reglab/statecodes huggingface dataset:
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-1 - AUTHORITY

Current through 2024-29, July 17, 2024
The Director of Human Resources shall provide for the
				  preparation, maintenance, and revision of a classification plan for all
				  positions in the classified and unclassified service on the basis of similarity
				  of duties performed and responsibilities assumed. Application of this plan
				  shall result in a classification schedule and the Director shall follow this
				  schedule to allocate or reallocate the position of each covered employee to the
				  appropriate class.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-2 - MAINTENANCE AND ADMINISTRATION

Current through 2024-29, July 17, 2024
A. Director of
				Human Resources - The Director shall be responsible for establishing such
				necessary rules and/or procedures as may be necessary to maintain one
				classification plan having consistent interpretation and application statewide,
				and shall, on his/her own initiative and/or on justifiable request by
				department head or employee, conduct such surveys and take such action as
				deemed proper and essential to maintain this plan.
B. Department Heads - Responsibility for
				adherence to and maintenance of the classification plan shall extend to each
				user agency, and each user agency shall ensure that all personnel actions,
				plans and decisions which may alter position assignments and/or effect major or
				minor organizational change are accomplished in accordance with the intent and
				purpose of this plan. It shall also be the responsibility of the user agencies
				to inform the Director of Human Resources of significant personnel actions,
				whether actual or anticipated, in order that these actions be completed
				cooperatively and expeditiously.
C.
				Employees - It shall be the responsibility of individual employees to gain
				understanding of the classification plan so that they may make accurate and
				justifiable report to management and/or the Director of Human Resources
				concerning changes of assignment (other than incidental or temporary ones)
				experienced in their own positions and/or observed in positions occupied by
				others which, on the basis of this plan, require corrective action.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-3 - REVISIONS

Current through 2024-29, July 17, 2024
A. Reallocations -
1. The classification plan shall be dynamic
				in the sense that allocations previously made will be re-examined should
				organizational needs of user agencies justifiably require and/or result in:
a. gradual upward or downward growth of
				positions by addition or change of duties,
b. addition, deletion or split of agency
				functions, or
c. new mechanization
				processes.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-4 - CLASS SPECIFICATIONS AND SUPPORTING DOCUMENTATION

Current through 2024-29, July 17, 2024
A. Class Specifications - The Director of
				Human Resources shall provide and maintain written specifications for each
				member class of the classification schedule. Each specification shall be the
				summary document of all positions comprising the class and have the following
				characteristics:
1. The class specification
				shall include class title, brief description of type/level of work performed,
				examples of entrance and full performance knowledges, skills and abilities,
				minimum entrance qualifications and other information special to the
				class.
2. Information provided by
				the class specification is intended to be representative of several positions
				and use of particular examples of duties performed or responsibilities held
				shall not exclude others of similar kind and difficulty not
				mentioned.
3. The class title
				assigned to a class specification shall be the official title of each position
				it represents and this name, or abbreviation approved by the Director of Human
				Resources, shall be used by the appointing authority on all official
				records/reports relating to each such position.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-5 - NOTIFICATION

Current through 2024-29, July 17, 2024
Upon completion of each job evaluation process for allocation
				  of new positions or reallocation of existing positions, the Director of Human
				  Resources shall make written notice to the appointing authority and/or employee
				  to report actions taken and decisions reached.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-6 - APPEALS PROCESS

Current through 2024-29, July 17, 2024
Any appointing authority or employee, classified or
				  unclassified, who is aggrieved by an allocation or reallocation decision
				  offered by the Director of Human Resources shall have right to appeal the
				  decision before the Civil Service Appeal Board. All appeals of this kind must
				  be filed with the Board within thirty (30) days following notification of the
				  Director's action.
In the event any request for allocation or reallocation is
				  not processed by the Director within the statutory time limit of forty-five
				  (45) days from date of filing, the requesting party shall have right to appeal
				  to the Civil Service Appeal Board on basis of inaction. All appeals of this
				  kind must be filed with the Board within ten (10) days of the 45 day period
				  allowed by law.
NOTE: Requests for allocation/reallocation shall not be
				  considered properly filed until all job analysis forms and other related
				  information (see Section 4B ) required of the Director to analyze the request
				  and make a ruling have been provided.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 4 - CLASSIFICATION PLAN › Section 389-4-7 - EMPLOYEE RIGHTS

Current through 2024-29, July 17, 2024
A. An employee who
				occupies a position which is to be reallocated to a higher level class in the
				same or similar job family shall be subject to non-competitive examination.
				This examination shall be promotional in nature and require that:
1. Minimum entrance requirements established
				for the class to which reallocation is made be met by the employee.
2. Current application be completed by the
				employee and forwarded to the Bureau of Human Resources.
3. Current service rating be completed by the
				appointing authority and forwarded to the Bureau of Human Resources.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 5 - COMPENSATION PLAN › Section 389-5-1 - NATURE OF THE COMPENSATION PLAN

Current through 2024-29, July 17, 2024
A. Use and
				Structure of Salary Schedules
The pay of classified and covered unclassified employees
				  shall be on the basis of appropriate weekly schedules or hourly wage rates as
				  adopted and published by the Director of Human Resources for the respective
				  classes of positions. Each schedule shall consist of an entrance rate,
				  intermediate rate or rates, and a maximum rate except for those classes where a
				  flat or single rate is prescribed by the Director. The schedule of weekly
				  salaries and hourly wage rates, including amendments made in accordance with
				  the Civil Service Law and these rules, shall constitute the official
				  compensation plan for all covered classified and unclassified positions.
B. Full-Time Basis of Salary
				Schedules
1. Standard Conditions
The salaries provided in the standard salary schedules are
				  fixed on the basis of full-time service for work weeks of 40 hours.
2. Non-Standard Conditions
The salary rates for classes of positions specified by the
				  Director of Human Resources as "non-standard", and so identified in the
				  official Salary Schedule, are established on the basis of full-time service for
				  the variable work week required by working conditions or outside operating
				  duty.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 5 - COMPENSATION PLAN › Section 389-5-2 - MAINTENANCE OF THE COMPENSATION PLAN

Current through 2024-29, July 17, 2024
A.
				Determination of Salary Amounts
Salary ranges shall be linked directly to the classification
				  plan and shall be determined with due regard to:
1. Ranges of pay for other classes;
2. The relative difficulty and responsibility
				of work in the several classes;
3.
				The recruiting experience of the state, and the availability of employees in
				particular occupational categories;
4. Prevailing rates of pay for similar
				employment in private businesses in the state and in other governmental
				jurisdictions;
5. Cost of living
				factors; and
6. The financial
				policies of the state, and other economic considerations.
The minimum and maximum rates of pay ranges assigned the
				  several classes shall be those which most nearly reflect these factors.
NOTE: Range differentials are now made in accordance with the
				  Hay Point-Factor Evaluation System. Factors include: know-how, problem solving,
				  accountability and working conditions.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 5 - COMPENSATION PLAN › Section 389-5-3 - ADMINISTRATION OF THE COMPENSATION PLAN

Current through 2024-29, July 17, 2024
The following provisions assume that funds are available and
				  that expenditures have been authorized by the appropriate fiscal authorities of
				  the state.
A. Beginning Salary
1. Original Appointment
a. The minimum rate of pay for a class shall
				normally be paid upon appointment to the class; except that:
b. Upon written certification by the
				appointing authority, that original appointment at one of the salary steps
				above the minimum rate is justified by exceptional qualifications of the
				eligible or by lack of available eligibles at the minimum rate, the Director of
				Human Resources shall consider the pay rates of employees in the same class and
				agency, and may authorize such appointment provided other eligibles and
				employees in the class having similar qualifications are offered the same
				rate.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 5 - COMPENSATION PLAN › Section 389-5-4 - REQUIREMENT OF AGENCY COMPENSATION PLANS AND PRACTICES

Current through 2024-29, July 17, 2024
A. Regular Hours of Work.
1. Each appointing authority shall, within 60
				days of the effective date of these rules, prepare and submit to the Director
				of Human Resources for approval a schedule of the regular hours of work for
				each class of position in each organizational unit under his/her
				jurisdiction.
2. Such schedule
				shall, insofar as operational necessities permit, establish a work week of no
				less than 40 hours.
3. Where such
				schedules establish a work week in excess of forty (40) hours for an employee
				or employees in any class of positions not exempted on basis of non-standard or
				professional, technical or administrative designation, the Director of Human
				Resources shall consider the need for, and may authorize the compensation of
				such employee or employees on an overtime basis. Such extended work weeks shall
				be reported and justified as requested by the Director.
4. Upon the approval of work schedules by the
				Director of Human Resources, the appointing authority shall post or otherwise
				distribute to employees under his jurisdiction such schedules.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-1 - CHARACTER OF EXAMINATIONS

Current through 2024-29, July 17, 2024
A. Competitive
				Examinations: Original Appointment
1.
				Job-Related Components
All competitive examinations for positions in the classified
				  service shall relate to those matters which will fairly test the capacity and
				  fitness of the persons examined to discharge efficiently the duties of the
				  office or employment sought by them. Any means or measures may be used which
				  are reasonably well calculated to test the fitness of candidates to become
				  employees in positions of the class for which the examination is held. Such
				  means or measures may include:
a. Any
				required statement or any investigation of education, experience, or record of
				accomplishment;
b. Any test of
				knowledge, skill capacity, intelligence, or aptitude; and
c. Any inquiry into the moral character, or
				any other quality or attribute which, in the judgment of the Director of Human
				Resources, seems desirable.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-2 - ANNOUNCEMENT OF EXAMINATIONS

Current through 2024-29, July 17, 2024
A. Content
1. Announcements shall specify the title and
				salary range of the class for which the examination is announced; the nature of
				the work to be performed; the experience and training desirable as preparation
				for performance of the work of the class; the time, place, and manner of making
				application; the necessary special qualifications established for admission to
				the examination; and other pertinent information consistent with the Civil
				Service Law and these rules.
2. The
				announcements of promotional examinations shall indicate, in addition to the
				above information, the organizational unit or units for which the examination
				is given.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-3 - APPLICATION AND ADMISSION

Current through 2024-29, July 17, 2024
A. The Application
				Form
Applications shall be made on forms prescribed by the
				  Director of Human Resources. Such forms shall require information covering
				  experience, training, and other pertinent information as may be called for in
				  the examination announcement. Applications shall be signed by the applicant and
				  the truth of all statements contained therein certified by such
				  signature.
B. Admission to
				Examinations
1. Application Review
a. Persons who submit applications on or
				before the last date for filing and whose applications clearly show that the
				applicants meet the requirements for admission to the examination as specified
				in the official announcement shall be admitted to compete in the examination
				for which they are applying.
b.
				Where doubt exists as to whether an applicant meets the requirements for
				admission to an examination, the Director of Human Resources may authorize
				conditional admission to the examination, but such action shall not be
				construed as entitling the applicant to become eligible for certification or
				appointment until the circumstances leading to the conditional acceptance are
				clarified to the Director's satisfaction.
c. The Director of Human Resources may accept
				late applications provided that acceptance does not impede the progress of
				establishment of an eligible register.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-4 - ELIGIBILITY TO COMPETE IN EXAMINATIONS

Current through 2024-29, July 17, 2024
A. Open
				Competitive Examinations
1. Competitive
				examinations for original appointment to classified positions in the state
				service shall be open to all applicants who are citizens of the United States,
				who are residents of Maine immediately preceding date of employment and who
				meet reasonable standards of requirements fixed by the Director of Human
				Resources with regard to experience, character, age, education, physical
				condition, and such other factors as may be held to relate to the ability of
				the candidates to perform with reasonable efficiency the duties of the
				position.
2. No application shall
				be rejected solely because the applicant lacks educational qualifications,
				except where such educational qualifications are reflected in necessary
				registrations such as to practice law, medicine, or engineering, or where such
				educational requirements are set as standards by federal agencies making
				grants-in-aid or otherwise contributing to state programs.
3. In the case of classes of positions
				requiring professional, technical, or unusual qualifications, eligibility for
				competitive examinations may be extended by the Director of Human Resources to
				non-residents who are citizens of the United States and otherwise
				qualified.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-5 - CONDUCT OF EXAMINATIONS

Current through 2024-29, July 17, 2024
A. Examinations
				shall be held at such times and places as, in the judgment of the Director of
				Human Resources, most nearly meet the convenience of applicants, practicability
				of administration and needs of the service. The examination shall be conducted
				either by the Director or by persons designated by the Director. No person
				whose application has been accepted for any examination shall be entitled to
				take such examination at any date, time, or place other than those stated in
				the announcement, except as the Director, for proper cause, may authorize. All
				reasonable precautions shall be taken to keep secret the identity of
				applicants.
B. Persons under such
				physical disability as not to make them ineligible by reason thereof, shall be
				examined in such manner as will fairly test ability to perform the duties of
				the position, notwithstanding such physical disability.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-6 - RATING OF EXAMINATIONS

Current through 2024-29, July 17, 2024
A. Appropriate
				scientific techniques and procedures shall be used in rating the results of
				examinations and determining the relative ratings of the competitors. In all
				examinations the minimum ratings by which eligibility may be achieved shall be
				set by the Director of Human Resources. The final examination grade may be
				based on all factors of the examination, including educational requirements,
				experience and other qualifying elements as shown in the competitor's
				application or other verified information. The final earned rating of each
				competitor shall be determined by averaging the earned ratings on each part of
				the examination in accordance with the weights established for each part prior
				to the date of the examination. All competitors shall be required to obtain at
				least a minimum rating in each part of the examination in order to receive a
				final passing grade or to be rated on the remaining parts of the
				examination.
B. The Director of
				Human Resources may announce, in advance of the establishment of an eligible
				list, the maximum number of competitors who shall have their names placed on
				the list, or who shall be permitted to compete in any of the separate parts of
				the examination. Under such procedure, those considered as having passed, or as
				being permitted to take the remainder of the examination, shall be the set
				number of candidates scoring highest in the examination or part
				thereof.
C. The results of
				examinations of competitors who fail to qualify as eligibles for the class for
				which the examinations were taken, may, with the approval of the Director of
				Human Resources, be rated with reference to their eligibility for a lower class
				for which an examination is in process, in case the competitors have signified
				their willingness to accept appointments to positions of such eligible register
				for such lower class.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-7 - NOTIFICATION OF RESULTS

Current through 2024-29, July 17, 2024
All persons competing in any examination shall be notified in
				  writing of their rating on the examination. The examination papers and records
				  of ratings of competitors shall be held as official records of the Bureau of
				  Human Resources. Reports of character and other investigations made by the
				  Bureau of Human Resources, however, shall be kept confidential.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-8 - REEXAMINATION

Current through 2024-29, July 17, 2024
Applicants who fail to achieve a passing score may be
				  re-scheduled as follows, provided that the position for which application has
				  been made is open to application and examination:
1. Written examinations - No sooner than
				three months following the original date of taking the examination.
2. Performance examinations - Typing,
				stenography, data processing: immediate arrangements may be made for
				re-examination, no sooner than one month following failure to achieve a passing
				score.
3. Physical aptitude
				examinations and oral boards - The next succeeding series of the
				examinations.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-9 - APPEALS FROM RATINGS

Current through 2024-29, July 17, 2024
A. Any competitor
				may appeal to the Director of Human Resources for reconsideration of his/her
				rating in any examination within thirty (30) calendar days after the date
				notice of rating is mailed, by written request to the Director for review of
				such rating. The Director shall grant such review in the event that
				satisfactory reasons are presented therefor, and may change the rating of the
				competitor if, upon such review, it is determined that an error was made in the
				original rating. If such review shall disclose errors affecting the ratings of
				other competitors, then the review may be extended to the ratings of such other
				competitors.
B. No change made in
				the ratings of any competitor shall invalidate or in any way affect any
				appointment already made as a result of any original rating which may have been
				changed pursuant to this Chapter.
C. During the period an announced examination
				is being held open for continuous recruitment an applicant who has taken the
				examination will not be permitted to inspect the test booklet. The applicant
				may, however, be given information by the Bureau of Human Resources as to areas
				of weakness indicated.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 6 - APPLICATIONS AND EXAMINATIONS › Section 389-6-10 - EXAMINATIONS FOR RETURNING SERVICEMEN

Current through 2024-29, July 17, 2024
A. Whenever a
				promotional examination for a class shall have been given during the absence on
				MILITARY LEAVE of a permanent employee eligible to take such examination, such
				employee shall have the right to take a promotional examination for such class,
				provided application therefor is made to the Director of Human Resources within
				60 days from the date of the reinstatement of the employee. The employee shall
				be given the same examination as given at the original promotional examination
				or the equivalent thereof. If the employee attains a final rating above
				passing, his/her name shall be placed upon the original promotional register
				made from the original promotional examination in the same manner as if he/she
				had taken the original promotional examination, provided such register has not
				expired. If the employee attains a final rating which is equal to or higher
				than that of the lowest ranking person certified to an appointing authority
				from the original promotional register, the name of the employee shall be
				certified to the appointing authority who may appoint him/her to a position
				which has been already filled by a person appointed from the original
				promotional register or from the original promotional register modified as
				above provided. An employee so displaced shall have his/her name placed upon
				the appropriate reemployment register, and shall be restored to the position
				which he/she held when promoted.
B.
				Whenever, during the absence in military service of a person who was a
				provisional employee at the time of entrance into military service, an
				examination was held for the class in which he/she was employed, such person,
				if qualified, shall have the right to take an examination for the same class of
				position, provided application therefor is made to the Director of Human
				Resources within 90 days from the date of his/her honorable discharge or other
				form of release by proper authority indicating that his/her military or naval
				service was satisfactory; and provided further that the eligible register
				established by an examination given during his/her absence is still in effect.
				The employee shall be given the same examination as given at the original
				examination or the equivalent thereof. If the employee attains a final rating
				above passing, his/her name shall be placed upon the original register made
				from the original examination in the same manner as if he/she had taken the
				original examination.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 7 - ELIGIBLE REGISTERS › Section 389-7-1 - CLASS REGISTERS

Current through 2024-29, July 17, 2024
A. Maintenance
The Director of Human Resources shall establish and maintain
				  eligible registers necessary to carry out the purpose of the Civil Service Law
				  and Rules. In general:
1. Eligible
				lists shall be by class of employment and shall be statewide in application
				except where these rules or action of the Director of Human Resources
				specifically makes provision for establishment of lists by geographical area,
				agency or organizational unit.
2.
				Names of eligibles shall be placed on registers in the order of their final
				earned rating plus preference credit as allowed by law.
3. In the case of a tie between a veteran and
				a non-veteran, the name of the veteran shall be placed ahead of that of the
				non-veteran.
4. In the case of
				other ties in final ratings, names shall be placed on the register in the order
				of rating earned in the part of the examination given the greatest weight. Any
				remaining ties shall be broken by arranging names alphabetically.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 7 - ELIGIBLE REGISTERS › Section 389-7-2 - MERGING OF CLASS REGISTERS

Current through 2024-29, July 17, 2024
The Director of Human Resources may combine a new and an
				  existing register by placing the names of all eligibles in new order of final
				  ratings. If the higher rating was made on the examination to establish the
				  older register, the eligible shall continue in such rank on the combined
				  register only for the period for which the older register was established.
				  Thereafter, rank will be determined by the rating in the new
				  examination.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 7 - ELIGIBLE REGISTERS › Section 389-7-3 - SUB-DIVISIONS OF CLASS REGISTERS

Current through 2024-29, July 17, 2024
A. Layoff Register
1. Maintenance
Layoff registers shall be established by agency
				  organizational unit or, as the Director of Human Resources deems appropriate,
				  on an agency or state-wide basis. Layoff registers shall contain the names of
				  all permanent or probationary employees laid off, or who have been served
				  official notice of impending layoff at a definite effective date, from other
				  than a seasonal, project, intermittent or similar position having a known or
				  expected termination date. Names shall be placed on the layoff register in
				  order of seniority as determined under the provisions of Chapter 12.
NOTE: Employees laid off, or who face an impending layoff
				  may, from date notice is made, file application and be examined for any class
				  other than that from which laid off and for which they qualify, whether or not
				  such class is open to general recruitment and examination. Placement on these
				  additional eligible registers shall be without layoff status.
2. Special Provision
Upon written application approved by the Director of Human
				  Resources, a permanent or probationary employee whose application for
				  reinstatement prior to expiration of approved leave of absence has been denied
				  by his/her appointing authority may have his/her name placed on the appropriate
				  layoff register for the unexpired period of the leave of absence. Names shall
				  be placed on the layoff register in order of seniority as determined under the
				  provisions of Chapter 12.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 7 - ELIGIBLE REGISTERS › Section 389-7-4 - REMOVAL OF NAMES

Current through 2024-29, July 17, 2024
In addition to the causes for disqualification stated in
				  Chapter 6, Section 4C, or in the Civil Service Law or elsewhere in these rules,
				  the Director of Human Resources may remove names from eligible registers,
				  permanently or temporarily, for any of the following reasons:
A. Appointment through certification from
				such list to fill a permanent position.
B. Appointment to fill a permanent position
				through certification from another register, or from a register for another
				class at the same or higher salary. Any person whose name is so removed may
				have his/her name restored for the duration of such registers other than the
				one from which appointment was made, by making written application for such
				action to the Director of Human Resources.
C. Failure to respond within five days to a
				written inquiry of the Director of Human Resources or appointing authority
				relative to availability for appointment.
D. Failure to respond within two days to a
				telegraphed inquiry from the Director of Human Resources or appointing
				authority relative to availability for appointment.
E. Declination of appointment under such
				conditions as the eligible previously indicated as being acceptable.
F. Failure to report for duty within the time
				prescribed by the appointing authority.
G. Expiration of the term of eligibility on
				the eligible register.
H. Failure
				to maintain a record of the current address at the Bureau of Human Resources.
				For this purpose, the return of a letter by the postal authorities if properly
				addressed to the last address on record, shall be deemed sufficient grounds for
				such removal of the name from the eligible register.
I. Upon certification three times to the same
				or different appointing authorities if not appointed.
J. In the case of agency promotional
				registers, appointment or transfer of an employee to a new agency or another
				duly established organizational unit.
K. In the case of promotional registers, upon
				termination except by layoff in the state service.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 7 - ELIGIBLE REGISTERS › Section 389-7-5 - RESTORATION OF NAMES

Current through 2024-29, July 17, 2024
A. An eligible
				whose name is removed from an eligible register, may make a written request to
				the Director of Human Resources for the restoration of his/her name to such
				register for its duration. Such request shall set forth the reasons for the
				conduct resulting in removal of the name from the register, and shall further
				specify the reasons advanced for the restoration of the name. The Director,
				after full consideration of the request, may restore the name to the eligible
				register, or may refuse such request. The eligible shall be notified of the
				Director's action.
B. A former
				employee reemployed in the state service shall have his/her name restored to
				any existing statewide promotional register from which it was removed because
				of separation from the state service, provided the Director of Human Resources
				approves the employee's written application for such action.
C. A former employee reemployed in the state
				service shall have his/her name restored to any existing agency promotional
				register from which it was removed because of separation from the state
				service, provided written application for such action is approved by the
				Director of Human Resources.
D. A
				probationary or permanent employee whose name has been removed from an agency
				promotional register because of transfer or original appointment with
				probationary or permanent status under a new appointing authority may have
				his/her name placed on the agency promotional register for the same class in
				the new agency, provided written application, made by the employee during the
				duration of the register from which the name was removed, is approved by the
				Director of Human Resources.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 8 - CERTIFICATION AND APPOINTMENT › Section 389-8-1 - FILLING OF VACANCIES

Current through 2024-29, July 17, 2024
A. Appointment
				Procedure - Competitive Division
Provided layoff and recall provisions are met and satisfied,
				  appointments to position vacancies shall be made from the following
				  sources:
1. Class Registers
Except for appointments to project or intermittent position
				  vacancies, appointments which require the service of an employee for a period
				  of time in excess of three months shall be accomplished by certification from
				  class registers.
When a required class register is not available or is
				  incomplete, the provisions of Section 2C or 3A of this chapter shall
				  apply.
2. Nominations by
				Appointing Authority
The appointing authority may submit a name in nomination when
				  the appointment is to a project or intermittent position vacancy or when the
				  appointment involves an acting capacity assignment for three months or less.
				  The qualifications of persons so nominated will be reviewed by the Director and
				  persons found qualified will be authorized appointment to State Service under
				  the conditions specified.
Nominations may also be made to reappoint an agency employee
				  who voluntarily transfers from one position to another position of that agency
				  which is assigned to the same class or to reappoint an agency employee who
				  voluntarily demotes to a lower-level class within that agency. A transfer or
				  demotion action will be reviewed by the Director of Human Resources and,
				  provided it is not prejudicial or unfairly detrimental to the employee,
				  reappointment will be authorized under the conditions specified.
3. Apprentice/Trainee Referrals
When names are not available from a class register, the
				  Director of Human Resources may refer persons found eligible to participate in
				  agency-sponsored training programs which have been established and authorized
				  for this purpose.
4.
				Conditional Appointment Referrals
When permitted by law, the Director of Human Resources may
				  waive a particular license, certification, registration or degree which is
				  required for register certification and/or nomination to a given position
				  vacancy. Such waiver shall be made only when deemed necessary to achieve the
				  results intended by the application of the Civil Service Law and these rules.
				  Persons who are referred and/or nominated as a result of such waiver shall be
				  required to obtain and provide evidence of full qualification within a time
				  period specified by the Director.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 8 - CERTIFICATION AND APPOINTMENT › Section 389-8-4 - REEMPLOYMENT OF RETIRED PERSONS

Current through 2024-29, July 17, 2024
Persons receiving retired pay benefits through or from the
				  Maine State Retirement System shall be eligible for further state employment on
				  a temporary, emergency or project basis only, and such employment shall not
				  exceed 90 working days in any calendar year.
Persons receiving benefits through or from the Maine State
				  Retirement System as the surviving spouse of a retired person are exempted from
				  these restrictions, and may be placed upon any register for which they are
				  eligible in accordance with provisions of Chapter 7.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 8 - CERTIFICATION AND APPOINTMENT › Section 389-8-5 - AFFIRMATIVE ACTION

Current through 2024-29, July 17, 2024
A. Authority and
				Purpose
The Director of Human Resources shall have authority to take
				  any available and appropriate form of affirmative action when making a
				  certification from a class register. The purpose of this affirmative action
				  shall be to assure that members of particular groups who are underutilized,
				  underrepresented or adversely affected by selection procedures, but who have
				  qualified for placement on a class register, shall be included with the pool of
				  persons from which the selection is made.
B. Basis for Affirmative Action
Such authority may be exercised when:
1. Statistical disparities between the work
				force representation and the labor market representation of groups historically
				excluded from or limited in employment due to sex, handicap or minority status
				are identified and documented; or
2. Analysis of testing procedures for
				placement on a class register documents an adverse effect on a particular group
				identified by sex, handicap, age, national origin or minority status.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 8 - CERTIFICATION AND APPOINTMENT › Section 389-8-6 - SPECIAL APPOINTMENT AND SUPPORTED EMPLOYMENT PROGRAMS

Current through 2024-29, July 17, 2024
A. Purpose and Objective
The purpose of the Special Appointment and Supported
				  Employment Programs is to provide persons with severe disabilities increased
				  access to positions in the classified service. Persons who are selected for
				  these programs will be matched to job classifications that they have the
				  potential to learn and appointed to these classifications on an acting capacity
				  basis for a trial employment period. The trial employment period will be in
				  lieu of the established examination. Participants will be provided support
				  services and training on an as needed basis during the trial employment period,
				  and those who satisfactorily complete this alternative examination will be
				  transferred from acting appointment to Civil Service appointment status.
B. Definition of Programs
1. Special Appointment
Participants in the Special Appointment Program will be
				  appointed to standard State of Maine job classifications and will be required
				  to meet the minimum qualification requirements for these classifications.
				  Participants must be certified by a qualified vocational rehabilitation
				  professional to have the capability to attain or exceed the entrance-level
				  productivity requirement of the classification used for their
				  employment.
Participants in the Special Appointment Program will require
				  less support and training during the trial employment period than participants
				  in the Supported Employment Program and, with only few exceptions, support
				  services will not be needed once the trial employment period is
				  completed.
2. Supported
				Employment
Participants in the Supported Employment Program will be
				  appointed to special job classifications that will be established for the
				  specific purpose of this program. A special pay scale will be established for
				  each Supported Employment classification. Participants must be certified by a
				  qualified vocational rehabilitation professional to have the capability to
				  attain an acceptable level of productivity for the special classification used
				  for their employment. Participants in the Supported Employment Program will
				  require more support, and support for a longer period, than is needed for
				  participants in the Special Appointment Program. Some participants may require
				  support and/or training throughout their employment.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 9 - PROBATIONARY PERIOD › Section 389-9-1 - USE AND PURPOSE

Current through 2024-29, July 17, 2024
The probationary period shall be regarded as an integral part
				  of the examination process, and shall be utilized for closely observing the
				  employee's work, for securing the most effective adjustment of a new employee
				  to his/her position, and for rejecting any employee whose performance does not
				  meet the required work standards.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 9 - PROBATIONARY PERIOD › Section 389-9-2 - DURATION

Current through 2024-29, July 17, 2024
All regular and all promotional appointments shall be
				  tentative and subject to a probationary period of six months of actual service,
				  provided, however, that the Director of Human Resources, upon written request
				  of the appointing authority, may extend the probationary period by not more
				  than six months.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 9 - PROBATIONARY PERIOD › Section 389-9-3 - NON-CREDITABLE TIME

Current through 2024-29, July 17, 2024
A. Any interruption
				of service during the probationary period shall not be counted as a part of the
				probationary period.
B. Time served
				on temporary or project assignment shall not be counted as part of the
				probationary period.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 9 - PROBATIONARY PERIOD › Section 389-9-4 - RATING OF PROBATIONARY SERVICE

Current through 2024-29, July 17, 2024
At any time during the probationary period and in such manner
				  as the Director of Human Resources may prescribe, the appointing authority
				  shall report to the Director in writing his/her judgment of the qualities of
				  the employee's work performance.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 9 - PROBATIONARY PERIOD › Section 389-9-5 - TRANSITION TO PERMANENT STATUS

Current through 2024-29, July 17, 2024
A. Upon written
				notice submitted within a fifteen calendar day period immediately preceding the
				expiration of the probationary period by the appointing authority to the
				Director of Human Resources that the services of the probationer have been
				satisfactory, and that the employee is therefore given a permanent appointment
				to his/her position, such employee shall be granted permanent status provided
				that the service record filed with the Director shows that the quality of
				service performed by the employee was satisfactory.
B. A copy of such notice shall be given the
				employee by the appointing authority.
C. In the absence of such grant of permanent
				status, the employee shall receive no further pay after the expiration of
				his/her probationary period.
Code of Maine Rules › 18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES › 389 - BUREAU OF HUMAN RESOURCES › Chapter 9 - PROBATIONARY PERIOD › Section 389-9-6 - SPECIAL PROVISIONS

Current through 2024-29, July 17, 2024
A. Promotion While
				on Probation
An employee who is promoted prior to the completion of
				  his/her probationary period to a higher position in the same occupational field
				  shall complete his/her probationary period in the lower position by service in
				  the higher position and the appointing authority shall certify him/her for
				  permanent status in the lower position at the end of the six months' period
				  following original appointment to that position if the employee is to be
				  continued in the state service.
B. Leave to the Unclassified Service
When a probationary employee is granted a leave of absence to
				  accept a position in the unclassified service, the unfulfilled portion of the
				  probationary period in the classified service may be completed by service in
				  the unclassified service position subject to a positive recommendation of the
				  appointing authority and approval of the Director of Human Resources, provided
				  that the work in the unclassified position is within the same general
				  occupational field and is at least equivalent in difficulty and responsibility
				  to the work of the position in the classified service.
C. Reemployment
Former employees appointed from eligible lists other than the
				  layoff list shall be subject to the probationary period beginning the date of
				  new appointment.
D.
				Reinstatement from Layoff
Former employees laid off during the probationary period
				  shall be credited with time served on probation upon reinstatement from a
				  layoff register.
E.
				Demotion
The probationary period of an employee demoted without
				  prejudice during or at the end of his probationary period shall include the
				  period of probationary service in the higher class.