Exempt from preproposal statement of inquiry under RCW 34.05.310(4).
Title of Rule: WAC 356-56-001 Declaration of purpose.
Purpose: This bill pertains to declaration of purpose for Washington management service.
Statutory Authority for Adoption: Chapter 41.06 RCW.
Statute Being Implemented: RCW 41.06.150.
Summary: This modification is necessary due to the passage of SHB 1268. This change is reflected in section 242 of the bill.
Name of Agency Personnel Responsible for Drafting: Sharon Whitehead, 521 Capitol Way South, Olympia, WA, (360) 664-6348; Implementation and Enforcement: Department of Personnel.
Name of Proponent: Department of Personnel, governmental.
Rule is not necessitated by federal law, federal or state court decision.
Explanation of Rule, its Purpose, and Anticipated Effects: This rule is the declaration of purpose for Washington management service rules. The modification is housekeeping in nature and is due to the passage of SHB 1268.
Proposal Changes the Following Existing Rules: See above.
No small business economic impact statement has been prepared under chapter 19.85 RCW. Not required.
RCW 34.05.328 does not apply to this rule adoption.
Hearing Location: Department of Personnel, 521 Capitol Way South, Olympia, WA, on August 14, 2002, at 1:30 p.m.
Assistance for Persons with Disabilities: Contact Department of Personnel by August 7, 2002, TDD (360) 753-4107, or (360) 586-8260.
Submit Written Comments to: Sharon Whitehead, Department of Personnel, P.O. Box 47500, fax (360) 586-4694, by August 12, 2002.
Date of Intended Adoption: August 14, 2002.
June 18, 2002
E. C. Matt
(2) Except as provided in RCW 41.06.070, the director of the department of personnel is authorized to adopt, after consultation with state agencies and employee organizations, rules for managers as defined in WAC 356-56-002.
(3) In establishing rules for managers, the director shall adhere to the following goals:
(a) A simplified classification system that facilitates movement of managers between agencies and promotes upward mobility;
(b) A compensation system consistent with RCW 41.06.150((
(17))) (14). The system shall provide flexibility in
setting and changing salaries;
(c) A performance appraisal system that emphasizes individual accountability for program results and efficient management of resources; effective planning, organization, and communication skills; valuing and managing workplace diversity; development of leadership and interpersonal abilities; and employee development;
(d) Strengthened management training and career development programs that build critical management knowledge, skills, and abilities; focusing on managing and valuing workplace diversity; empowering employees by enabling them to share in workplace decision making, and to be innovative, willing to take risks, and able to accept and deal with change; promoting a workplace where the overall focus is on the recipient of the government services and how these services can be improved; and enhancing mobility and career advancement opportunities;
(e) Flexible recruitment and hiring procedures that enable agencies to compete effectively with other employers, both public and private, for managers with appropriate skills and training; allowing consideration of all qualified candidates for positions as managers; and achieving affirmative action goals and diversity in the workplace;
(f) Provisions that managers may only be reduced, dismissed, suspended, or demoted for cause;
(g) Facilitation of decentralized and regional administration; and,
(h) Ensure that decisions are not based on patronage or political affiliation.
[Statutory Authority: Chapter 41.06 RCW and RCW 41.06.500. 94-01-126, § 356-56-001, filed 12/17/93, effective 1/18/94.]