reglab/statecodes huggingface dataset:
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-055 - What civil service rules do not apply to WMS?

Current through Register Vol. 24-14, July 15, 2024
Except where specifically stated otherwise, the following WAC
				chapters do not apply to positions or employees included in the WMS:
Chapter 357-01 WAC, Definitions;
Chapter 357-13 WAC, Classification;
Chapter 357-16 WAC, Recruitment, assessment, and
				certification;
Chapter 357-19 WAC, Appointments and reemployment;
Chapter 357-28 WAC, Compensation;
Chapter 357-46 WAC, Layoff and separation; and
Chapter 357-49 WAC, Director's reviews.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-055, filed 11/10/11,
				  effective 12/13/11; 05-12-068, §
										357-58-055, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-060 - Do the WMS rules apply to all general government employers?

Current through Register Vol. 24-14, July 15, 2024
The WMS rules, chapter 357-58 WAC, apply to all general
				government employers.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-060, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-065 - Definitions for WMS

Current through Register Vol. 24-14, July 15, 2024
The following definitions apply to chapter 357-58 WAC:
(1)
Break in service.
An
			 employee has a break in continuous state service if the employee is separated,
			 dismissed or resigns from state service. A furlough for the purposes of
			 temporary layoff as provided in WAC
			 357-58-550
			 is not considered a break in continuous state service.
(2)
Choice performance
			 confirmation.
Approval granted by the director to an employer allowing
			 the employer to factor in individual employee performance when granting
			 recognition leave.
(3)
Competencies.
Those measurable or observable knowledge, skills,
			 abilities and behaviors critical to success in a key job role or
			 function.
(4)
Director.
State human resources director within the office of
			 financial management.
(5)
Dismissal.
The termination of an individual's employment for
			 disciplinary reasons.
(6)
Employee.
An individual working in the classified service.
			 Employee business unit members are defined in WAC
			 357-43-001.
(7)
Evaluation points.
The
			 points resulting from an evaluation of a position using the managerial job
			 value assessment chart.
(8)
Layoff unit.
A clearly identified structure within an employer's
			 organization within which layoff options are determined in accordance with the
			 employer's layoff procedure. Layoff units may be a series of progressively
			 larger units within an employer's organization.
(9)
Management bands.
A series
			 of management levels included in the WMS. Placement in a band reflects the
			 nature of management, decision-making environment and policy impact and scope
			 of management accountability and control assigned to the position.
(10)
Premium.
Pay added to an
			 employee's base salary on a contingent basis in recognition of special
			 requirements, conditions or circumstances associated with the job.
(11)
Reassignment.
An employer
			 initiated movement of:
(a) A WMS employee
			 from one position to a different position within WMS with the same salary
			 standard and/or evaluation points; or
(b) A WMS position and the employee in that
			 position from one section, department or geographical location to another
			 section, department or geographical location.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-070 - What are the responsibilities of each agency for effectively managing and budgeting salaries for WMS positions?

Current through Register Vol. 24-14, July 15, 2024
Each agency has the overall responsibility for effectively
				managing and properly budgeting for salaries based on performance management
				and job required competencies for its WMS positions.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-070, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-075 - Must agencies have a salary administration policy?

Current through Register Vol. 24-14, July 15, 2024
(1) Each agency must develop a salary
			 administration policy that is consistent with this chapter and guidelines
			 established by the director's office for WMS positions.
(2) Each policy must be submitted for the
			 director's review and approval.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-075, filed 11/10/11,
				  effective 12/13/11; 05-12-068, §
										357-58-075, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-080 - How are positions assigned to the management bands?

Current through Register Vol. 24-14, July 15, 2024
Each agency must evaluate its WMS positions using a managerial
				job value assessment chart developed by the director's office. The number of
				points resulting from the evaluation determines the management band to which a
				position is assigned.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-080, filed 11/10/11,
				  effective 12/13/11; 05-12-068, §
										357-58-080, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-081 - How are positions placed into the WMS medical band?

Current through Register Vol. 24-14, July 15, 2024
Decisions regarding placement of positions in the WMS medical
				band can only be made by the director. In order for a position to be placed in
				the WMS medical band, agencies must submit a request to OFM for approval by the
				director.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-085 - Can WMS salaries be set outside the maximum of an assigned management band?

Current through Register Vol. 24-14, July 15, 2024
Compensation for a WMS position may be set outside the maximum
				of the assigned management band when allowed under WAC
				357-58-125
				or when approved by the director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-085, filed 11/10/11,
				  effective 12/13/11; 05-21-060, §
										357-58-085, filed 10/13/05,
				  effective 11/15/05; 05-12-068, §
										357-58-085, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-087 - If the legislature approves a salary increase, will employees whose base salaries are set outside the maximum of the assigned management band receive the salary increase?

Current through Register Vol. 24-14, July 15, 2024
If the legislature approves a salary increase, employees whose
				base salaries are set outside the maximum of the assigned management band will
				not receive the salary increase unless:
(1) The appropriations act specifically
			 states that employees whose base salaries are set outside the maximum of the
			 assigned management band will receive the increase; or
(2)The top of the adjusted band exceeds the
			 employee's current salary.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-090 - For what reasons can an agency adjust a WMS salary?

Current through Register Vol. 24-14, July 15, 2024
Salary adjustments may be made under the following
				conditions:
(1)Legislatively directed
			 general and/or special increase unless the employee is above the salary band
			 maximum;
(2) Documented recruitment
			 and/or retention problems as approved by the agency director or designee;
(3)Documented agency and/or state
			 internal salary relationship problems, as approved by the agency director or
			 designee.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-090, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-095 - May agencies provide salary increases for WMS employees?

Current through Register Vol. 24-14, July 15, 2024
Employers may provide salary increases to WMS employees in
				recognition of the employee's demonstrated growth and development in accordance
				with WAC
				357-58-100.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-095, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-096 - How often may agencies provide salary increases for WMS employees?

Current through Register Vol. 24-14, July 15, 2024
Salary increases for WMS employees are not on a predetermined
				schedule. Salary increases are granted in recognition of the employee's
				demonstrated growth and development.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-100 - Is there a limit for salary increases?

Current through Register Vol. 24-14, July 15, 2024
Salary increases initiated by the agency normally will not
				exceed a total of during the tenure of an employee's appointment to a position
				as long as the position's duties are unchanged or would not evaluate higher if
				new duties were assigned.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-100, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-105 - When can exceptions to the salary increase limits be made?

Current through Register Vol. 24-14, July 15, 2024
Only the director may grant requests for exception to the
				salary increase limit.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-105, filed 11/10/11,
				  effective 12/13/11; 05-12-068, §
										357-58-105, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-110 - What is a promotion?

Current through Register Vol. 24-14, July 15, 2024
A promotion is one of the following:
(1) The assignment of additional
			 responsibilities, which results in higher evaluation points and/or a higher
			 salary standard for the same position, or
(2) Movement to a different position that has
			 a higher salary standard and/or higher evaluation points.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-110, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-115 - What is a voluntary demotion and what changes may occur in salary?

Current through Register Vol. 24-14, July 15, 2024
A voluntary demotion is a voluntary movement by an employee to
				a position that has a lower salary standard and/or lower evaluation points.
				Such movement may result in a salary decrease.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-068,
				  §
										357-58-115, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-120 - What is a disciplinary demotion and what changes may occur in salary?

Current through Register Vol. 24-14, July 15, 2024
Demotion for cause is a disciplinary demotion. A disciplinary
				demotion results in the:
(1)
			 Assignment of responsibilities which results in a lower salary standard and/or
			 lower evaluation points for the same position or results in the position being
			 placed in the WGS with a lower base salary, or
(2) Movement to a different position that has
			 a lower salary standard and/or lower evaluation points or to a WGS position
			 with a lower base salary.
A disciplinary demotion may result in a salary decrease. If a
				disciplinary demotion results in a salary decrease, the overtime status of the
				position may be impacted and must comply with the salary basis test of both
				chapter 49.46 RCW and the Fair Labor Standards Act.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-120, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-125 - What is an involuntary downward movement and how does that affect the salary?

Current through Register Vol. 24-14, July 15, 2024
An involuntary downward movement is based on a nondisciplinary
				reassignment of duties that results in a lower salary standard and/or lower
				evaluation points for an employee's current position. A WMS employee occupying
				a position that is affected by an involuntary downward movement must be placed
				within the salary standard established for the WMS position at an amount equal
				to the employee's previous base salary. If the previous base salary exceeds the
				new salary standard, the employee's base salary must be set equal to the
				maximum of the salary standard for the position. The employee's base salary may
				be set higher than the salary standard maximum, but not exceeding the previous
				base salary, if allowed by the employer's salary administration
				policy.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-125, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-126 - How is the employee affected when the employee's position is involuntarily moved downward as described in WAC 357-58-125?

Current through Register Vol. 24-14, July 15, 2024
When an employee's position is moved involuntary downward as
				described in WAC
				357-58-125,
				the following applies:
(1) If the
			 employee meets the position requirements and chooses to remain in the position
			 the employee retains appointment status and the employee's salary is set in
			 accordance with WAC
			 357-58-125.
(2) If the employee chooses to vacate the
			 position or does not meet the position requirements, the employer's WMS layoff
			 procedure applies.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-130 - Do salary increases greater than five percent for a group of employees need approval?

Current through Register Vol. 24-14, July 15, 2024
Salary increases greater than five percent proposed for any
				group of five or more employees must be reviewed and approved by the director.
				A group of employees means five or more employees with the same working
				title.
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-130, filed 11/10/11,
				  effective 12/13/11; 05-12-069, §
										357-58-130, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-132 - Upon return from exempt service, how is a WMS employee's salary set?

Current through Register Vol. 24-14, July 15, 2024
The employee's base salary must not be less than the
				employee's previous base salary in classified service, adjusted according to
				any changes to the salary standard established for the position or any general
				wage increases/adjustments that occurred while the employee was in exempt
				service.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-135

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-135, filed 11/10/11,
				  effective 12/13/11; 05-12-069, §
										357-58-135, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-136 - Can an employer authorize a lump sum payment to support recruitment and/or retention of a WMS position?

Current through Register Vol. 24-14, July 15, 2024
(1) With director approval, employers may
			 authorize up to a fifteen percent lump sum payment in addition to the
			 employee's base salary to support the recruitment and/or retention of the
			 employee or candidate for a specific WMS position.
(2) An employee may not receive more than
			 fifteen percent of their annual base salary over a twelve-month
			 period.
(3) In advance of
			 authorizing a lump sum payment for recruitment and/or retention, employers must
			 establish express conditions in writing for the payment. The conditions must
			 include a specified period of employment or continued employment. Any lump sum
			 payment under this section must only be made after services have been rendered
			 in accordance with conditions established by the employer.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-137 - For what reasons may a WMS employee be required to pay back the recruitment and/or retention lump sum payment?

Current through Register Vol. 24-14, July 15, 2024
If the employee receiving the recruitment and/or retention
				lump sum payment terminates or causes termination with the state within one
				year of the date of appointment or transfer, that employee may be required to
				pay back the lump sum payment. If the termination is a result of layoff,
				disability separation, or other good cause as determined by the agency
				director, the employee will not have to pay back the lump sum
				payment.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-140

Current through Register Vol. 24-14, July 15, 2024
Statutory Authority:
				  Chapter
				  41.06 RCW. 11-23-054,
				  §
										357-58-140, filed 11/10/11,
				  effective 12/13/11; 05-12-069, §
										357-58-140, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-141 - When must a Washington management service (WMS) employee receive location based premium pay?

Current through Register Vol. 24-14, July 15, 2024
Location based premium pay at the rate specified in the
				compensation plan must be paid when a WMS employee is:
(1) Assigned to work on McNeil Island at the
			 special commitment center and for each day the employee is physically working
			 on the island. Days in paid status not working on the island will not qualify
			 for premium pay; or
(2) Assigned to
			 a permanent duty station in King County. When an employee is no longer
			 permanently assigned to a King County duty station they will not be eligible
			 for location based premium pay.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-145 - When may an agency authorize lump sum relocation compensation?

Current through Register Vol. 24-14, July 15, 2024
An agency director may authorize lump sum relocation
				compensation, within existing resources, whenever:
(1) It is reasonably necessary that a new or
			 existing employee move their primary domicile to accept an appointment;
			 or
(2) It is necessary to
			 successfully recruit or retain a qualified candidate or employee who will have
			 to move in order to accept the position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-145, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-150 - For what reasons may an employee be required to pay back the relocation payment?

Current through Register Vol. 24-14, July 15, 2024
If the employee receiving the relocation payment terminates or
				causes termination with the state within one year of the date of the
				appointment or transfer, that employee may be required to pay back the lump sum
				payment. Termination as a result of layoff, disability separation, or other
				good cause as determined by the agency director will not require the employee
				to repay the relocation compensation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-150, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-155 - Must the agency develop written criteria for relocation compensation?

Current through Register Vol. 24-14, July 15, 2024
An agency must develop written criteria prior to authorizing
				lump sum relocation compensation. The criteria must include:
(1) A description of the circumstances for
			 which relocation compensation will be granted; and
(2) The method that will be used to determine
			 the amount of relocation compensation.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-155, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-160 - How are hours of work established for WMS employees?

Current through Register Vol. 24-14, July 15, 2024
Agencies must assign each WMS position to one of the overtime
				eligibility designations identified in the compensation plan and determine the
				position's work week.
For overtime eligible employees, compensation must be in
				accordance with the following sections of chapter 357-28 WAC:
WAC 357-28-250
WAC 357-28-255
WAC 357-28-260
WAC 357-28-265
WAC 357-28-275
WAC 357-28-280
WAC 357-28-285
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-160, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-165 - Do WMS employees receive leave benefits?

Current through Register Vol. 24-14, July 15, 2024
Leave accrual, leave usage, and paid holidays for WMS employees
				must be in accordance with chapter 357-31 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-165, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-170 - What about other pay issues?

Current through Register Vol. 24-14, July 15, 2024
Each agency may establish policies and practices for additional
				compensation for shift differential, call back pay and standby pay in
				accordance with the provisions of chapter 357-28 WAC. Other additional
				compensation may be allowed when approved by the director.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-170, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-175 - Can an employer authorize lump sum vacation leave or accelerate vacation leave accrual rates to support the recruitment and/or retention of an employee or candidate for a WMS position?

Current through Register Vol. 24-14, July 15, 2024
In addition to the vacation leave accruals as provided in WAC
				357-31-165,
				an employer may authorize additional vacation leave as follows to support the
				recruitment and/or retention of an employee or candidate for a specific WMS
				position:
(1) Employers may authorize
			 an accelerated accrual rate for an employee or candidate. The WMS employee
			 would remain at the accelerated accrual rate until the WMS employee's
			 anniversary date caught up to the accrual rate amount in accordance with WAC
			 357-31-165;
			 and/or
(2) Employers may authorize
			 a lump sum accrual of up to eighty hours of vacation leave for the employee or
			 candidate.
Vacation leave accrued under this section must be used in
				accordance with the leave provisions of chapter 357-31 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-175, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-180 - Must an agency have a policy regarding authorization of additional leave to support the recruitment of a candidate or the retention of an employee for a WMS position?

Current through Register Vol. 24-14, July 15, 2024
In order to authorize additional leave for the recruitment
				and/or retention of a candidate or employee for a WMS position, an agency must
				have a written policy that:
(1)
			 Identifies the reasons for which the employer may authorize additional leave;
			 and
(2) Requires that lump sum
			 accruals only be granted after services have been rendered in accordance with
			 express conditions established by the employer.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-180, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-185 - Must an agency develop a recruitment and selection policy and/or procedure for WMS positions?

Current through Register Vol. 24-14, July 15, 2024
Each agency must develop a recruitment and selection policy
				and/or procedure that will best meet client, employee, management, and
				organizational needs. The policy and/or procedure must address filling
				positions and employee movement.
The policy and procedures for recruitment and selection must be
				inherently flexible and permit methods and strategies to be varied and
				customized for each recruitment and selection need.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-185, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-190 - What must be addressed in agency's WMS recruitment and selection policy and/or procedure?

Current through Register Vol. 24-14, July 15, 2024
An agency's WMS recruitment and selection policy and/or
				procedure must:
(1) Provide for the
			 ability to consider any or all qualified candidates for hire, promotion, or
			 internal movement;
(2) Ensure that
			 hiring decisions are fair, objective, and based on the evaluation of leadership
			 and other job related competencies and characteristics required for successful
			 job performance and performance management;
(3) Support workforce diversity and
			 affirmative action goals;
(4)
			 Consider the career development of the agency's employees and other state
			 employees;
(5) Consider making
			 appointments from a veterans placement program;
(6) Ensure that hiring decisions are not
			 based on patronage or political affiliation;
(7) Ensure compliance with state and federal
			 laws relating to employee selection and nondiscrimination;
(8) Encourage decentralized and regional
			 administration of the recruitment and selection processes when it is
			 appropriate for the agency; and
(9)
			 Ensure compliance with requirements governing wage and salary information in
			 accordance with
			 RCW
			  49.58.100,
			 49.58.110, WAC
			 357-16-017,
			 357-16-215, and
			 357-16-220.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-190, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-195 - Are employers required to grant promotional preference when filling WMS positions?

Current through Register Vol. 24-14, July 15, 2024
Agencies are not required to grant promotional preference when
				recruiting and selecting for WMS positions. However, an agency may determine,
				on an individual position basis, if it is in the organization's best interest
				to limit the candidate pool to promotional candidates. The agency defines who
				qualifies as a promotional candidate.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-195, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-200 - How may transfers occur?

Current through Register Vol. 24-14, July 15, 2024
At any time, an employee and the affected agency or agencies
				may agree to the transfer of a WMS employee within an agency or between
				agencies.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-200, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-205 - Under what conditions may an employer reassign a WMS employee?

Current through Register Vol. 24-14, July 15, 2024
At any time, an agency may reassign an employee or a position
				and its employee to meet client or organizational needs. If the new location is
				within a reasonable commute of the employee's domicile, as defined by the
				agency, the employee must accept the reassignment.
If the reassignment is beyond a reasonable commute of the
				employee's domicile and the employee does not agree to the reassignment, the
				employee has layoff rights in accordance with this chapter.
Statutory Authority:
				  Chapter
				  41.06 RCW. 09-03-013,
				  §
										357-58-205, filed 1/9/09,
				  effective 2/13/09; 05-12-069, §
										357-58-205, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-207 - How much notice must an employer give when reassigning a WMS employee?

Current through Register Vol. 24-14, July 15, 2024
An employer must give fifteen calendar days' written notice to
				a WMS employee who is being reassigned unless the employer and employee agree
				to waive the fifteen days' notice period.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-210 - When may a WMS employee transfer to a WGS position and vice versa?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee may transfer from a WMS position to a WGS
				position if the employee's salary is within the salary range of the WGS
				position.
A permanent employee may transfer from a WGS position to a WMS
				position if the employee's salary is within the management band assigned to the
				WMS position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-210, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-215 - May a permanent employee voluntarily demote to a WGS position?

Current through Register Vol. 24-14, July 15, 2024
A permanent employee may voluntarily demote from a WMS position
				to a WGS position at a lower pay level than the employee's current
				position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-21-053,
				  §
										357-58-215, filed 10/13/05,
				  effective 11/15/05; 05-12-069, §
										357-58-215, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-220 - May a permanent WMS employee accept a nonpermanent appointment in the WGS?

Current through Register Vol. 24-14, July 15, 2024
A permanent WMS employee may accept a nonpermanent appointment
				to a WGS position as provided in chapter 357-19 WAC.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-220, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-225 - What return rights must an employer provide to a permanent WMS employee who accepts a nonpermanent appointment to a WGS position?

Current through Register Vol. 24-14, July 15, 2024
(1) When a permanent WMS employee has
			 accepted a non-permanent appointment to a WGS position within the
same
agency and the nonpermanent appointment ends, the agency must
			 at a minimum provide the employee the layoff rights of the employee's permanent
			 WMS position. If returning to a permanent WMS position the employee's salary
			 must not be less than the salary of the previously held permanent WMS
			 position.
(2) When a permanent WMS
			 employee has accepted a nonpermanent appointment to a WGS position within a
different
agency, the original agency must provide layoff rights
			 as specified in subsection (1) of this section for six months from the time the
			 employee is appointed. Any return right after six months is negotiable between
			 the employee and agency and must be agreed to prior to the employee accepting
			 the nonpermanent appointment. If the employee does not return on the agreed
			 upon date, the employee can request placement in the general government
			 transition pool per WAC
			 357-46-095.
(3) In lieu of the rights provided in
			 subsection (1) or (2) of this section, the agency and the employee may agree to
			 other terms.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-225, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-226 - What happens when a WMS employee who was serving a review period and was appointed to a WGS nonpermanent position returns to the same or different WMS position?

Current through Register Vol. 24-14, July 15, 2024
If a WMS employee was serving a review period and accepted a
				nonpermanent appointment to a WGS position and returned to the same or
				different WMS position, the employer may allow the prior time served in the WMS
				review period to count towards the completion of the review
				period.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-230 - May a permanent WMS employee accept an appointment to a project position in the general service and does the employee have any return right to the employee's permanent WMS position?

Current through Register Vol. 24-14, July 15, 2024
A permanent WMS employee may accept an appointment to a project
				WGS position as provided in chapter 357-19 WAC. Any right to return to the
				employee's permanent WMS position is negotiable between the employer and
				employee and must be agreed to prior to the employee accepting the WGS
				position. If no return right is agreed to, the employee has the rights provided
				by chapter 357-46 WAC upon layoff from the project.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-21-053,
				  §
										357-58-230, filed 10/13/05,
				  effective 11/15/05; 05-12-069, §
										357-58-230, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-235 - May employers create WMS positions in projects?

Current through Register Vol. 24-14, July 15, 2024
Employers may designate project positions that meet the
				definition of manager as WMS project positions.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-069,
				  §
										357-58-235, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-240 - What are the notification requirements for appointing an employee to a project WMS position?

Current through Register Vol. 24-14, July 15, 2024
An employee appointed to a project WMS position must be
				notified, in writing, of the status of the appointment and the expected ending
				date of the position.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-240, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-245 - Must an employee appointed to a project position serve a review period?

Current through Register Vol. 24-14, July 15, 2024
(1) An employee
			 appointed to a WMS project position
must
serve a review period
			 when:
(a) The employee does not have
			 permanent status in classified service; or
(b) The employee is a permanent employee who
			 has promoted to a project WMS position.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-250 - Must an employee who transfers or voluntarily demotes to a project WMS position serve a review period?

Current through Register Vol. 24-14, July 15, 2024
An appointing authority may require an employee who transfers
				or voluntarily demotes to a project WMS position to serve a review
				period.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-250, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-255 - May a permanent WMS employee accept a project appointment within WMS and does the employee have any return rights to the employee's permanent WMS position?

Current through Register Vol. 24-14, July 15, 2024
A permanent WMS employee may accept an appointment to a project
				WMS position. Any right to return to the employee's permanent WMS position is
				negotiable between the employer and employee and must be agreed to prior to the
				employee accepting the project position. If no return right is agreed to, the
				permanent employee has the rights provided by WAC
				357-58-465
				upon layoff from the project.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-255, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-260 - What happens to employees in project WMS positions at the conclusion of the project?

Current through Register Vol. 24-14, July 15, 2024
(1) At the
			 conclusion of an appointment to a project WMS position, the layoff provisions
			 of this chapter apply.
(2) In
			 addition to the layoff rights provided by this chapter:
(a) A permanent status employee who left a
			 permanent WGS position to accept appointment to a project WMS position without
			 a break in service has the additional rights provided by WAC
			 357-19-340; and
(b) A permanent WMS employee who left a
			 permanent WMS position may have additional rights negotiated under WAC
			 357-58-255.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-265 - When may an agency make an acting WMS appointment and what actions are required?

Current through Register Vol. 24-14, July 15, 2024
When necessary to meet organizational needs, an agency may make
				nonpermanent appointments in WMS. These appointments are called acting
				appointments. Prior to the acting appointment, the appointing authority must
				communicate in writing to the employee the anticipated length, intent, salary,
				and other conditions of the appointment.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-265, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-270 - Does time in an acting appointment count as time in the review period?

Current through Register Vol. 24-14, July 15, 2024
When an individual who is in an acting WMS appointment is
				subsequently appointed to a permanent WMS position, time spent in the acting
				appointment may count towards the review period for the permanent WMS position
				at the discretion of the appointing authority.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-270, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-275 - May a permanent WMS employee accept an acting WMS appointment and what are the employee's return rights at the conclusion of the acting appointment?

Current through Register Vol. 24-14, July 15, 2024
Permanent WMS employees may accept acting appointments to WMS
				positions.
(1) When a permanent WMS
			 employee has accepted an acting appointment within the
same
agency
			 and the acting appointment ends the following applies:
(a) The agency may agree to return the
			 employee to a permanent WMS position. If returning to a permanent WMS position,
			 the employee's salary must not be less than the salary of the previously held
			 permanent WMS position.
(b) The
			 agency at a minimum provide the employee the layoff rights of the employee's
			 permanent WMS position in accordance with WAC
			 357-58-465.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-280 - How much notice must an employer give for ending an acting appointment?

Current through Register Vol. 24-14, July 15, 2024
The end date of an acting appointment may be set in the
				appointment letter. If the end date is not set in the appointment letter, the
				employer must give written notice of the termination date of the acting
				appointment. If the employee is a permanent state employee, the employer must
				provide at least fifteen calendar days' notice. If the employee is not a
				permanent state employee, the employer must give one work day's notice.
An acting appointment may be terminated immediately with pay in
				lieu of the one work day of notice required for nonpermanent employees or the
				fifteen calendar days' notice required for permanent employees.
For purposes of this rule, written notice may be provided using
				alternative methods such as e-mail, campus mail, the state mail service, or
				commercial parcel delivery in accordance with WAC
				357-04-105.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-094,
				  §
										357-58-280, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-285 - When must a WMS employee serve a review period?

Current through Register Vol. 24-14, July 15, 2024
(1) A review period
must
be
			 served when:
(a) A permanent employee promotes
			 to a permanent WMS position; or
(b)
			 An employee who does not have permanent status in the classified service is
			 appointed to a permanent WMS position.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-290 - How long does the review period last?

Current through Register Vol. 24-14, July 15, 2024
Based on the nature of the job and the skills of the appointee,
				the review period will be between twelve and eighteen months as determined by
				the appointing authority. At the time of the appointment, the appointing
				authority will inform the appointee in writing of the length of the review
				period. If an employee in a WMS review period accepts a nonpermanent position
				in a WGS position, upon return to the WMS position the employer may suspend the
				review period and allow the employee to resume where the employee left off or
				start the review period over.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-290, filed 5/27/05,
				  effective 7/1/05.
Washington Administrative Code › Title 357 - Financial Management, Office of State Human Resources Director › Chapter 357-58 - Washington management service › Section 357-58-295 - May a review period be extended beyond the initial time period?

Current through Register Vol. 24-14, July 15, 2024
Employers may extend the review period for an individual
				employee as long as the extension does not cause the total period to exceed
				eighteen months. The employer must notify the employee in writing of the
				extension.
Statutory Authority:
				  Chapter
				  41.06 RCW. 05-12-070,
				  §
										357-58-295, filed 5/27/05,
				  effective 7/1/05.