reglab/statecodes huggingface dataset:
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.5 - IN-SERVICE MOVEMENT › Section 27-110-5.5.4 - Lateral Transfer (Intra-Agency)

Current through June 25, 2024
When requesting the lateral transfer (within agency/master
					 agency) of a state service employee to a position in state service, the
					 following shall be in effect:
A. Only
				  lateral transfers in which the employee is changing job classifications will be
				  considered. An agency may request in writing that the MSPB Executive Director,
				  or his or her designee, waive this policy in certain limited
				  circumstances.
B. A valid
				  performance review rating shall be required prior to processing the personnel
				  transaction.
C. Laterally
				  transferred employees retain their status date (except as otherwise stated in
				  Section 2.1.1 ) and
				  hire date in the new position to which transferred.
D. OSR will create a new 365-day performance
				  review period beginning the effective date of the personnel
				  transaction.
E. The following
				  documentation is to be submitted with a lateral transfer (intra-agency) request
				  if the transfer is to a different job classification:
1. The actioned Referred List, where
				  applicable; and
2. A completed
				  State of Mississippi Application, where applicable.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.5 - IN-SERVICE MOVEMENT › Section 27-110-5.5.5 - Lateral Transfer (Inter-Agency)

Current through June 25, 2024
When requesting the lateral transfer (inter-agency) for a
					 state service employee to a competitive or non-competitive position in state
					 service, the following shall be in effect:
A. The requested effective date may be as
				  follows:
1. Competitive State Service -
				  effective any time during the month, provided it is no earlier than the date
				  the Referred List was issued.
2.
				  The effective date for a non-competitive/exempt lateral transfer will be the
				  date the individual begins work. Employees hired into those job classifications
				  and positions exempt from the selection process pursuant to MSPB action or by
				  the nature of their service type (part-time and time-limited positions) must
				  meet the selection criteria. The request must be received by MSPB within the
				  same month the individual begins work.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.5 - IN-SERVICE MOVEMENT › Section 27-110-5.5.6 - Demotional Transfers

Current through June 25, 2024
An employee may be demoted because of inadequate
					 performance, disciplinary reasons, a reduction-in-force, or voluntarily. When
					 the affected employee is a state service status employee, written notice of
					 intent to affect any demotion and the reason for such action shall be given to
					 the employee at least ten working days prior to the effective date of the
					 demotion. All actions adversely affecting compensation or employment status
					 require that the state service status employee be given an opportunity for a
					 conference with the appointing authority or designated representative and to
					 respond in writing prior to any such action.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.5 - IN-SERVICE MOVEMENT › Section 27-110-5.5.7 - Demotional Transfer (Intra-Agency)

Current through June 25, 2024
When requesting the demotional transfer (intra-agency) of
					 an employee (voluntary or for cause), the following shall be in effect:
A. A valid performance review rating shall be
				  required prior to processing the transaction as requested from the
				  agency.
B. Demoted employees retain
				  status date (except as otherwise stated in section
				  2.1.1 ) and hire date in the new
				  position to which demoted.
C. OSR
				  will create a new 365-day performance review period beginning the effective
				  date of the personnel transaction.
D. The following documentation is to be
				  submitted with a demotional transfer (intra-agency) request:
1. A completed State of Mississippi
				  Application;
2. A statement signed
				  by the employee acknowledging the demotion (voluntary only) or a statement from
				  the agency that the demotion is disciplinary (non-voluntary); and
3. Detailed justification if demotion with
				  extraordinary circumstances is requested. After the demotion process is
				  complete, display the action and press F5 to add notes describing the need to
				  retain the employee's current salary.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.5 - IN-SERVICE MOVEMENT › Section 27-110-5.5.8 - Demotional Transfer (Inter-Agency)

Current through June 25, 2024
When requesting a demotional transfer (inter-agency), the
					 following shall be in effect:
A. The
				  requested effective date shall be as follows:
1. Competitive State Service - effective any
				  time during the month provided it is no earlier than the date the Referred List
				  was issued.
2. The effective date
				  for a non-competitive/exempt demotional transfer (inter-agency) will be the
				  date the individual begins work. Employees hired into those job classifications
				  and positions exempt from the selection process pursuant to MSPB action or by
				  the nature of their service type (part-time and time-limited positions) must
				  meet the selection criteria. The request must be received by MSPB within the
				  same month the individual begins work.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.5 - IN-SERVICE MOVEMENT › Section 27-110-5.5.9 - Dual Transfer (Intra-Agency)

Current through June 25, 2024
When transferring positions between two current employees,
					 the applicable preceding policies, rules, and procedures governing promotions,
					 lateral transfers, and/or demotions shall apply.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.6 - DETAIL TO SPECIAL DUTY › Section 27-110-5.6.1 - DFA Pilots and Aircraft Maintenance Director

Current through June 25, 2024
The Executive Director of the Department of Finance and
					 Administration has authority to set the salaries of all licensed jet pilots and
					 aircraft maintenance director assigned to the Office of Air Transportation
					 within the salary range set by MSPB. Such pilots are not eligible for Pilot's
					 Pay Additional Compensation. Further, all licensed jet pilots assigned to the
					 Office of Air Transportation Services shall serve at the will and pleasure of
					 the Executive Director of the Department of Finance and
					 Administration.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.7 - ADMINISTRATION OF ADDITIONAL COMPENSATION SCHEDULES › Section 27-110-5.7.1 - Application of Additional Compensation

Current through June 25, 2024
In accordance with the policy memorandum,
Administration of the Variable Compensation Plan
, for the
					 current fiscal year, the MSPB Executive Director may recommend to MSPB those
					 job classifications certified for payment under provisions governing additional
					 compensation. The MSPB Executive Director, with the approval of MSPB, shall
					 amend additional compensation schedules based upon evaluation of labor market
					 conditions and the economic value of comparable services within relevant public
					 sectors and the relevant private labor market, if any.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.7 - ADMINISTRATION OF ADDITIONAL COMPENSATION SCHEDULES › Section 27-110-5.7.2 - Agency Authorization for Additional Compensation

Current through June 25, 2024
A. To request
				  authorization of additional compensation, the appointing authority shall submit
				  a letter to the MSPB Executive Director fully explaining and justifying the
				  request.
B. Determination as to
				  agency authorization for additional compensation shall be subject to approval
				  by MSPB.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.7 - ADMINISTRATION OF ADDITIONAL COMPENSATION SCHEDULES › Section 27-110-5.7.3 - Certification of Employees for Additional Compensation

Current through June 25, 2024
The appointing authority shall indicate in OSR those
					 positions to be certified payment of additional compensation and of the need to
					 decertify employees no longer working under the conditions set forth in the
					 provisions governing additional compensation.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.7 - ADMINISTRATION OF ADDITIONAL COMPENSATION SCHEDULES › Section 27-110-5.7.4 - Job Classification Authorization or Rescindment of Additional Compensation

Current through June 25, 2024
A. The appointing
				  authority shall indicate in OSR which job classifications are necessary to
				  accommodate the full and efficient operation of the agency in the delivery of
				  essential services within or outside the confines of the standard work period
				  and the standard work schedule as defined below:
1. Standard work period: an eight-hour
				  workday, a forty-hour workweek, a 173.929-hour work month, and a 2087.143-hour
				  work year.
2. Standard work
				  schedule: the hours of work established by an appointing authority for
				  individuals employed within the agency, which typically begin at 8:00 a.m. and
				  end at 5:00 p.m. each day with a one-hour interval for a lunch
				  period.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.8 - COOPERATIVE EDUCATION COMPENSATION PLANS

Current through June 25, 2024
Upon requests by appointing authorities, MSPB may establish
				  and maintain compensation plans to remunerate individuals enrolled in
				  designated fields of study at institutions of higher learning, junior colleges,
				  community colleges, or technical schools who alternate between intervals of
				  state service or non-state service employment followed by unpaid intervals
				  during training for the designated job classification.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.9 - PRODUCTIVITY

Current through June 25, 2024
Productivity increases are performance-based salary increases
				  awarded at the discretion of the agency director and management. Productivity
				  allows an agency director to reward excellence among agency employees.
				  Productivity awards must be thoroughly documented by current performance
				  evaluations and are awarded in accordance with policies and procedures outlined
				  in the policy memorandum,
Administration of the Variable Compensation
				  Plan
, for the current fiscal year, if the Legislature appropriates
				  specified funds for this purpose.
Please reference the OSR User Training Workbook at
http://www.mmrs.state.ms.us
or
				  your Classification, Compensation, and Recruitment Consultants for more
				  detailed information regarding requests for productivity
				  increases.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.10 - LONGEVITY

Current through June 25, 2024
Longevity awards are lump sum payments awarded to employees
				  who have reached the maximum salary (end salary) for their respective job
				  classes. Longevity payments are awarded in accordance with policies and
				  procedures outlined in the policy memorandum,
Administration of the
				  Variable Compensation Plan
, for the current fiscal year, if the
				  Legislature appropriates specified funds for this purpose.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.11 - EMPLOYER REQUIREMENTS UNDER FLSA

Current through June 25, 2024
The Fair Labor Standards Act of 1938, as codified at
				  29 U.S.C. §
										201 and following (hereinafter referred to as
				  "FLSA"), is a federal law which is applicable to all state agency employers.
				  The FLSA provides that all covered, or non-exempt, employees must be paid at
				  least a minimum wage, and must be paid at the rate of one and one-half times,
				  or time-and-a-half, their regular rate of pay for each hour over forty worked
				  during a single workweek. State agency employers may, in lieu of cash payment
				  for overtime, pay their non-exempt employees in compensatory time at the rate
				  of one and one-half hours for each hour over forty worked during a single
				  workweek. Police and firefighters, emergency response personnel, and employees
				  engaged in seasonal activities may accrue up to 480 hours of compensatory time.
				  Other non-exempt employees may only accrue up to 240 hours of compensatory
				  time. After a non-exempt employee has accrued the maximum amount of
				  compensatory time, the employer is required to pay the employee overtime for
				  the additional overtime hours worked in cash.
A state agency employer may require a non-exempt employee
				  requesting leave to exhaust an FLSA compensatory leave balance prior to use of
				  any personal and/or medical leave, and a state agency employer may compel a
				  non-exempt employee to use FLSA compensatory time and take time off work to
				  reduce a compensatory time balance below the 480 or 240 hour thresholds.
The U. S. Department of Labor (DOL) is responsible for the
				  enforcement of the FLSA, and may investigate and gather data concerning wages,
				  hours, and other employment practices. For assistance in complying with the
				  FLSA, state agency employers may contact the area office of the Wage and Hour
				  Division of the DOL.
The federal regulations governing FLSA applicable to state
				  agency employers in the area of compensatory time and other areas may be found
				  at 29 C.F.R. §
										500.
When requesting authorization under FLSA for payment of
				  overtime compensation to non-exempt employees, the following shall be in
				  effect:
A. Each agency must petition
				MSPB and be approved to receive overtime compensation.
B. Each job classification to receive
				overtime compensation must receive prior approval by MSPB.
C. Positions must be determined to be
				non-exempt from FLSA provisions, and so marked in OSR, before overtime
				compensation can be paid.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.12 - EMPLOYEE DATA CHANGES

Current through June 25, 2024
When requesting changes to employee data, the following shall
				  be in effect:
A. Employee data changes
				include changes in social security number, last name, first name, middle name,
				date of birth, race, sex, years of education, agency hire date, PIN entry date
				or status date.
B. Supporting
				documentation may be required in changing date of hire, PIN entry date, status
				date, social security number, and performance development rating.
C. Requests for hire date changes once
				entered and processed by MPSB must be submitted in writing by the agency head
				providing a justification for the requested change.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.13 - SEPARATIONS

Current through June 25, 2024
The effective date of separation shall be the last day the
				  employee worked or utilized authorized leave. For a complete list of the
				  Separation Reason Codes to enter into OSR, reference the OSR User Training
				  Workbook at
http://www.mmrs.state.ms.us
or
				  contact your Classification, Compensation, and Recruitment
				  Consultants.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.14 - SELECTIVE SERVICE REGISTRATION

Current through June 25, 2024
Mississippi Code Annotated §
									25-9-351 provides that every male
				  between the ages of eighteen and twenty-six who is required to register under
				  the Federal Military Selective Service Act, 50 U.S.C. App. 453 and seeking
				  employment with the State of Mississippi shall submit to the person,
				  commission, board or agency to which his application is submitted satisfactory
				  documentation of his compliance with the draft registration requirements of the
				  Military Selective Service Act prior to appointment.
In accordance with Mississippi Code Annotated §
									25-9-127, every male between the
				  ages of eighteen and twenty-six who is required to register under the Federal
				  Military Selective Service Act, 50 U.S.C. App. 453, and who is an employee of
				  the State, shall not be promoted to any higher position of employment with the
				  state until he submits to the person, commission, board, or agency by which he
				  is employed satisfactory documentation of his compliance with the draft
				  registration requirements of the Military Selective Service Act prior to
				  promotion.
To verify a registration or for information regarding who is
				  and is not required to register, see the Selective Service System's website at
http://www.sss.gov
.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.15 - EMPLOYEE DATA CHANGES

Current through June 25, 2024
When requesting changes to employee data, the following shall
				  be in effect:
A. Employee data changes
				include changes in social security number, last name, first name, middle name,
				date of birth, race, sex, years of education, agency hire date, PIN entry date
				or status date.
B. Supporting
				documentation may be required in changing date of hire, PIN entry date, status
				date, social security number, and performance development rating.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.16 - SEPARATIONS

Current through June 25, 2024
The effective date of separation shall be the last day the
				  employee worked or utilized authorized leave. For a complete list of the
				  Separation Reason Codes to enter into SPAHRS, reference the SPAHRS User
				  Training Workbook at
http://www.mmrs.state.ms.us
or
				  contact your Classification, Compensation, and Recruitment
				  Consultants.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.1 - Purpose and Authority

Current through June 25, 2024
In accordance with Mississippi Code Annotated §§
										25-9-101
et seq.
, MSPB, as the governing authority for the statewide
					 personnel system authorizes the MSPB Executive Director to enter into formal
					 agreements with department executive directors and agency directors in which
					 employment positions within their agencies may be reallocated and organization
					 charts amended without prior MSPB approval; provided, however, that such
					 agreements shall be revocable by MSPB, and continuation shall be contingent
					 upon the reallocations and reorganizations being conducted in accordance with
					 rules and regulations promulgated by MSPB. In the event MSPB has delegated
					 reallocation authority to an agency, this delegation does not remove the
					 requirement that agencies submit personal services budget requests each fiscal
					 year for the purpose of preparing personal services continuation budget
					 projections. Such budget requests shall be prepared in accordance with the
					 policies, rules, and regulations promulgated by the Department of Finance and
					 Administration, the Legislative Budget Office and MSPB. Prior to making any
					 reallocation or reorganization effective, each appointing authority who has
					 entered into an agreement as provided herein shall certify to MSPB that the
					 total annualized cost of any reallocation, or reorganization, shall be equal to
					 or less than the cost savings generated through downward reallocation or
					 position abolishment of vacant positions.
MSPB will maintain a record of every personnel transaction
					 executed pursuant to any agreement as provided herein and will annually report
					 the total cost of these transactions, by agency, to the Legislative Budget
					 Office and the Department of Finance and Administration.
The MSPB Executive Director shall perform, or cause to be
					 performed, a compliance audit and evaluation of personnel transactions executed
					 under the authority delegated pursuant to said agreement, and to publish a
					 report of the audit listing exceptions taken by the MSPB Executive Director not
					 later than the first of October each year. In the event MSPB determines that an
					 agency has misclassified an employee or position as a result of this delegated
					 authority, MSPB will correct such misclassification regardless of the state
					 service status of the employee holding such position. Authority to correct such
					 misclassifications of filled positions shall be limited to one year from the
					 date which MSPB receives written notice of the reallocation.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.2 - Overview

Current through June 25, 2024
The authority to reallocate employment positions carries
					 with it the demand that rigid professional standards be applied to maintain and
					 administer an equitable statewide job classification plan. Reallocations are
					 valid only when the duties and responsibilities of an employment position have
					 sufficiently changed such that its current job classification is no longer
					 accurate and another job classification more accurately depicts the duties and
					 responsibilities of the position. Reallocations are not substitutes for
					 promotions or tools to secure salary increases for selected individuals. They
					 are to be performed only when supported by objective job analysis.
The criteria for delegated reallocation agreements set
					 forth below are designed to encourage consistent management of the reallocation
					 delegation program while promoting an efficient, effective, and uniform
					 statewide job classification system.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.3 - Formal Agreements

Current through June 25, 2024
Upon authorization from MSPB, the MSPB Executive Director
					 may enter into formal reallocation and reorganization delegation agreements
					 with state agency directors. These agreements shall be in writing and shall be
					 signed by the MSPB Executive Director and the agency director requesting the
					 delegated authority. They shall contain such terms and conditions deemed
					 appropriate by the MSPB Executive Director.
The agreements may include authorization for the delegation
					 of reallocation authority alone, or delegation of reallocation authority along
					 with the authority to amend organizational charts. To ensure correct
					 organizational placement of job classifications and to ensure the validity of
					 MSPB budget recommendations made to the Legislature, delegation of the
					 authority to amend organizational charts shall be approved only for those
					 agencies in which reallocation authority has been delegated.
Authorization by MSPB for the MSPB Executive Director to
					 enter into delegated reallocation or delegated reorganization agreements shall
					 also carry with it the authority for the MSPB Executive Director to modify,
					 suspend, or terminate reallocations or reorganization delegation
					 agreements.
Delegation agreements may be revoked upon a finding that
					 the delegate agency failed to uphold its responsibility in the formal agreement
					 or failed to comply with MSPB policies, procedures, and guidelines. All salary
					 setting provisions as outlined in the policy memorandum,
Administration
					 of the Variable Compensation Plan
, for the current fiscal year, shall
					 remain in effect for delegate agencies.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.5 - Job Classifications Authorized for Delegated Reallocations

Current through June 25, 2024
Delegate agencies shall be authorized to reallocate
					 employment positions to those classes in the current MSPB job inventory, with
					 the exception of classes which are denoted in their title or the class
					 specification as being unique to particular agencies. The MSPB Executive
					 Director may also require that reallocations be suspended in particular job
					 classifications if those job classifications are undergoing
					 revision.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.6 - Documentation and Record Keeping

Current through June 25, 2024
A. Only those
				  reallocations which are fully justified by an objective job analysis and fully
				  documented according to these procedures shall be considered valid.
B. Delegate agencies shall establish a
				  central PIN reallocation file for each PIN which is reallocated pursuant to
				  delegation authority. Refer to "Checklist and Analysis Tool for Agencies
				  Delegated Reallocation Authority," (See Section
				  5.17.9 for a description of the
				  documentation required to be completed and retained by the agency in their PIN
				  reallocation file.)
C. All
				  documentation associated with a delegated reallocation shall be filed and
				  retained by the delegate agency for a period of five years from the effective
				  date of the reallocation. This requirement shall apply whether the reallocation
				  is ultimately approved or not.
D.
				  The MSPB Job Content section of the Performance Review Assessment (PRA) or Role
				  Description Questionnaire (RDQ) shall be the primary instrument for recording
				  the job analysis data in support of a reallocation. The PRA or RDQ must be
				  complete and legible. No other form shall substitute for the PRA or
				  RDQ.
E. If a filled position is to
				  be reallocated, an original State of Mississippi Application must be submitted
				  to the agency's Classification, Compensation, and Recruitment Consultants for
				  evaluation to ensure the incumbent meets the minimum qualifications of the job
prior to submitting the transaction for processing.
F. For those agencies who have been granted
				  authority to amend organizational charts, the delegate agency's most current,
				  complete, and valid organizational chart shall be on file and readily available
				  to designated agency job analysts and MSPB auditors.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.7 - Audits

Current through June 25, 2024
A. The MSPB staff shall perform audits of
				  delegate agencies to ensure that only fully justified reallocations are
				  performed. The audit team may also conduct desk audits of reallocated
				  positions, and shall be alert to any practice or action, which is contrary to
				  sound public personnel management or job analysis practice.
B. Those agencies which have been delegated
				  authority to amend their organizational chart shall have the most recent,
				  complete, and valid organizational chart available for inspection by MSPB
				  auditors. In addition, delegate agency employees shall be available for desk
				  audits, and performance development documentation shall be available to verify
				  organizational placement.
C.
				  Failure to comply with MSPB policies, procedures, and guidelines shall result
				  in corrective action, including the reversal of erroneous reallocations, and
				  may result in suspension, termination, or modification of the delegation
				  agreement by the MSPB Executive Director. Whenever possible, the MSPB Executive
				  Director shall take informal remedial steps with delegate agencies to resolve
				  minor classification problems. However, all audit exceptions shall be reported
				  to the Legislature by October 1 of each year.
D. Delegate agencies shall receive no less
				  than twenty-four hours' notice prior to the audit. The delegate agency's
				  primary job analyst and the agency Human Resources Director shall be available
				  to answer questions from the MSPB auditors. Incumbents of positions reallocated
				  and reclassified within twelve months prior to the audit should be available
				  for desk audits of their positions.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.8 - Notice to Employees in Reallocated Positions

Current through June 25, 2024
Delegate agencies shall give written notice to an employee
					 whose employment position is reallocated pursuant to delegation agreements that
					 the job classification may be changed and the salary adjusted to reflect the
					 correct job classification should MSPB determine that the delegate agency
					 misclassified the position. This written acknowledgment must be obtained prior
					 to submitting the reallocation to MSPB. Incumbents of these positions shall
					 acknowledge in writing that for a period of one year, MSPB has statutory
					 authority to review any delegated reallocation, to correct any erroneous
					 delegated reallocation and, if warranted, to reduce their salary to the level
					 it was prior to the erroneous reallocation. This shall apply to filled
					 positions that are reallocated, as well as vacant positions that are
					 reallocated and subsequently filled. Authority to correct such
					 misclassifications shall be limited to one year from the date MSPB receives
					 written notice of the reallocation. Agency heads shall document said
					 acknowledgment in agency files and forward a copy to the MSPB Office of
					 Classification, Compensation, and Recruitment.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.17 - DELEGATION OF REALLOCATION AND REORGANIZATION AUTHORITY › Section 27-110-5.17.9 - Checklist and Analysis Tool for Agencies Delegated Reallocation Authority

Current through June 25, 2024
I.
Inventory
:
A.
Justification of reallocation must
				  include the following
:
____ 1. Position Identification Number (PIN);
____ 2. Current occupational title;
____ 3. Proposed occupational title;
____ 4. Status of the position (filled or vacant);
____ 5. Reason(s) for reallocation;
____ 6. Justification must state whether federal or state
					 case law, regulations, guidelines or statutes impact upon action;
____ 7. If reallocation requires change from state service
					 to non-state service, justification must be provided. Alternatively, a change
					 from non-state service to state service must be adequately justified. In both
					 cases, statutory authority must be cited;
____ 8. Incumbents of downwardly reallocated positions
					 shall in all cases be notified of their reduction in salary range and a copy of
					 the employee's written acknowledgment of salary range reduction shall be
					 attached;
B.
Organizational Chart(s)
:
____ 1. All organizational charts must be for the current
					 Fiscal Year (FY);
____ 2. Organizational chart page(s) for current placement
					 of PIN(s);
____ 3. Organizational chart page(s) for proposed placement
					 of PIN(s);
____ 4. All organizational chart pages related to the
					 position must be attached;
____ 5. Current/proposed organizational charts must be
					 signed by Agency Head for reorganizations and agency authorized signatory for
					 reallocations;
C.
Job Content section of the Performance Review Assessment
				  (
PRA
) and Role Description Questionnaire (RDQ).
PRA
's or RDQ's and structured desk audits are the primary means by
				  which job analyses are documented
:
____ 1. PRA or RDQ is current (e.g., must be less than
					 twelve months);
____ 2. All sections are complete;
____ 3. Duty and task statements contain sufficient
					 information for analysis;
____ 4. The largest percentage or 40 percent, whichever is
					 greater, of the duties of the position as described in the PRA, reflect the
					 duties described in the proposed classification;
____ 5. Signed by incumbent (if filled);
____ 6. Signed by supervisor;
D.
Reallocations requiring change
				  from state service to non-state service status require a letter signed by
				  incumbent acknowledging same and is to be attached. (Statutory limitations
				  apply.)
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 5 - CLASSIFICATION AND COMPENSATION › Sec2 27-110-5.18 - SELECTIVE SERVICE REGISTRATION

Current through June 25, 2024
Mississippi Code Annotated §
									25-9-351
				  provides that every male between the ages of eighteen and twenty-six who is
				  required to register under the Federal Military Selective Service Act, 50
				  U.S.C. App. 453, and seeking employment with the State of Mississippi shall
				  submit to the person, commission, board or agency to which his application is
				  submitted satisfactory documentation of his compliance with the draft
				  registration requirements of the Military Selective Service Act prior to
				  appointment.
In accordance with Mississippi Code Annotated §
									25-9-127,
				  every male between the ages of eighteen and twenty-six who is required to
				  register under the Federal Military Selective Service Act, 50 U.S.C. App. 453,
				  and who is an employee of the State, shall not be promoted to any higher
				  position of employment with the state until he submits to the person,
				  commission, board, or agency by which he is employed satisfactory documentation
				  of his compliance with the draft registration requirements of the Military
				  Selective Service Act prior to promotion.
To verify a registration or for information regarding who is
				  and is not required to register, see the Selective Service System's website at
http://www.sss.gov
.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.0 - INTRODUCTION › Section 27-110-6.0.1 - Purpose

Current through June 25, 2024
The Staff Management Program authorizes MSPB to monitor,
					 control, and implement short and/or long-range organizational planning to
					 achieve the most efficient and economical use of staffing positions within
					 agencies. In support of the stated purposes, the Staff Management Program
					 provides for the following:
A. The
				  establishment, consolidation, or abolishment of agencies and employment
				  positions;
B. The submission,
				  approval, and determination of compliance of agency organizational and staffing
				  plans, payroll, program budget data, and other essential personnel data;
				  and
C. The provision of timely
				  reports or recommendations on agency organizations and staffing cost
				  projections to the Department of Finance and Administration and the Legislative
				  Budget Office during the budget process regarding the status of employment
				  positions within agencies.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.1 - AGENCY'S ROLE IN THE STAFFING MANAGEMENT PROGRAM › Section 27-110-6.1.1 - Reporting Data

Current through June 25, 2024
The director of each agency shall submit to MSPB all
					 information deemed necessary by MSPB for the provision of required reports to
					 the Governor, Legislature, Federal Government and general public. See
					 Mississippi Code Annotated §
										25-9-135(2).
Any agency requesting an exemption from the requirements of
					 Miss. Code Ann. §
										25-9-127(1) shall
					 submit the required information to MSPB and the Legislature.
See
Mississippi Code Annotated §
										25-9-127(8)&(9).
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.2 - ESTABLISHMENT AND ABOLISHMENT OF AGENCIES › Section 27-110-6.2.1 - Establishment of a New Agency

Current through June 25, 2024
When legislative appropriation or other authority provides
					 for the creation of a new agency, the agency director shall submit the
					 following to MSPB:
A. A copy of the
				  enabling legislation or other authority that created the new agency and/or
				  master agency; and
B. A copy of the
				  appropriation bill or other authority that funds the new agency and/or master
				  agency.
The Office of Classification, Compensation, and Recruitment
					 employees will perform all functions in OSR related to the creation,
					 maintenance, inactivation, and reactivation of an agency. Once the agency
					 records have been created in OSR (to include the fiscal year records), the
					 agency shall create a Program Budget record for each new agency to be reviewed
					 and approved by the Office of Classification, Compensation, and Recruitment.
					 Please reference the OSR User Training Workbook at
http://www.mmrs.state.ms.us
or
					 your Classification, Compensation, and Recruitment Consultant for more detailed
					 information regarding the establishment of new agencies.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.2 - ESTABLISHMENT AND ABOLISHMENT OF AGENCIES › Section 27-110-6.2.2 - Consolidation of Existing Agencies

Current through June 25, 2024
Agencies directed by appropriation acts or other
					 legislative authority to consolidate existing agencies shall submit the
					 following to MSPB:
A. A letter of
				  request to the MSPB Executive Director describing by name and agency code
				  number, which agencies are expanding, and which agencies are being abolished.
				  The letter shall also address the disposition of former agency directors,
				  bureau directors and division directors along with possible duplication of
				  functions such as clerical support, print shops, computer centers,
				  etc.;
B. A copy of the enabling
				  legislation or other authority that directed the consolidation to be
				  accomplished;
C. A copy of the
				  appropriation bill or other authority that funded the consolidation of the
				  agencies;
D. A revised
				  organizational chart identifying the precise location, after consolidation, of
				  all authorized positions prepared in accordance with established
				  procedures;
E. Any updates to the
				  expanded agency's Program Budget record should be submitted in OSR to the
				  Office of Classification, Compensation, and Recruitment for review and
				  approval; and
F. Any other relevant
				  supporting documentation.
NOTE: Once all positions have been transferred to the
					 expanded agency, the relevant agencies shall be inactivated by the Office of
					 Classification, Compensation, and Recruitment.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.2 - ESTABLISHMENT AND ABOLISHMENT OF AGENCIES › Section 27-110-6.2.3 - Inactivation of Agencies

Current through June 25, 2024
Agency inactivation becomes necessary when the Legislature
					 does not pass an appropriation act to continue or fund any positions within an
					 agency. Petitions for inactivation of an agency shall be submitted a minimum of
					 sixty (60) days prior to the proposed effective date. Note that all positions
					 must be abolished before the agency may be inactivated.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.2 - ESTABLISHMENT AND ABOLISHMENT OF AGENCIES › Section 27-110-6.2.4 - Agency Program Budget Data

Current through June 25, 2024
The agency program budget data is submitted to the Office
					 of Classification, Compensation, and Recruitment in OSR for each agency. This
					 information must be submitted to the Office of Classification, Compensation,
					 and Recruitment at the following times:
A. During conversion from the current fiscal
				  year to the newly appropriated fiscal year;
B. As part of the annual Personal Services
				  Budget Request for the next fiscal year;
C. When adding an agency or program during
				  the operating fiscal year; and/or
D. When changing the workers' compensation
				  rate during the operating fiscal year.
General Instructions for submitting agency program budget
					 data:
A. Fiscal Year
1. For FY Conversion - Use appropriated
				  fiscal year;
2. For Budget Request
				  - Use fiscal year for which Budget Request is made;
3. For Addition of Agency or Program and/or
				  Change in Workers' Compensation Rate - Use Operating Fiscal Year.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.3 - ORGANIZATIONAL PLANNING AND POSITION MANAGEMENT › Section 27-110-6.3.1 - The Staffing Planning Cycle

Current through June 25, 2024
The staffing planning cycle is a continuous process
					 reflecting the current, ongoing planning phase and the advanced planning phase
					 required to be in concert with the personal services budget and appropriation
					 cycles. The staffing planning cycle is divided into three units of time:
A.
Current fiscal
year encompasses the present appropriation acts under which agencies are
				  operating;
B.
Next
				  fiscal
year is the fiscal year immediately following the current
				  fiscal year and for which the appropriation acts are approved by the current
				  year's legislative session for implementation and use after the current fiscal
				  year;
C.
Future
				  fiscal
year means the fiscal year(s) immediately following the
				  next fiscal year for which agencies prepare budget requests to effect advanced
				  planning for position(s), organizational changes and future
				  appropriations.
Mississippi Administrative Code › Title 27 - STATE PERSONNEL BOARD › Part 110 - Mississippi State Employee Handbook › Chapter 6 - STAFFING MANAGEMENT POLICIES › Sec2 27-110-6.3 - ORGANIZATIONAL PLANNING AND POSITION MANAGEMENT › Section 27-110-6.3.2 - Budgeting for Staffing Positions

Current through June 25, 2024
All agency requests and justification for additional
					 staffing positions shall be submitted in OSR to the Office of Classification,
					 Compensation, and Recruitment for recommendation to the Department of Finance
					 and Administration and the Legislative Budget Office as part of the annual
					 budget process. Budget requests for the future fiscal year must be submitted in
					 accordance with the Department of Finance and Administration/Legislative Budget
					 Office Budget Instructions and MSPB Staff Management Planning Instructions.
					 These instructions are issued annually. Requests for additional positions shall
					 not be recommended for authorization when there are existing long-term
					 vacancies within the organization of the same, similar or related classes. MSPB
					 shall annually monitor each agency's budget request and appropriation bill
					 through the legislative appropriations process. See Mississippi Code Annotated
					 §
										25-9-133(1).