Exempt from preproposal statement of inquiry under RCW 34.05.310(4).
Title of Rule: WAC 251-08-115 Salary -- Layoff, reversion, demotion, 251-09-080 Standby pay, 251-23-040 Affirmative action plans -- Content, 356-14-045 Salaries -- Comparable worth, 356-26-040 Registers -- Name removal for cause -- Ground enumerated -- Requirements, and 356-30-075 Appointments -- Veterans -- Noncompetitive.
Purpose: These rules pertain to standby pay, affirmative action plans, salaries-comparable worth, registers, and appointment-veterans.
Statutory Authority for Adoption: Chapter 41.06 RCW.
Statute Being Implemented: RCW 41.06.150.
Summary: These modifications are housekeeping in nature.
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: These rule modifications are housekeeping in nature and are proposed to bring higher education rules into compliance with Initiative 200.
Proposal Changes the Following Existing Rules: See above.
No small business economic impact statement has been prepared under chapter 19.85 RCW. Not required.
Section 201, chapter 403, Laws of 1995, does not apply to this rule adoption. These rules relate to internal government operations that are not subject to violation by a nongovernmental party. Therefore, pursuant to RCW 34.05.328 [(5)](b)(ii), section 201 does not apply.
Hearing Location: Department of Personnel, 521 Capitol Way South, Olympia, WA, on March 9, 2000, at 10:00 a.m.
Assistance for Persons with Disabilities: Contact Department of Personnel by March 2, 2000, TDD (360) 753-4107, or (360) 664-6280.
Submit Written Comments to: Sharon Whitehead, Department of Personnel, P.O. Box 47500, fax (360) 586-4694, by March 7, 2000.
Date of Intended Adoption: March 9, 2000.
January 24, 2000
(1) When an employee who has been separated returns from the institution-wide layoff list to the same class occupied immediately prior to layoff, the employee shall return to the same salary step held at time of layoff, unless the employee is currently employed by the institution and to do so would cause him/her to suffer a reduction in salary.
(2) When an employee accepts a layoff option under WAC 251-10-030((
(5)))(4), the salary shall be retained provided it
does not exceed the top step of the new range.
(3) When an employee accepts a layoff option under WAC 251-10-030((
(6)))(5), the salary shall be determined by the
(4) When an employee is reverted from trial service following promotion (or returns from alternate appointment), the former salary step shall be restored, provided that adjustments shall be made to take into account any periodic increments which would have occurred during the trial service period.
(5) When an employee accepts a voluntary demotion, the salary shall be determined by the personnel officer.
(6) For disciplinary demotion, the salary shall be lowered step-for-step. The personnel officer may, however, authorize exceptions to this provision.
[Order 61, § 251-08-115, filed 8/30/77, effective 10/1/77.]
Compensation for a scheduled
or nonscheduled work period employee required to restrict
off-duty activities to be available for duty will be approved by
higher education personnel)) board and will be included in
the individual institution compensation plan.
[Order 62, § 251-09-080, filed 8/30/77, effective 10/1/77.]
Each higher education institution/related board shall apply affirmative action plans/programs to increase the representation of affected group members in their workforce when it is determined that a particular group is underutilized. Affirmative action plans/programs shall address recruitment, appointment, promotion, transfer, training and career development, and shall include but not be limited to the following:
(1) An equal employment opportunity/affirmative action policy statement.
(2) An identification of the individual responsible for implementing the affirmative action plan/program and the specific responsibilities of that individual.
(3) Provisions for internal and external communication of the affirmative action plan/program.
(4) A workforce profile by race/ethnic origin, sex, age, disability, Vietnam Era veteran and disabled veteran status and job class/category and provisions for ascertaining the same.
(5) The development and implementation of utilization analyses and goals based on availability.
(6) An identification of the causes of underutilization and/or problem areas related to underutilization.
(7) The development and implementation of specific programs for correcting the identified causes of underutilization and/or problem areas, in order to achieve goals, such as:
(a) Provision for supplemental certification of underutilized persons with disabilities, Vietnam Era veterans and disabled veterans, and persons age 40 and over from all eligible lists, except institution-wide layoff lists, in accordance with WAC 251-23-060;
(b) Provision that, when goals exist for a class and when it is determined by the personnel officer that an eligible list does not contain sufficient numbers of persons with disabilities, Vietnam Era veterans and disabled veterans, and persons age 40 and over, applicants who are members of such groups and who meet the minimum qualifications for the class may be admitted to the examination at any time. Those who pass the examination for the class shall be placed on the appropriate eligible list;
(c) Provision for members of ((
protected)) affected groups
to enter the employment process, but not to exclude others from
(d) Provision for special employee training and development programs, in accordance with WAC 251-24-030(8).
(8) A system for monitoring and evaluating progress under the affirmative action plan/program including reports to the president/chief executive officer of the institution/related board.
(9) Supportive programs, internally and externally, which will enhance the achievement of affirmative action goals.
[Statutory Authority: RCW 41.06.150. 99-05-042, § 251-23-040, filed 2/12/99, effective 4/1/99. Statutory Authority: RCW 28B.16.100. 87-02-036 (Order 154), § 251-23-040, filed 1/2/87, effective 2/1/87; 86-06-034 (Order 145), § 251-23-040, filed 2/28/86, effective 4/1/86.]
(1) Salary changes necessary to achieve comparable worth shall be implemented during the 1983-85 biennium under a schedule developed by the department of personnel. Increases in salaries and compensation solely for the purpose of achieving comparable worth shall be made at least annually. Comparable worth for the jobs of all employees under chapter 41.06 RCW shall be fully achieved not later than June 30, 1993.
(2) Comparable worth entitlements shall comply with the December 31, 1985 settlement agreement between the state of Washington and the American Federation of State, County and Municipal Employees (AFSCME), et al., as approved by federal district court and ratified by the Washington legislature.
(3) Upon the establishment of new classes, or redefinition of existing classes, the following policy shall apply:
(a) When an existing class or class series that is covered by the settlement agreement is substantially revised, the comparable worth salary range involvement shall be determined by reevaluating the classes using the Willis methodology.
(b) The comparable worth salary range involvement for classes that were not covered by the settlement agreement and newly created classes or class series shall be determined based on internal indexing, or Willis evaluation, whichever is determined most appropriate by the director.
(c) Salary ranges for new or revised classes which are
substantially common with higher education ((
classes shall be equal, as applicable.
(4) Comparable worth evaluation committee:
(a) Comparable worth evaluations using the Willis methodology shall be conducted by an evaluation committee composed of at least eight member representatives from operating agencies, employee organizations, and department of personnel staff.
(b) Members shall be experienced in agency programs or personnel administration. Members must also attend meetings on a regular basis a majority of the time.
(c) The director shall process committee appointments, appoint officers, establish meeting agendas, call meetings, and schedule (or reschedule) evaluations as he/she deems appropriate. Affected agency or employee representatives must submit any requests for evaluations or reevaluations in writing to the director for disposition and written response.
(5) Other administrative requirements regarding comparable worth adjustments include, but are not limited to, the following:
(a) The process for determining comparable worth class salary range involvement, if any, will be made a part of the regular monthly board meeting agenda.
(b) Requesting agencies and organizations should submit new and revised class proposals in sufficient time to accommodate a possible two-month review and evaluation period requirement.
(c) Agency requests should include proposed salary survey indexing and proposed comparable worth involvement, if any, at time of item submission. Indexing and comparable worth information will be included in board meeting agenda publications.
(d) For purposes of legal, fiscal, and legislative disclosure, comparable worth involvement salary ranges will be tracked and recorded by class.
[Statutory Authority: RCW 41.06.150. 98-19-034, § 356-14-045, filed 9/10/98, effective 10/12/98; 87-09-037 (Order 273), § 356-14-045, filed 4/14/87, effective 6/1/87; 86-14-071 (Order 253), § 356-14-045, filed 7/1/86, effective 8/1/86.]
(1) The director of personnel or designee may remove the name of an eligible from a register and/or certification for any of the following reasons:
(a) For any of the causes stipulated in the chapter on appeals (WAC 356-34-010).
(b) On evidence that the eligible cannot be located by the postal authorities.
(c) On receipt of a statement from the eligible declining an appointment and/or future interest in positions in that class.
(d) If a candidate from a reduction in force register or a dual agency reversion register has waived three offers of employment for a position in the class for which the register was established.
(e) If a candidate from a promotional or open competitive register has waived consideration three times for a position in the class for which the register was established.
(f) If an eligible fails to reply to a written inquiry as to availability after five days in addition to the time required to receive and return the inquiry.
(g) If an eligible accepts an appointment and fails to report for duty at the time and place specified without giving satisfactory reasons for the delay to the appointing authority.
(h) If an eligible was certified and reported "not
satisfactory" on three occasions or if the eligible was certified
and the appointing authority reported the eligible "considered
but not appointed" on four separate occasions, or if the
appointing authority reports either "not satisfactory" or
"considered but not appointed" for a total of four times. The
director of personnel or designee will monitor all name removals
for adverse effect and/or disparate treatment of ((
affected group members.
(i) If an open competitive eligible indicates availability in a specific geographic area and subsequently refuses referral or appointment to a position in that area.
(j) If the appointing authority reports that the eligible was offered employment but could not comply with the personal identification and work authorization requirements of the federal Immigration Reform and Control Act (I.R.C.A.).
(2) The director of personnel or designee shall notify the eligible of this action and the reasons therefore by mail to the last known address, except in those cases in subsection (1)(b) or (c) of this section. The director of personnel or designee will advise the eligible of the right to appeal.
(3) An eligible's name shall be reinstated on the register upon showing of cause satisfactory to the director of personnel or in accordance with the decision of the board upon appeal.
[Statutory Authority: RCW 41.06.150. 98-19-034, § 356-26-040, filed 9/10/98, effective 10/12/98. Statutory Authority: RCW 41.06.040 and 41.06.150. 93-02-040 (Order 414), § 356-26-040, filed 1/5/93, effective 2/1/93; 91-13-041 (Order 375), § 356-26-040, filed 6/14/91, effective 8/1/91. Statutory Authority: RCW 41.06.150. 87-13-072 (Order 279), § 356-26-040, filed 6/17/87, effective 8/1/87; 87-02-038 (Order 267), § 356-26-040, filed 1/2/87; 85-21-113 (Order 237), § 356-26-040, filed 10/23/85, effective 12/1/85. Statutory Authority: RCW 41.06.150(17). 82-19-092 (Order 175), § 356-26-040, filed 9/22/82; 81-13-030 (Order 157), § 356-26-040, filed 6/15/81; Order 87, § 356-26-040, filed 5/4/76, effective 6/5/76; Order 81, § 356-26-040, filed 8/21/75, effective 9/21/75; Order 76, § 356-26-040, filed 3/31/75; Order 36, § 356-26-040, filed 7/1/71, effective 8/1/71. Formerly WAC 356-16-410.]
Appointing authorities shall prefer veterans, as defined in
subsection (2)(a) of this section and their widows, widowers, and
spouses during their initial entrance into state service when
considering selecting persons from eligible lists to fill
vacancies in the noncompetitive service as described in WAC 356-22-230(1). Those veterans, widows, widowers and eligible
spouses determined to be at least equal to nonveterans shall be
preferred over the nonveterans except appointing authorities may,
with the approval of the director of personnel, consider
protected)) affected group status and periods of military
service when endeavoring to satisfy their established and
approved agency affirmative action plans.
(2) For the purpose of defining the eligible veterans and their widows, widowers and spouses referred to in subsection (1) of this section:
(a) "Veteran" means honorably discharged persons following active service in any war of the United States or in any military campaign for which a campaign ribbon shall have been awarded.
(b) "Widow" and "widower" means the person who was married to the veteran defined in (a) of this subsection at the time of the veteran's death and who has not since remarried.
(c) "Spouse" means the person married to the veteran as defined in (a) above, when that veteran has a service connected permanent and total disability.
(3) "Equal" as referred to in subsection (1) of this section shall be determined by the appointing authorities as follows:
(a) Filling vacancies from the lists in the noncompetitive service. The appointing authority shall use a score resulting from an established systematic evaluation of the applicant's work and/or educational and training background, evaluated both for length of time and quality of experiences. Also, appointing authorities may uniformly use other merit factors that are specifically job-related in making determinations. When appointing authorities do select persons other than those listed in subsection (2) of this section who have lesser scores than those persons listed in subsection (2) of this section, they shall forward to the director of personnel an explanation and the relative standing of the eligibles selected.
(b) A description of the established systematic evaluation system by agencies must be submitted to the director of personnel. Upon request, the director of personnel will make the services of the department of personnel available, to recommend the merit and job-related factors and procedures for judging relative qualities.
[Statutory Authority: RCW 41.06.150. 87-02-039 (Order 268), § 356-30-075, filed 1/2/87. Statutory Authority: RCW 41.06.150(17). 79-11-046 (Order 136), § 356-30-075, filed 10/15/79, effective 1/1/80.]