Department of Citywide Administrative Services

NYC Admin. Code tit. 12, ch. 2

in effect

NYC Admin. Code § 12-201 City surveyors; examination, appointment of.

§ 12-201 City surveyors; examination, appointment of. a. The commissioner of citywide administrative services shall have power and it shall be his or her duty to appoint an examining board which shall serve without compensation, consisting of a chairperson, two consulting or topographical engineers in the employ of the city, and two city surveyors engaged in private practice. Such board shall formulate and conduct examinations of applicants who apply to the commissioner for appointment as city surveyors of the city of New York. Every person applying for examination shall pay an examining fee to be fixed by the commissioner. The fee so collected shall be paid into the general fund. The commissioner, as soon as practicable thereafter, shall certify to the mayor all those applicants who have qualified by successfully passing such examination. To be eligible for appointment, the applicant must be licensed by the state of New York as a land surveyor and must have a minimum of six years surveying experience within the limits of the city. b. There shall be appointed by the mayor as many city surveyors as are qualified by successfully passing such examination. Each city surveyor, before entering on his or her duties shall take an oath well and truly to perform such duties. Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 1996/059.

NYC Admin. Code § 12-202 Commissioner of citywide administrative services to conduct examinations for licenses for master plumbers.

§ 12-202 Commissioner of citywide administrative services to conduct examinations for licenses for master plumbers. The commissioner of citywide administrative services, in addition to his or her other powers and duties, shall formulate and conduct examinations to determine the merit and fitness of applicants who apply, pursuant to section 26-143 of the code, to the commissioner of health for licenses to engage in the trade, business or calling of a duly registered and licensed master plumber. The department of citywide administrative services shall keep in its office an official roster of candidates who have succeeded in passing such examinations and shall certify to the commissioner of health the names of such candidates who are successful. Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 1996/059.

NYC Admin. Code § 12-203 Assistance of committee of plumbing industry.

§ 12-203 Assistance of committee of plumbing industry. The commissioner of citywide administrative services shall call upon the plumbing industry for assistance in the preparation, conduct and rating of the practical and written examination of all persons seeking a plumber's license, pursuant to section 26-143 of the code. Such assistance shall consist of the obtaining of the services of two registered and licensed master plumbers of not less than ten years' experience as such, and one journeyman plumber of not less than ten years' experience as such, for each examination. The commissioner may also call upon duly accredited sanitary engineers or physicians to assist in the preparation and conduct of such examination. The names of such master and journeyman plumbers selected to assist the commissioner shall be publicly drawn for each examination from a panel of not less than thirty names furnished to the commissioner by a special committee to consist of one experienced master plumber representing each of the established and recognized master plumbers' associations, or branches thereof, in the five boroughs of the city, and one experienced journeyman plumber representing the established and recognized organization having jurisdiction over journeyman plumbers in the city. Such committee members shall be named once each year by the incumbent presidents or boards of directors or governors of their respective associations or organizations. No such master or journeyman plumber shall serve as such assistant oftener than once in five years. The compensation of each such person selected by the commissioner to assist in the preparation, conduct and rating of the written and practical examinations shall be fixed by the commissioner. Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 1996/059.

NYC Admin. Code § 12-204 Civil service ambassador program.

§ 12-204 Civil service ambassador program. a. Definitions. For purposes of this section, the following terms have the following meanings: Civil service. The term "civil service" means all positions in the competitive class of the city's classified service. Civil service examination. The term "civil service examination" means a competitive examination administered in accordance with the civil service law to determine the merit and fitness of applicants for the civil service. Civil service pathway. The term "civil service pathway" means any facility or program operated, funded, or contracted by the city that serves a population that the commissioner determines could benefit from access to information regarding the civil service system and civil service examinations, and includes, but is not limited to, high schools, colleges, universities, trade schools, mental health programs, social work programs, juvenile justice facilities, foster care programs, shelters, and drop-in centers. Commissioner. The term "commissioner" means the commissioner of citywide administrative services. Department. The term "department" means the department of citywide administrative services. b. The department shall establish and implement a civil service ambassador program to provide education and outreach at civil service pathways. Such education and outreach shall include, but need not be limited to, presentations conducted by current or former appointees to the civil service, and distribution of educational materials. Such education and outreach shall provide the following information, and any additional information that the commissioner determines is appropriate: 1. The benefits of joining the civil service system; 2. Requirements, instructions, and timelines applicable to civil service examinations, including examination fees and fee waivers; and 3. The post-civil service examination process, including opportunities to seek review of civil service examination results, certification of eligible candidates, interviews, and employment offers. c. The department shall conduct the presentations required by subdivision b of this section in no fewer than 10 different civil service pathways each quarter. At least 1 such presentation shall be conducted in each borough each quarter. d. The department shall make best efforts to distribute the educational materials required by subdivision b of this section to as many civil service pathways as practicable. Such materials shall be posted on the department's website. The commissioner shall review such materials on an annual basis and make updates as the commissioner deems necessary. e. No later than December 31, 2023, and annually thereafter, the commissioner shall submit to the mayor and the speaker of the council a report on the education and outreach performed pursuant to this section during the preceding fiscal year. Such report shall include, but need not be limited to, the number of presentations conducted, disaggregated by the type of civil service pathway and borough where each such presentation was conducted, and a description of any other education and outreach performed. (L.L. 2023/002, 1/7/2023, eff. 1/7/2023)

NYC Admin. Code § 12-205 Inspectors; certificate.

§ 12-205 Inspectors; certificate. The commissioner of citywide administrative services shall have sole power to examine applicants for positions as inspectors of plumbing and no person shall be appointed an inspector for plumbing who shall not have obtained a certificate from such commissioner. Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 1996/059.

NYC Admin. Code § 12-206 Eligible List Reporting.

§ 12-206 Eligible List Reporting. a. Definitions. For the purposes of this section only: 1. "Eligible list" shall mean any list established by the department of citywide administrative services after the administration of either an open-competitive or a promotional examination containing the names of persons eligible to be considered for appointment or promotion by an appointing authority in the city of New York pursuant to article four of the New York state civil service law. 2. "Promotion list" shall mean the agency-specific list established by the department of citywide administrative services after the administration of a promotional examination containing the names of persons eligible to be considered for promotion by an appointing authority in the city of New York pursuant to article four of the New York state civil service law. b. The commissioner of the department of citywide administrative services shall submit a report on an annual basis beginning in two thousand five to the mayor, comptroller, public advocate and speaker of the council of the city of New York, by the first day of June, for the previous calendar year, regarding eligible lists. Such report shall include, but not be limited to, the following: 1. each eligible list established during the reporting year by the department of citywide administrative services; 2. the dates such eligible lists were established; 3. the number of persons appointed or promoted from each eligible list and the agencies to which such appointments or promotions were made; 4. the number of persons appointed or promoted on a provisional basis during the reporting year and the agencies to which such appointments or promotions were made; 5. the number of persons who, during the reporting year, were considered and not selected three times from promotion lists; 6. the number of persons removed from eligible lists and the number of persons removed from promotion lists and the reason reported to the department of citywide administrative services by the agency for such removal; and 7. the number of persons restored to eligible lists and the number of persons restored to promotion lists after having been removed. Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 2004/050.

NYC Admin. Code § 12-207 Availability of menstrual products.

§ 12-207 Availability of menstrual products. a. Definitions. For the purposes of this section, the following terms have the following meanings: Menstrual cup. The term “menstrual cup” means a funnel-shaped device made of a reusable material such as silicone or rubber for use in connection with the menstrual cycle. Menstrual products. The term “ menstrual products” means menstrual cups, tampons, and menstrual pads for use in connection with the menstrual cycle. Temporary shelters. The term “temporary shelters” means department of homeless services family with children shelters, adult family shelters, single adult women shelters and single adult men shelters; and human resources administration domestic violence shelters and HIV/AIDS services administration (HASA) shelters. b. The department of citywide administrative services shall make available to agencies operating or having oversight of providers operating temporary shelters a supply of menstrual products sufficient to meet the needs of residents. The department shall also make available a supply of menstrual products sufficient to meet the needs of youth in secure detention facilities operated by the administration for children’s services, as well as youth in congregate care facilities operated by the administration for children’s services who are awaiting placement with a licensed foster care agency. (L.L. 2016/083, 7/13/2016, eff. 11/10/2016; Am. L.L. 2024/012, 1/6/2024, eff. 10/2/2024)

NYC Admin. Code § 12-208 Pay and employment equity data.

§ 12-208 Pay and employment equity data.* a. Definitions. As used in this section, the term "agency" means any agency, office, department, division, or bureau, the head of which holds office upon appointment of the mayor and those units within the executive office of the mayor designated by the mayor to be covered by the provisions of chapter 16 of the charter. Such term does not include agencies headed by boards, commissions, or other multi-member bodies, whether appointed by the mayor or otherwise, nor to elected officials, nor to other agencies the heads of which are appointed by officials other than the mayor or by multi-member bodies. b. No later than November 30, 2019, and on or before November 30 annually thereafter, each agency, to the extent the department of citywide administrative services does not already have such information, shall provide to the department of citywide administrative services information relevant to pay and employment equity. Such information for each current and former employee within such agency, shall be as of the date of hire and shall, to the extent such information is available, include the data set forth in paragraphs 1 through 30 of this subdivision. Such data shall include a unique identifier for each employee, other than with respect to employee benefits. Each such identifier shall be identical for each such employee across all data sets starting with the first data set provided to the council in 2024. 1. Agency; 2. Start date; 3. Start date in current civil service title; 4. Civil service title; 5. Whether the civil service title is a promotional title; 6. Union status per civil service title, including, where applicable, name of the union and job or title category of the bargaining unit; 7. Whether the civil service title is a uniformed position; 8. Salary range for such title; 9. Business title; 10. Title classification (title description); 11. Job category; 12. Career level; 13. Base salary; 14. The department of citywide administrative services occupational group code and group name; 15. Whether such employee is a managerial or supervisory employee; 16. Minimum number of years of work experience required for such position; 17. Number of years of work experience of such employee; 18. Highest level of education attained by such employee; 19. Gender; 20. Racial group; 21. Ethnicity; 22. Date of birth; 23. Whether such employee is a provisional employee; 24. Whether such employee is full-time, part-time or seasonal; 25. Change in personnel status, including but not limited to, appointed, deceased, decrease, demoted, dismissed, increase, promoted, resigned, retired, terminated and transfer; and 26. Whether such employee was previously employed by the city of New York; 27. Total amount of leave taken; 28. Total amount of overtime pay per employee, where applicable; 29. Estimated amount of annual employee benefits paid per civil service titles; and 30. All data sets made available in all prior years pursuant to this section, except that the unique identifier required by subdivision b shall only be required for data sets provided for 2024 and thereafter. c. The data collected pursuant to subdivision b shall include pedagogues of the department of education. Such data may be provided in the format in which it is retained by the department of education. d. No later than 90 days following receipt of the data collected pursuant to subdivision b of this section, the department of citywide administrative services shall provide such data to the office of data analytics. e. All agencies shall cooperate with the department as may be necessary and proper to ensure compliance with this subdivision. The department may request from any agency, including the office of payroll administration and financial information services agency, information it deems necessary to enable it to properly carry out its functions. f. The commissioner may promulgate such rules as are necessary to carry out the provisions of this section. (L.L. 2019/018, 1/20/2019, eff. 1/20/2019; Am. L.L. 2023/029, 2/21/2023, eff. 2/21/2023) Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 2019/018.

NYC Admin. Code § 12-208.1 Pay equity analysis.

§ 12-208.1 Pay equity analysis. a. Pay equity analysis report. The department of citywide administrative services, in collaboration with relevant agencies and stakeholders, shall issue 3 pay equity reports, to be provided to the mayor and the speaker of the council and made available to the public, according to the following schedule: 1. No more than 180 days after the effective date of the local law that added this section, the department of citywide administrative services shall issue a request for proposals for a pay equity analysis of the city government workforce, which shall include the creation and execution of a system to conduct such analysis; 2. Within 30 days of a contract for such analysis being entered into by the department of citywide administrative services, the commissioner of citywide administrative services shall provide to the speaker of the council a detailed written framework of the project timeline for such analysis, including relevant milestones and implementation deadlines; and 3. The first pay equity analysis report shall be due no later than 2 years after such project timeline has been provided to the speaker pursuant to paragraph 2 of this subdivision. The second and third pay equity analysis reports shall be due 1 year and 2 years, respectively, after the first report has been published. Each such report shall include: (a) A list of all civil service title codes selected pursuant to subparagraph (d) of this paragraph; (b) For each such civil service title code, the following information: (1) Number of current employees; (2) Racial, ethnic, and gender compositions of current employees; and (3) Minimum and maximum salary; (c) A description of the pay equity analysis system developed by the contractor to evaluate for pay disparities within titles; (d) An analysis of a minimum of 30 civil service tiles and a maximum of 60 civil service titles based on data for the fiscal year in which a contract was entered into by the department of citywide administrative services pursuant to this subdivision. Such civil service titles shall have at minimum 100 employees and include the 15 civil service titles that have the greatest deviation from the gender demographic found in the city. Such civil service titles shall include the 15 civil service titles that have the greatest deviation from the racial or ethnic demographic found in the city. The department of citywide administrative services may include up to 30 additional civil service titles. Such analysis shall include: (1) Collecting and reviewing relevant background information and documents; (2) Determining the criteria and a statistical methodology for analyzing such collected job information and completing a pay equity job title evaluation of selected titles; (3) Evaluating pay equity for job titles identified pursuant to subparagraph (d) of this paragraph, in accordance with such defined criteria and methodology; and (4) Preparing an initial report of findings, including recommendations for eliminating any pay disparity identified, taking into account time, cost, and alternative approaches; (e) If applicable, an estimate of the appropriations necessary to equalize pay disparities identified within evaluated titles. b. All methodologies used in the pay equity analysis required by this section shall be made available to the public. The department shall submit a copy of each pay equity analysis report required pursuant to this section to each bargaining unit. c. The department of citywide administrative services shall ensure that pay and employment equity data outlined in section 12-208 is provided to the contractor, in addition to any additional information necessary to conduct such analysis. d. Upon commencement of an individual’s employment of any individual in a title for which a pay equity report prepared pursuant to this section has been published, and at least annually thereafter, the department of citywide administrative services shall provide to each employee a written statement to inform the employee of their job title, wage rate, and how the wage is calculated and the job evaluation system used for such title. e. Collective bargaining agreements. To the extent they are covered by a collective bargaining agreement, the wages, hours and working conditions for all employees represented by an exclusive representative certified pursuant to chapter 3 of title 12 shall be governed solely by the collective bargaining agreement executed by the parties. (L.L. 2023/027, 2/21/2023, eff. 6/21/2023)

NYC Admin. Code § 12-208.2 Pay equity analysis of the private workforce.

§ 12-208.2 Pay equity analysis of the private workforce. a. Definitions. As used in this section, the following terms have the following meanings: Designated agency. The term “designated agency” means the department, office or other administrative body that is designated by the mayor pursuant to subdivision b of this section. Covered employer. The term “covered employer” means an employer with 200 or more employees. In determining the number of employees working for an employer, all employees performing work for compensation on a full-time, part-time or temporary basis shall be counted, provided that where the number of employees who work for an employer for compensation per week fluctuates, employer size may be determined by counting the highest total number of employees concurrently employed at any point during the reporting year. Employee. The term “employee” means any “employee” as defined in subdivision 2 of section 190 of the labor law who is employed for hire within the city of New York, but not including those who are employed by (i) the United States government; (ii) the state of New York, including any office, department, independent agency, authority, institution, association, society or other body of the state including the legislature and the judiciary; or (iii) the city of New York or any local government, municipality or county or any entity governed by section 92 of the general municipal law or section 207 of the county law. Employer. The term “employer” means any “employer” as defined in subdivision 3 of section 190 of the labor law, but not including (i) the United States government; (ii) the state of New York, including any office, department, independent agency, authority, institution, association, society or other body of the state including the legislature and the judiciary; or (iii) the city of New York or any local government, municipality or county or any entity governed by general municipal law section 92 or county law section 207. b. Pay report. 1. No later than 1 year after the effective date of the local law that added this section, the mayor shall designate an agency that shall conduct a pay equity study of the private workforce, which shall include the creation and execution of a system to collect the information required under this section from covered employers. 2. No later than 1 year after an agency is designated to conduct the pay equity study pursuant to paragraph 1 of this subdivision, such agency shall develop a standardized fillable form, which may be electronic or web-based, for covered employers to submit pay reports pursuant to paragraph 3 of this subdivision. The designated agency shall design the form such that all required fields must be completed prior to submission. The designated agency shall provide an option for covered employers to submit the form anonymously, provided however that the signed statement required pursuant to subdivision c of this section shall identify such covered employer. 3. No later than 1 year after the designated agency publishes the standardized form pursuant to paragraph 2 of this subdivision, and annually thereafter, all covered employers shall submit to the designated agency a pay report. Such pay report shall include current information corresponding with the categories of information required by the equal employment opportunity commission in the EEO-1 component 2 reporting requirements for reporting years 2017 and 2018, provided however that the designated agency may adopt modifications including but not limited to inclusion of reporting options accounting for different gender identities. Such pay report shall also include an option for a covered employer to provide explanatory remarks regarding any of the information contained in the report. No such pay report shall require the covered employer to provide an individual employee’s personal information to the designated agency. c. Statement of accuracy of information. Each covered employer shall separately submit to the designated agency a signed statement by an authorized agent of the covered employer confirming the submission of the pay report and the accuracy of the information contained in such report. d. Publication. The designated agency shall publish annually on its website a list of the covered employers that are not in compliance with subdivision c of this section, provided that the designated agency shall not publish on such list a name of any covered employer who was not first notified of their noncompliance and provided at least 30 days to comply. e. Study. No later than 1 year after covered employers submit their pay reports to the designated agency pursuant to paragraph 3 of subdivision b of this section, and annually thereafter, the designated agency, in collaboration with the commission on gender equity and other relevant agencies, shall conduct a pay equity study. Such study shall evaluate the data contained in the pay reports submitted by covered employers pursuant to this section in order to evaluate whether there are disparities in compensation among employees based on gender and race or ethnicity, and if so, identifying industries where disparities may be prevalent and any trends in occupational segregation based on gender and race or ethnicity. f. Findings. 1. No later than 6 months after the designated agency conducts a pay equity study pursuant to subdivision e of this section, the designated agency shall deliver the findings of the study required by subdivision e to the mayor and the speaker of the city council. Such findings shall include, at a minimum: (a) An analysis of the data collected pursuant to such study, including but not limited to a statement of any disparities identified through such study; (b) A description of every statistical methodology used to analyze such data; and (c) Recommendations regarding employer action plans for addressing any disparities identified through such study. 2. The designated agency shall make public the recommendations provided under subparagraph c of paragraph 1 of this subdivision. g. The designated agency shall publish the data contained in the pay reports submitted by covered employers in the aggregate, and only in a manner that does not reveal any particular covered employer’s or employee’s identifying information. h. Penalties. 1. Any covered employer who violates subdivision c of this section shall be liable for a civil penalty as follows: (a) For the first offense, a covered employer that violates subdivision c of this section shall be subject to a written warning for such violation if such employer provides, within 30 days of the service of summons, documentation indicating that such violation has been cured. For such first offense, an employer shall be subject to a civil penalty of $1,000 if such employer does not provide such documentation within 30 days of the service of summons. (b) For any subsequent offense, a covered employer that violates subdivision c of this section shall be subject to a civil penalty of $5,000. (L.L. 2025/173, 12/4/2025, eff. 12/4/2025; Am. L.L. 2025/174, 12/4/2025, eff. 12/4/2025)

NYC Admin. Code § 12-209 Availability of diapers and baby wipes.

§ 12-209 Availability of diapers and baby wipes. a. Definitions. For the purposes of this section, the following terms have the following meanings: Child care center. The term "child care center" means a program regulated by article 43 or article 47 of the New York city health code and that is contracted by the administration for children's services or contracted and funded by the department of education. Covered entity. The term "covered entity" means a child care center, domestic violence shelter, family justice center, LYFE program, or temporary shelter. Domestic violence shelter. The term "domestic violence shelter" means an emergency shelter for domestic violence survivors managed by or under a contract or similar agreement with a city agency and subject to section 459-b of the social services law or a tier II shelter for domestic violence survivors managed by or under a contract or similar agreement with a city agency and subject to the provisions of part 900 of title 18 of the New York codes, rules, and regulations. Family justice center. The term "family justice center" means a center and any successor location through which the office to end domestic and gender-based violence or a successor entity provides services to victims of domestic and gender-based violence. LYFE programs. The term "LYFE programs" means the living for the young family through education (LYFE) programs operated by the department of education to provide early childhood education to children of student parents. Temporary shelter. The term "temporary shelter" means a facility with the capacity to shelter families with children operated by or under contract or similar agreement with the department of homeless services and the department of youth and community development. b. The department of citywide administrative services shall make available to agencies operating or contracting with a covered entity, a supply of diapers and baby wipes, for children three years old and younger, sufficient to meet the needs of residents or recipients utilizing services at such covered entity, when such residents or recipients are present at such covered entity. Each covered entity shall provide readily visible signage or other written notice, in at least each of the designated citywide languages, as such term is defined in section 23-1101, to all such residents or recipients, informing them of the availability of such diapers and baby wipes. (L.L. 2018/182, 11/17/2018, eff. 3/17/2019; Am. L.L. 2019/038, 2/24/2019, eff. 2/24/2019; Am. L.L. 2021/023, 2/28/2021, eff. 5/29/2021)

NYC Admin. Code § 12-210 Dissemination of occupational safety and health information during a public health emergency.

§ 12-210 Dissemination of occupational safety and health information during a public health emergency. a. Definitions. For purposes of this section, the following terms have the following meanings: City agency. The term "city agency" means: (i) any agency as such term is defined in section 1150 of the New York city charter, the head of which is appointed by the mayor; and (ii) any agency as such term is defined in section 1150 of the New York city charter headed by a board, commission or other multi-member body, where a majority of such body's members are appointed by the mayor. Citywide office of occupational safety and health. The term "citywide office of occupational safety and health" means the office within the department of citywide administrative services responsible for providing oversight to city agencies in environmental and occupational safety and health to ensure compliance with federal, state and local regulations or any successor office that carries out the same or substantially similar functions. Occupational safety and health agency. The term "occupational safety and health agency" means any federal, state or city agency or office that issues guidance related to occupational safety and health, including the federal occupational safety and health administration, the public employee safety and health bureau, the federal centers for disease control and prevention, the national institute for occupational safety and health and the department of health and mental hygiene. Public health emergency. The term "public health emergency" means any time during which, due to a threat to public health, a state of emergency has been declared by the governor pursuant to section 28 of the executive law or by the mayor pursuant to section 24 of the executive law or a public health emergency has been declared by the commissioner of health and mental hygiene pursuant to subdivision d of section 3.01 of the New York city health code. Safety and health coordinator. The term "safety and health coordinator" means the person at a city agency who is primarily responsible for occupational safety and health within the city agency. b. During any public health emergency, the citywide office of occupational safety and health shall monitor all occupational safety and health agencies for the issuance of guidance regarding occupational safety and health related to the public health emergency. This guidance shall include, without limitation, any guidance on hazard assessment, hygiene, social distancing, identification and isolation of sick employees, return to work after illness or exposure, physical and administrative controls, workplace flexibility, training and anti-retaliation practices. Within 24 hours of the issuance of any such guidance, the citywide office of occupational safety and health shall deliver said guidance by electronic mail to the safety and health coordinator at each city agency. c. Within 24 hours of receipt of any occupational safety and health guidance from the citywide office of occupational safety and health during a public health emergency, each safety and health coordinator shall: 1. Post such guidance in the workplace next to the poster required pursuant to section 801.47 of title 12 of the New York codes, rules and regulations; 2. Deliver such guidance by electronic mail to each employee of the city agency; 3. Prepare and deliver by electronic mail a summary of the guidance to each employee of the city agency. Such summary shall be tailored so as to highlight the guidance that is most relevant to employees holding a particular position, or a category of positions, within the city agency; and 4. Provide to each employee any education or training necessary to ensure the proper application of the latest guidance issued by the citywide office of occupational safety and health. (L.L. 2021/023, 2/28/2021, eff. 5/29/2021)

NYC Admin. Code § 12-211 Notice regarding student loan forgiveness programs.

§ 12-211 Notice regarding student loan forgiveness programs. a. For purposes of this section, the term "city agency" means an agency established by the charter and any other agency designated by the mayor for purposes of this section. b. Requirement to prepare notice. The commissioner of citywide administrative services shall prepare, in consultation with the commissioner of the department of consumer and worker protection, a notice for employees of city agencies regarding the availability of federal and state student loan forgiveness programs. The commissioner shall make the notice available on the website of the department of citywide administrative services in a downloadable format. c. Required information. The notice required pursuant to subdivision b shall: 1. Include, but need not be limited to, notice that an employee of a city agency may be eligible for loan forgiveness under a federal or state student loan forgiveness program; 2. Provide the official website address for each program; and 3. Encourage each employee or applicant for employment to review carefully the information provided on the websites to determine eligibility for such programs and the procedures for application. d. Provision of notice to agency heads. The commissioner shall make the notice prepared pursuant to subdivision b of this section available to the heads of city agencies to share with employees and applicants for employment at such agencies. e. Provision of notice to employees and applicants for employment. The head of each city agency shall provide the notice prepared pursuant to subdivision b: 1. To an individual who begins employment at the applicable city agency after the effective date of this section, within five days of beginning such employment; 2. To an individual already employed at the city agency on the effective date of this section, within fifteen days of such effective date; and 3. In advertisements for employment with the city agency, where appropriate. (L.L. 2022/013, 1/9/2022, eff. 4/9/2022)

NYC Admin. Code § 12-212 Public service corps program.

§ 12-212 Public service corps program. a. Definitions. For purposes of this section, the following terms have the following meanings: Commissioner. The term "commissioner" means the commissioner of citywide administrative services. Department. The term "department" means the department of citywide administrative services. Public service corps program. The term "public service corps program" means a program pursuant to which undergraduate and graduate students may participate in internships at agencies. b. The department shall administer a public service corps program. c. In administering such program, the department shall make efforts to recruit students from diverse backgrounds and offer internships at a broad range of agencies. d. No later than August 30 of each year, beginning in the year 2024, the commissioner shall submit a report to the speaker of the council and the mayor regarding the administration of the public service corps program during the preceding fiscal year. Such report shall include, but need not be limited to: 1. A description of the steps the department took to recruit students from diverse backgrounds; 2. A description of the steps the department took to identify internship opportunities and offer internships at a broad range of agencies; 3. The total number of students who participated in the program; 4. The number of students who participated in the program disaggregated by race or ethnicity, gender and academic institution; and 5. For each agency to which an intern was assigned, the total number of interns assigned to such agency. (L.L. 2023/004, 1/7/2023, eff. 4/7/2023)

NYC Admin. Code § 12-213 Data on applicants for civil service examinations and admission and graduation statistics from agency training programs.

§ 12-213 Data on applicants for civil service examinations and admission and graduation statistics from agency training programs. a. No later than January 1, 2024, and each January 1 thereafter, the department of citywide administrative services shall submit to the mayor and the speaker of the council a report containing the following information for the prior fiscal year: 1. The total number of applicants for open-competitive civil service examinations, promotion civil service examinations, and qualified incumbent examinations, and the number of such applicants who: (a) Took the computer-based multiple-choice portion of such examination; (b) Achieved a passing score on the computer-based multiple-choice portion of such examination; (c) Took the computer-based rated education and experience portion of such examination; (d) Achieved a passing score on the computer-based rated education and experience portion of such examination; (e) Were invited to take the physical portion of such examination, if applicable; (f) Took or began to take the physical portion of such examination, if applicable; (g) Passed the physical portion of such examination, if applicable; (h) Were certified on an eligible list, if applicable; (i) Accepted any appointment to a position that was offered; and (j) For promotion lists, were on an existing eligible candidate list; 2. For each agency training program that is required for, or relevant to, an applicant's appointment to a position based on an open-competitive civil service examination or a promotion civil service examination, the name of the agency training program, the total number of applicants enrolled in such program, and the number of applicants who: (a) Completed the program; (b) Passed and graduated from the program, if applicable; (c) Passed but did not graduate from the program, if applicable; (d) Did not pass or graduate from the program, if applicable; (e) Accepted any appointment offered based on graduation from the program, if applicable; 3. All information received by the department of citywide administrative services pursuant to subdivision c of this section; and 4. A written analysis based upon the information required by paragraphs 1, 2, and 3 of this subdivision that evaluates the department's efforts to provide equal opportunity for a diverse universe of municipal employees and applicants for employment. b. All data reported pursuant to subdivision a of this section shall be aggregated by borough, and disaggregated by gender and by race or ethnicity. c. Each agency shall collect and submit to the department of citywide administrative services by August 31, 2023, and annually thereafter, the following information for the prior fiscal year: 1. Expenditures related to recruiting candidates for open-competitive civil service examinations and promotion civil service examinations. Such expenditures shall be aggregated citywide and disaggregated by borough; 2. A list of recruiting events, including location, held by the agency to promote open-competitive civil service examinations; and 3. A list of any preparatory materials developed for applicants or potential applicants for open-competitive civil service examinations or promotion civil service examinations. d. No report required pursuant to this section shall contain personally identifiable information. If any category requested contains between 1 and 5 individuals, the number of such individuals shall be replaced with a symbol. A category that contains 0 individuals shall be reported as 0. (L.L. 2023/028, 2/21/2023, eff. 6/21/2023)

NYC Admin. Code § 12-214 Donation of surplus computer equipment.

§ 12-214 Donation of surplus computer equipment. a. Definitions. As used in this section, the following terms have the following meanings: Beneficial use. The term “beneficial use” means the use of equipment by an eligible organization for an educational or other public purpose, provided that such organization has a demonstrated need for such equipment; and provided further that such use shall not include religious worship, instruction, or proselytization. Computer. The term “computer” means a desktop computing device, a laptop, or other portable computing device, containing a central processing unit and any peripheral components that are connected to the central processing unit such that they may reasonably be viewed functionally as a single unit, including but not limited to motherboards, RAM, hard drives, or other storage devices, video or sound cards, and computer cases. Department. The term “department” means the department of citywide administrative services. Eligible organization. The term “eligible organization” means a public school, public library, other public or private educational institution, and a not-for-profit institution serving persons with disabilities, senior citizens, or low income individuals. Equipment. The term “equipment” means a computer and its associated peripheral components, and other electronic devices that operate with or can be operated by a computer, including but not limited to floppy disk drives, CD drives, USB drives, printers, modems, networking devices, scanners, monitors, and the cables or wiring required to connect a computer with the computer equipment. Surplus. The term “surplus” means equipment that is no longer in use, and not needed for use, by any agency. b. The department shall, by rule, implement a process through which the department shall donate, at no cost except for any reasonable shipping and handling fees, surplus equipment to eligible organizations for beneficial use. Such process shall include, at a minimum: 1. Public notification of the department’s intent to donate surplus equipment, a description of such surplus equipment, and the total shipping and handling fees, if any, for the delivery of such equipment; and 2. The opportunity for eligible organizations to submit to the department a specific plan for the beneficial use of such equipment. c. The department shall not donate surplus equipment to an eligible organization unless such organization provides to such department a specific plan for the beneficial use of such surplus equipment. The department shall specify, by rule, how to determine priority when multiple eligible organizations provide such specific plan for the beneficial use of such equipment, except that public schools and libraries shall receive first priority. Such rule shall require consideration of the following factors: 1. Whether the beneficial use of such equipment facilitates services to the public for low or no cost; 2. Whether the beneficial use of such equipment will serve communities that are under-serviced or have difficulty receiving services; 3. In the event that an eligible organization has previously received a donation of surplus equipment, whether such organization has utilized such equipment to fulfill the beneficial use for which it was donated; 4. Whether an eligible organization has a greater need for a donation of surplus equipment due to its limited size as compared to other eligible organizations; and 5. Any other factor that the department deems relevant. d. Notwithstanding subdivision c of this section, the department shall endeavor to donate surplus equipment that is in need of repair or restoration to an eligible organization, if any, that intends to use the repair or restoration of such equipment in the training of its students. Upon such repair or restoration, such organization may retain such equipment or may return it to the department for donation to another eligible organization pursuant to the process established in subdivision b of this section. e. The department may auction or otherwise dispose of surplus equipment pursuant to chapter 5 of title 55 of the rules of the city of New York, or successor rule, provided that no eligible organization has provided a specific plan for the beneficial use of such surplus equipment over the course of one year. Nothing in this section shall be construed to require the department to donate equipment where the department determines, upon consideration of the factors identified in paragraphs 1 through 5 of subdivision c of this section, that no eligible organization has demonstrated that it intends to use such equipment for a predominant public purpose in which any private benefit is merely incidental. f. The donation of any equipment pursuant to this section shall comply with section 10-504. g. Nothing in this section shall be construed to create any substantive or procedural right or benefit enforceable by law by a party against the city, its officers, or its employees. h. No later than June 1, 2024, and annually thereafter, the department shall submit to the mayor and the speaker of the council a report on its donations of surplus equipment, including a list of each donation made during the reporting period; the number and type of surplus equipment comprising each donation; the estimated free market value of each donation; the identity and location of the recipient of the donation; a summary of the specific plan submitted by the recipient of the donation; summaries of specific plans of each eligible organization where multiple eligible organizations provided a specific plan for such surplus equipment; and the factors that weighed in favor of the eligible organization that received the donation. The report shall be disaggregated by the borough of each recipient of the donation and by any other factors that may be appropriate. (L.L. 2023/081, 6/25/2023, eff. 10/23/2023)

NYC Admin. Code § 12-215 Civil service examinations for justice-involved individuals.

§ 12-215 Civil service examinations for justice-involved individuals. a. Definitions. For purposes of this section, the term “justice-involved individual” means an individual who has been arrested, prosecuted, or incarcerated. b. The commissioner, in collaboration with the commissioner of correction, shall make available information regarding the city’s administration of civil service examinations to individuals incarcerated for a period of 10 days or longer in any city correctional facility. Such information shall include basic or introductory civil service information sessions; information regarding the examination process, including how to apply for an examination; and any existing schedule of civil service examinations. The department shall conduct presentations with information regarding civil service examinations and the appointment process to such individuals quarterly. c. The department may offer to waive the fee for a civil service examination for any individual who sits for such examination while incarcerated in a city correctional facility and for any individual who applies for such examination during the 12-month period after being released from the custody of the department of correction. d. The department shall coordinate with the office of criminal justice and city-contracted programs that serve justice-involved individuals to conduct presentations and make written materials available for individuals enrolled in such services. Such presentations and materials shall contain information regarding civil service examinations and the civil service appointment process. e. No later than January 31, 2025, and annually thereafter, the commissioner, in collaboration with the commissioner of correction and the coordinator of criminal justice, shall submit to the mayor and the speaker of the council and shall post conspicuously on the department’s website an annual report regarding any civil service examinations administered pursuant to subdivision a of section 9-164 and related programming administered pursuant to this section. Each such report shall include the following information for the previous fiscal year, when applicable and not otherwise prohibited by law: 1. The number of individuals who sat for a civil service examination while incarcerated in a city correctional facility, disaggregated by the corresponding civil service title; 2. The number of individuals who sat for a civil service examination within 12 months of release from the custody of the department of correction, disaggregated by the corresponding civil service title; 3. The number of individuals who participated in a civil service examination information session while incarcerated in a city correctional facility; 4. The number of individuals enrolled in a city-contracted program that serves justice-involved individuals who sat for a civil service examination, disaggregated by the corresponding civil service title; and 5. The number of individuals enrolled in a city-contracted program that serves justice-involved individuals who attended a civil service examination information session. (L.L. 2023/113, 8/13/2023, eff. 8/13/2023) Editor's note: For related unconsolidated provisions, see Appendix A at L.L. 2023/113.

NYC Admin. Code § 12-216 Exit surveys and interviews.

§ 12-216 Exit surveys and interviews. a. Definitions. For purposes of this section, the following terms have the following meanings: Commissioner. The term “commissioner” means the commissioner of citywide administrative services. Department. The term “department” means the department of citywide administrative services. Resigning employee. The term “resigning employee” means an employee who has provided notice of resignation from city civil service, but does not include a retiring employee. Retiring employee. The term “retiring employee” means an employee who has provided notice of retirement from city civil service. b. No later than January 1, 2024, each agency shall provide to the department copies of any exit surveys or policies that such agency administers in relation to resigning or retiring employees. c. Upon consideration of any exit surveys or policies received from agencies pursuant to subdivision b of this section, the commissioner shall create a comprehensive exit survey and interview protocol for resigning employees and retiring employees. Such survey and interview protocol shall include, but not be limited to, questions designed to elicit the information required pursuant to subdivision f of this section, including details regarding the quality of the employee’s experience during their employment in city civil service and the employee’s reasons for resigning or retiring from city civil service. d. 1. Agencies shall offer electronic exit surveys created pursuant to subdivision c of this section to all resigning employees and retiring employees, to be completed on a voluntary basis. 2. Agencies shall make best efforts to offer to conduct exit interviews pursuant to the protocol required by subdivision c to as many resigning employees and retiring employees as practicable throughout the reporting period, and in accordance with the following: (a) Each agency with 100,000 employees or more shall offer an exit interview to no fewer than 20 percent of such employees; (b) Each agency with no fewer than 50,000 employees and no more than 99,999 employees shall offer an exit interview to no fewer than 40 percent of such employees; and (c) Each agency with fewer than 50,000 employees shall offer an exit interview to all such employees. 3. Exit surveys and interviews shall be offered to resigning employees or retiring employees no later than 1 week before the last day of employment of such resigning employee or retiring employee and, if such employee elects to participate in such survey or interview, shall be conducted on or before such employee’s last day of employment. e. No later than September 15, 2024, and on or before September 15 annually thereafter, each agency shall provide to the department and the equal employment practices commission data from the exit surveys and interviews administered pursuant to subdivision d of this section in a form and manner to be determined by the commissioner. f. No later than March 30, 2025, and by March 30 annually thereafter, the department shall submit to the equal employment practices commission and to the speaker of the council: (i) a copy of the comprehensive exit survey and interview protocol required by subdivision c of this section and (ii) a report regarding responses from exit surveys and interviews administered during the reporting period pursuant to this section. Such report shall include, but need not be limited to: 1. The following information on resigning employees and retiring employees for the prior calendar year, disaggregated by agency, civil service title, business title, title classification, managerial status, as applicable, and status as resigning employee or retiring employee: (a) The number of such employees; (b) The number of such employees who were offered to complete an exit survey; (c) The number of such employees who were offered an exit interview; (d) The number of such employees who completed an exit survey; and (e) The number of such employees who completed an exit interview. 2. A summary and analysis of information obtained from exit surveys and interviews administered to resigning employees and retiring employees in the prior calendar year. Such summary and analysis shall make best efforts to address the reasons for resignation or retirement given by surveyed and interviewed employees, which may include, but are not limited to: career change; decision to pursue further education; remote work policies; leave policies; caregiving responsibilities; wages and other compensation; conflict with colleagues; conflict with management; perceived unsafe working conditions; concerns about possible harassment or discrimination; workload; loss of city residency; and commute time. (L.L. 2023/130, 10/15/2023, eff. 10/15/2023)

NYC Admin. Code § 12-217 Promotion examinations.

§ 12-217 Promotion examinations. a. Definitions. For purposes of this section, the following terms have the following meanings: Collateral line employee. The term “collateral line employee” means an employee holding a lower grade competitive class title in a related or collateral line of promotion of a vacant position in a competitive class title, as determined by the commissioner. Commissioner. The term “commissioner” means the commissioner of citywide administrative services. Comparable position employee. The term “comparable position employee” means an employee holding a competitive class title that is comparable to a title held by a direct line employee or collateral line employee, as determined by the commissioner. Department. The term “department” means the department of citywide administrative services. Direct line employee. The term “direct line employee” means an employee holding a lower grade competitive class title in direct line of promotion of a vacant position in a competitive class title, as determined by the commissioner. b. The commissioner shall post conspicuously on the department’s webpage dedicated to the city civil service and submit to the mayor and the speaker of the council a report that contains information in relation to the department’s administration of promotion examinations pursuant to sections 51 and 52 of the civil service law. Each such report shall be posted no later than January 31, 2026, and January 31 of each even-numbered year thereafter, and shall contain the information required by this section for the previous 2-year period. c. For each vacancy in a competitive class title that may be filled by promotion and that the city attempts to fill, the following information shall be reported, as far as practicable, pursuant to this section: 1. The titles held by: (a) Direct line employees; (b) Collateral line employees; and (c) Comparable position employees; 2. The gender and racial or ethnic demographics of such: (a) Direct line employees; (b) Collateral line employees: and (c) Comparable position employees; 3. The determination required by subdivision 1 of section 52 of the civil service law that: (a) It was practicable to fill such vacancy from among direct line employees; or (b) It was impracticable or against the public interest to limit eligibility for promotion to such vacancy to direct line employees; 4. For each such determination and where applicable, the factors considered upon making such determination including, but not limited to: (a) Whether or not expanding eligibility for promotion to collateral line employees or comparable position employees would promote greater diversity in the career advancement of employees, and if not, why not; and (b) Whether or not the prescription of minimum training and experience qualifications for eligibility for promotion would promote greater diversity in the career advancement of employees, and the minimum training and experience qualifications considered for prescription, and if not, why not; 5. For each such vacancy filled by open competitive examination pursuant to section 51 of the civil service law: (a) The appointing officer who submitted a written request to the commissioner to conduct an open competitive examination for filling such vacancy instead of a promotion examination, and the stated reasons for such request; (b) Whether or not any employee submitted a written request to the commissioner for a promotion examination rather than an open competitive examination, and the reasons why such employee believes it to be practicable and in the public interest to fill such vacancy by promotion examination; and (c) The factors upon which the commissioner’s determination to conduct an open competitive examination instead of a promotion examination was based. (L.L. 2024/077, 7/6/2024, eff. 7/6/2024)

NYC Admin. Code § 12-218 Workplace culture surveys.

§ 12-218 Workplace culture surveys. a. Definitions. As used in this section, the following terms have the following meanings: Commissioner. The term “commissioner” means the commissioner of citywide administrative services. Department. The term “department” means the department of citywide administrative services. Workplace culture. The term “workplace culture” means an agency’s workplace environment and atmosphere as perceived by its employees, including but not limited to, shared values and beliefs, employee attitudes, relationships between colleagues, relationships between managers or supervisors and subordinates, job duties, perceptions of equitable pay, and working conditions. b. No later than July 1, 2025, the commissioner shall create a workplace culture survey to be administered online, the responses to which shall be confidential. Such survey shall be designed to elicit information related to workplace culture. Survey instructions shall emphasize that employee responses will remain confidential, not be shared with managers or supervisors for any purpose, including, but not limited to, performance evaluation or employee discipline, and be used only by the department to report a summary analysis without including any information identifying any employee. Such survey shall include, but need not be limited to, questions designed to elicit: 1. The employee’s views on their agency’s workplace culture; 2. The employee’s views on their agency’s management practices; 3. Whether the employee has considered pursuing a managerial or supervisory role within their agency; 4. The employee’s perceived barriers to promotion, if any; 5. The employee’s views on diversity and equity within their agency; 6. Any workplace culture or equity-related concerns that may cause the employee to consider departing from their position or agency; and 7. The employee’s views on any improvements that could be made to the agency workplace culture. c. No later than September 1, 2025, and September 1 of each odd-numbered year thereafter, the department shall coordinate with agencies to distribute a link to the survey required by subdivision b of this section to all employees, to be completed on a voluntary basis. d. No later than January 1, 2026, and January 1 of each even-numbered year thereafter, the commissioner shall submit to the mayor, the speaker of the council, the head of each agency, and the equal employment practices commission a report summarizing, at a minimum, the information received from the surveys administered pursuant to subdivision c of this section, disaggregated by agency. Such report shall not contain any information identifying any employee. (L.L. 2024/076, 7/6/2024, eff. 7/6/2024)

NYC Admin. Code § 12-219 Civil service examination waivers.

§ 12-219 Civil service examination waivers. a. Definitions. For purposes of this section, the following terms have the following meanings: Civil service examination. The term “civil service examination” means a competitive examination administered in accordance with the civil service law to determine the merit and fitness of applicants for the civil service. Department. The term “department” means the department of citywide administrative services. High school. The term “high school” means any school located in the city of New York that contains any combination of grades from and including grade 9 through grade 12. OSIS identification number. The term “OSIS identification number” means the unique nine-digit identification number assigned to all students attending a school of the city school district of the city of New York. Student. The term “student” means any pupil who does not have a high school diploma and who is enrolled in a high school. Verifiable form of identification. The term “verifiable form of identification” means an OSIS identification number or other documentation identifying an individual as a high school student. b. The department may waive the fee for a civil service examination for any individual who meets one of the following conditions at the time of filing for the examination: 1. The individual is a high school student who provides a verifiable form of identification; or 2. The individual has not previously filed for a civil service examination administered by the department. (L.L. 2025/057, 5/10/2025, eff. 7/1/2026)

NYC Admin. Code § 12-220 Promotion of civil service examinations.

§ 12-220 Promotion of civil service examinations. a. Definitions. As used in this section, the term “LinkNYC kiosk” means a public communications structure, on which advertising is permitted pursuant to a franchise agreement with the city. b. The commissioner of citywide administrative services shall conduct an advertising campaign to promote civil service examinations throughout the city. Such campaign shall include promotion through social media; agency websites; online advertising; and advertising on television, radio, public transportation, or LinkNYC kiosks. (L.L. 2025/192, 12/25/2025, eff. 12/25/2025)

NYC Admin. Code § 12-221 Training regarding legislative process and parliamentary procedure for certain community institutions.

§ 12-221 Training regarding legislative process and parliamentary procedure for certain community institutions. a. Definitions. For purposes of this section, the following terms have the following meanings: Business improvement district. The term “business improvement district” means a business improvement district established pursuant to chapter 4 of title 25 of the administrative code. Community district education council. The term “community district education council” means a community district education council as defined in section 2590-a of the education law or any successor entity. Designated agency. The term “designated agency” means an agency or office designated by the mayor, the head of which is appointed by the mayor. “Designated agency” may include the civic engagement commission provided that such commission consents to such designation. District management association. The term “district management association” has the same meaning as set forth in section 25-402. Precinct community council. The term “precinct community council” means a group of individuals organized through the police department that works for the enhancement of relations between the police and the community in each police precinct. b. Distribution of training materials. Within 30 days of receipt of the training materials provided pursuant to paragraph 2 of subdivision a of section 3-511, the designated agency or agencies shall distribute such materials to members of precinct community councils, members of community district education councils, and to the boards of directors of district management associations for business improvement districts. c. Training. Beginning July 1, 2026, and annually thereafter, the designated agency or agencies shall provide training based on materials distributed pursuant to subdivision b of this section. Such training shall be provided to members of precinct community councils, members of community district education councils, and to the boards of directors of district management associations for business improvement districts. (L.L. 2025/197, 12/25/2025, eff. 12/25/2025)

NYC Admin. Code § 12-222 Distribution of information relating to civil service positions at city university of New York.

§ 12-222 Distribution of information relating to civil service positions at city university of New York. a. Definitions. As used in this section, the term “department” means the department of citywide administrative services. b. No later than July 1, 2026, and annually thereafter, the department shall provide materials to the city university of New York for the purpose of sharing such materials with students, prospective students, and graduates. Such materials shall include, but need not be limited to, the following information: 1. General information about the city’s civil service process, including the related application process, hiring system, descriptions of any examinations required and the scoring process for such examinations; 2. Where practicable, in consultation with the city university of New York, descriptions of any related programs and initiatives available to students, prospective students, and recent graduates, eligibility for such programs and initiatives, and instructions on how to apply for such programs and initiatives; 3. A link or the web address to the civil service examination page on the department’s website, with a note that this online page contains additional and up-to-date information about examination locations and timing and job eligibility requirements and a link to the exam schedules; and 4. Any other information the department deems relevant. c. The department shall provide the materials required by subdivision b of this section to the city university of New York, to be shared with students, prospective students, and graduates. The department shall ensure that such materials are provided to the city university of New York electronically to be posted online and distributed at every campus of the city university of New York. d. The department shall post on its website the information about the city’s civil service process as required by subdivision b of this section. (L.L. 2025/191, 12/25/2025, eff. 1/24/2026)

Source: City of New York, Charter, Administrative Code and Rules (American Legal Publishing XML export, codelibrary.amlegal.com)URL: https://codelibrary.amlegal.com/codes/newyorkcity/latest/NYCadmin/0-0-0-228049Fetched: 10/24/2026