Statutory standing committee-federal review.

2025 Regular Session Introduced by Bill Allemand and 12 co-sponsors

HB 177 directs SHRC to assess and remove unnecessary four-year degree requirements, valuing experience and nondegree training to widen access to state jobs.

S:Died in Committee Returned Bill Pursuant to SR 5-4

Main purpose

HB 177 directs the State Human Resources Commission (SHRC) to review and revise state hiring qualifications so that unnecessary educational requirements—particularly a four‑year college degree—do not exclude qualified candidates whose experience, military service, apprenticeships, trade‑school training, or other practical credentials would be sufficient for successful job performance. The overall aim is to widen access to state employment and reduce credential‑based barriers.

Key provisions

Adds a new statutory section to Chapter 126 (personnel):

SHRC must regularly assess the educational, experiential, and training requirements for each position across state agencies, departments, and institutions.
SHRC must determine when practical experience or alternative training (e.g., military service, apprenticeships, trade school) is an appropriate substitute for a four‑year degree.
SHRC must identify jobs where current requirements could be reduced.
To the extent practicable, SHRC must remove language in position descriptions that mandates a four‑year college degree when such a degree is not necessary.

Reporting requirement: beginning October 1, 2025, and annually thereafter, SHRC must report to the Joint Legislative Oversight Committee on General Government on its efforts and actions taken under this section.

Effective date: the act becomes effective when enacted into law.

Who is affected

State Human Resources Commission — charged with assessment, revision, and reporting.

State agencies, departments, and institutions — required to cooperate and update position descriptions and hiring criteria.

Job applicants — especially veterans, apprentices, trade‑school graduates, and workers with substantial on‑the‑job experience who may become eligible for more state positions.

Current employees and managers — may see revised job qualification standards and recruitment practices.

Potential impacts and considerations

Anticipated benefits: broader candidate pools; improved recruitment for hard‑to‑fill roles; greater recognition of non‑degree career pathways; potential improvements in workforce diversity and retention.

Administrative effects: SHRC and agencies will incur staff time to review classifications and update descriptions; reporting will require ongoing monitoring.

Financials: the bill text does not include an appropriation or specific cost estimate; administrative costs are likely modest and absorbed within existing HR operations.

Timeline / Procedure

SHRC must begin implementation activities immediately after enactment.

First statutorily required report due October 1, 2025; then annually.

Further changes to position qualifications occur “to the extent practicable” as a result of SHRC assessments.

This bill is intended to modernize state hiring practices by aligning required qualifications with actual job needs and by recognizing experiential and non‑degree pathways as valid qualifications for public employment.

Bill