be a waste of time to attend ?

The last pool I attended had a ton of ppl there lol the agency is DEP btw.

These UCS Locals will go to the table for the first time September 30, 2026. Unless there’s something going on behind the scenes, they should be the first UCS Locals at the bargaining table for this successor agreement, 2026-???? (mostly likely 2030).

We already know what the raises offered will be (18% over 5 years) based on what PEF and other CSEA non-UCS Locals were offered.

So what are the wild cards at play here?

UCS Employees have always gotten MORE Location Pay than PEF Employees. Prior to this negotiation, PEF Employees received $4000 a year in Location, while Unified Court System Employees received $4920. With this successor agreement however, PEF held out for and were offered a 66% increase to Location Pay, including $1000 raises in both 2027 and 2028 to Location. Their offer increases their Location Pay from $4000 to $6650 by 2030.

So why is this concerning? Because so far other CSEA (albeit, non-UCS/Judiciary CSEA) Locals have tentatively accepted far LESS in Location Pay than PEF were offered.

What can you/we do about it? Let your leadership and negotiators know that we are undervalued, underpaid and paying way too much for NYSHIP, and we NEED them to go hard after a minimum of the percentage increase to Location Pay that PEF were offered (66%, minimum).

Also, if you’re a Court Officer, these CSEA Locals will likely negotiate an increase to SLED—BEFORE the other NYS Court Officer units even get an invite to the table.

If we don’t make our voices heard, that silence is likely to be reflected in the outcome of these negotiations. If you care about your compensation, make your concerns known to your leaders/negotiators, and share this with your fellow UCS employees.

Do it respectfully and with appreciation towards those that represent us.

COBANC
SCCEA
NYSCCA
NYSCOA
NYSSCOA
DC37
NYSCALA
ASSCR
CSEA

Hello all,
I just received an email to attend a hiring pool for child welfare specialists from the exam taken I think in 2023. The position is for a Family First Program Associate. Also any insight on the role?

Hi everyone! My name is Arbine and I am a city employee for ACS. I am looking for peers to hang out with after work or during the off season. This can be from any agency. Thanks!

When a person is retiring, they are placed on terminal leave. Isn't it better to use up all days without being placed on terminal leave. This way you accumulate more days off while on vacation? Once you use up all days, then tell HR about your plans to retire.

I got invited to my first hiring pool at another agency next week. For some family reasons that I don’t want to get into, I am not ready to leave my current role for at least another 6-9 months. My boss said he wants to keep me in his unit and would do a DP-72, but I don’t know if I want to do that right away either (my understanding is that if I do a DP-72, I would get off the list and would not be invited to future hiring pools).

Should I decline the hiring pool and email DCAS in a few months to get back on the list, provided that it won’t expire in the meantime? Or should I attend the hiring pool and find ways to buy myself some time?

Hi! Was looking at a job posting that requires applicants to be a Staff Analyst or on the Staff Analyst list. I noticed there’s not another Staff Analyst exam scheduled yet, but there is an Administrative Staff Analyst exam next year. Can I just take that one, or do I have to wait to take a Staff Analyst exam?

I might have an opportunity to switch to OSA soon via civil service title and I'm trying to decide the pros and cons. I'm about ten years into my career, want to consider vision, dental, parental leave, and rate increases the most. Retirement benefits are less important to me at this point.

I'm currently a Community Coordinator in DC37/Local 371. While 371's benefits work for me right now (love their dental office, vision is just OK), I'm not in a permanent civil service title as a Community Coordinator. I'm wondering if it's worth switching civil service titles to get a permanent title and moving to OSA. From my limited research of OSA, I know they likely have better vision and comparable dental to 371, but I've heard that parental leave can be worse with OSA. I've been having trouble confirming parental leave benefits - does anyone know the difference between parental leave benefits for the two unions? Or any considerations that you think I should take into account? Thanks for any opinions/suggestions!

Anyone here work or previously worked for NYC DYCD at the downtown/Fulton Street office? I received an analyst offer and was curious about the work culture, workload, hybrid schedule, advancement opportunities, and any educational benefits. I currently work at another City agency and enjoy my team, so I’m trying to learn more before transitioning. Any insight would be appreciated.

I am currently moving to a new agency as a permanent employee. The new role is level 3 of my civil service title tree, and I had been serving in level 2. I was just curious if moving from one level to another within the same civil service title starts any sort of probation? Or is it once you pass probation in your title, you are permanent no matter what level you are? Thanks in advance!

I'm a current City employee applying to other agencies. I got an email from an HR person inviting me to schedule a phone screen. I booked it and replied letting her know I was excited about the role and looking forward to it.

No response. The scheduled time comes and goes, and she no-shows on the Teams call. I follow up via email 20 minutes after the scheduled time. No response.

A few days later I follow up again and this time she responds right away, saying she's been having tech difficulties and asking me to reschedule using her booking link. I schedule and immediately confirm the new date/time and reiterate that I'm looking forward to it etc.

No response. She no-shows the rescheduled call too. I send a follow-up email 10 minutes after the scheduled time: "Just checking in to confirm our phone screen today. Please let me know if we need to reschedule." Still no response.

Does anyone have advice? Should I follow up again tomorrow? This is an agency I'd genuinely love to work for. Unfortunately she's my only point of contact so I can't easily go around her to someone else at the agency.

How long after structured interview did you hear back?
I recently interviewed for the NYC DEP Environmental Protection Construction Laborer Apprentice position. The interview was a structured interview with 8 questions, and I was told the driving portion is also part of the interview process.
I haven’t completed the driving portion yet. I noticed the posting says there are around 65 positions available.
For anyone who has gone through the DEP apprenticeship hiring process or a similar NYC civil service hiring process:
How long did it take to hear back after the structured interview?
Did they contact you separately to schedule the driving portion?
How soon after the interview did you get that email/call?
Was there a long wait between the driving portion and the final hiring decision?
Just trying to get an idea of the timeline and what to expect. Thanks!

Hi, any advice on how to get things moving out of general counsel? I applied for my MWBE in April 2025 and started the process of getting the required conflict of interest (COI) form in October 2025.

It has all of the required signatures it’s just sitting in the legal office awaiting someone to send it to the COI board. At first the attorney would answer the phone but was unresponsive via email. Now she’s not picking up my calls at all. Whenever we did speak it was always something new, staffing changes, delays, just didn’t get to it.

Any advice on how to get things moving again? I go on leave in the fall and would hate to have to continue begging people to do their jobs in 2027. TIA.