CIVIL SERVICE REFORM UPDATE

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CIVIL SERVICE REFORMUPDATE
rules

• A Bird of a Different Feather

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Personnel System Reform ActReview of Components

• Personnel System Reform Act of 2002 has three key
  components
• 1. New Human Resources System
• Civil Service Rule Reform
• 2. Collective Bargaining
• 3. Competitive Contracting
• All components to be implemented not later than
  July 2005.
• Applies to all employees who are not in
  bargaining units and Partially for employees in
  bargaining units

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Component Two Civil Service Rule Reform

• Status
• Final Draft of Rules to be Adopted July 29, 2004
• CCS has been reviewing and providing comment to
  DOP
• HRO has been providing rule analysis for Cabinet
  and will ask for direction in near future

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Rules

• WAC 357 (collectively, replaces WAC 251)
• 357-01 Definitions
• 357-04 General Provisions
• 357-07 Public Records
• 357-13 Classification
• 357-16 Recruitment, Assessment, Certification
• 357-19 Appointment Reemployment
• 357-22 Personnel Files
• 357-25 Affirmative Action

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Rules (continued)

• 357-26 Reasonable Accommodation
• 357-28 Compensation
• 357-34 Employee Training and Development
• 357-37 Performance Management
• 357-40 Discipline
• 357-43 Employee Business Units
• 357-46 Layoff
• 357-49 Director Reviews

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WAC 357-13 Classification

• Major Overhaul of Current System
• Reduces 2500 Classifications to 250
  Occupational Categories with Four Competency
  Levels
• Rule Changes of Note
• Reallocation to Higher Level No Longer Requires
  Apply for your own job
• CCS required to develop Job Descriptions
• CCS must develop a Classification Plan/Procedure

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Classification Implementation

• DOP is proposing a multi-year (5) implementation
  plan
• CCS previously analyzed occupational categories
  (see website)
• Categories have been sub-divided into Groups,
  each group will be implemented sequentially

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ClassificationGroup Implementation Schedule

• Group 1 adopt Winter 2004
• implement June 1, 2005

Administrative Assistant Office
Assistants Admin Services Manager Office
Assistant Lead Early Childhood Program
Aides Office Support Supervisors Early Childhood
Program Specialists Scientific Instruct
Technicians Info Technology Application
Specialists Secretary and Secretary Senior Info
Technology Systems Specialists Teaching
Aides Info Technology Technician Technical
Secretary Instructional Technicians
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ClassificationGroup Implementation Schedule

• Group 2 3 adopt June 2005
• implement January 1, 2006

Accountants Graphics Design Illustrator Accounti
ng Supervisor Human Resources Reps Budget
Analysts Information Specialists Buyers Libra
ry Specialists Supervisor Carpenters Library
Technicians and Lead Control Technicians Mail
Rater and Lead Custodian and Lead Maintenance
Custodians, Lead Supv Electrician Maintenance
Mechanics Fiscal Specialist/Supervisor Painter Fis
cal Technician/Supervisor Payroll
Supervisor Gardeners and Lead Program
Assistants, Coordinators, Mgrs Program Support
Supers Sprinkler Maint Worker Truck
Drivers Utility Worker and Lead
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ClassificationGroup Implementation Schedule

• Group 4, 5, etc. adopt ????
• implement ????
• Should know more in August
• Also in August updated Crosswalk information
• Suggestion See our website for likely crosswalk

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WAC 357-16 Recruitment, Assessment and
Certification

• More Flexible and Effective Assessment
• Elimination of Rule of 7
• Elimination of Supplemental Exam
• Rule Changes of Note
• CCS must develop a certification procedure
• Must provide for career ladders, probationary
  periods, and examination structures

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WAC 357-19 Appointment and Re-employment

• Provides more flexible appointment types and
  protections for re-employment
• Project Appointment
• Re-employment after resignation with exam
• Rule Changes of Note
• CCS must develop a Return-to-work plan
• Can adopt probationary periods that vary
• Can assign in-training positions

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WAC 357-28 Compensation

• Fewer, Broader Salary Bands with Performance Pay
  as an Element
• Pay for Performance
• Recognition Pay
• Overtime based upon 40 hour week (FLSA)
• Y-rating in reallocations
• Rule Changes of Note
• CCS must adopt a Salary Determination Policy
• CCS must receive Performance Readiness
  Confirmation

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Pay for Performance
Within a Band
Spread within Salary Band for Longevity and
Performance/Value Progression
40 45
Band Min
Band Max
Occupational Category
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13 18
Longevity progression
Performance/Value Opportunity READINESS
CONFORMATION
Anchor Point for Longevity Progression
Anchor Point for Performance/Value
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Recognition Pay

• Agencies and institutions may award a lump-sum
  payment to recognize significant individual or
  team accomplishments.
• Based on predefined parameters.
• Not an entitlement must be re-earned.
• Organizations would have to budget funds, or
  possibly use portion of savings generated.
• DOP will develop broad policy guidance and
  training and would have to certify

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WAC 357-34 Training/Development

• Support employee in developing occupational and
  professional skills
• Development Assignments/Rotations
• New Supervisor Training Mandate
• Rule Changes of Note
• CCS must adopt a Training Plan
• CCS may develop its own Supervisor training

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WAC 357-37 Performance Management

• A process that is positive, performance-based,
  fosters productivity and supports achievement of
  organizational goals and objectives
• Option to use DOP forms or develop CCS forms
• Rule Changes of Note
• CCS must develop a Employee Performance
  Management Plan
• Can provide for performance use in compensation
• Can provide for an employee
• recognition/reward program
• Can provide an appeal procedure

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WAC 357-40 Discipline

• A process that allows appointing authority to
  dismiss, suspend without pay, demote or reduce
  base salary for just cause
• Reduce Base Salary?
• Just Cause?
• Rule Changes of Note
• CCS may develop its own corrective discipline
  policy
• Alternative measures that do not deprive an
  employee of pay yet still help an employee
  address unsatisfactory performance

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WAC 357-43 Employee Business Units (EBU)

• Connects to Contracting Out of Public Services
  Rules developed by General Administration
• EBUs can be formed by employees negatively
  impacted by contracting out decision
• EBUs can enter the competitive bid process and,
  if successful, continue to serve as state
  employees for term of contract

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WAC 357-46 Layoff

• Employer initiated action that results in
  separation or reduction in position for one or
  more of the following reasons
• Lack of funds
• Lack of work, or
• Organizational change
• Rule Changes of Note
• CCS must adopt a layoff procedure
• Organizational Change vs. Good Faith
  Reorganization
• Lack of work includes termination of project
  appointment

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Other Rules Not Yet Analyzed

• 357-07 Public Records
• 357-22 Personnel Files
• 357-25 Affirmative Action
• 357-26 Reasonable Accommodation