Purpose: These rules pertain to the Washington management service.
Statutory Authority for Adoption: Chapter 41.06 RCW.
Adopted under notice filed as WSR 05-04-091 on February 2, 2005.
Changes Other than Editing from Proposed to Adopted Version: WAC 357-58-415, as a result of discussions with stakeholders it was determined that the question be rewritten to address what forms and procedures must employers use to plan for and evaluate the performance of managers. The section was rewritten to address this question.
WAC 357-58-450, as a result of discussions with stakeholders it was determined that the language be clarified to address a WMS employee returning from an exempt appointment.
WAC 357-58-460, as a result of discussions with stakeholders it was determined that the language "Define what the employer considers when determining the comparability of a position" be removed.
WAC 357-58-465 (1)(c) and (2)(a), as a result of discussions with stakeholders it was determined that these subsections be abolished. Also the language in subsection (2) was changed for clarification purposes.
WAC 357-58-495, as a result of discussions with stakeholders it was determined that this WAC be abolished.
Number of Sections Adopted in Order to Comply with Federal Statute: New 0, Amended 0, Repealed 0; Federal Rules or Standards: New 0, Amended 0, Repealed 0; or Recently Enacted State Statutes: New 18, Amended 0, Repealed 0.
Number of Sections Adopted at Request of a Nongovernmental Entity: New 0, Amended 0, Repealed 0.
Number of Sections Adopted on the Agency's Own Initiative: New 0, Amended 0, Repealed 0.
Number of Sections Adopted in Order to Clarify, Streamline, or Reform Agency Procedures: New 0, Amended 0, Repealed 0.
Number of Sections Adopted Using Negotiated Rule Making: New 0, Amended 0, Repealed 0; Pilot Rule Making: New 0, Amended 0, Repealed 0; or Other Alternative Rule Making: New 18, Amended 0, Repealed 0.
Date Adopted: March 10, 2005.
Eva N. Santos
(1) Fostering employee competence, leadership and productivity,
(2) Supporting achievement of organizational goals and objectives, and
(3) Holding managers accountable for achieving programmatic results and helping to build a performance based culture that will enable workforce success.
(1) Assessment of those leadership competencies that are critical to an effective managerial in a performance-based environment;
(2) Planning for development and training in leadership competencies;
(3) Collaboration and communication between the supervisor and managerial employee during the performance planning and evaluation process;
(4) Planning for and assessment of results; and
(5) Preparation of a performance management and development plan.
(1) Executive commitment to a performance-based culture;
(2) Present status of performance management in the organization;
(3) Defined roles and responsibilities for implementing and sustaining a performance management system;
(4) Policy and process for holding managers accountable for properly carrying out their roles and responsibilities in performance management;
(5) Internal policies and procedures for a performance management system;
(6) Strategy for communicating to employees regarding policies, procedures, and timelines for performance management;
(7) Performance management orientation and training for managers and supervisors;
(8) Internal mechanisms for managing funding for performance-based compensation;
(9) Implementation of a performance and development plan for all employees subject to performance factor decisions; and
(10) Process for monitoring and measuring success.
Permanent WMS employees must receive at least fifteen (15) calendar days' written notice of layoff, except when the employer and employee agree to waive the fifteen-day notice. Notice of layoff must include the reason or basis for layoff and the employee's right to appeal the layoff.
WMS employees without permanent status must receive at least one (1) calendar day's written notice of layoff.
(1) The reasons for layoff include, but are not limited to, the following:
(a) Lack of funds
(b) Lack of work; or
(c) Organizational change.
(2) Examples of layoff actions due to lack of work may include, but are not limited to:
(a) Termination of a project or special employment;
(b) Availability of fewer positions than there are employees entitled to such positions;
(c) Elimination of a position when the work of the position has been competitively contracted; or
(d) Employee's ineligibility to continue in a position which has been reallocated to the WGS.
Reviser's note: The typographical error in the above section occurred in the copy filed by the agency and appears in the Register pursuant to the requirements of RCW 34.08.040.
WAC 357-58-455 How does an employer implement a layoff action? The employer is required to have a layoff procedure. When an employer determines a layoff is necessary, the layoff procedure must be followed. The layoff procedure must be available either electronically or in writing to employees subject to layoff.
(1) Identify clearly defined layoff unit(s) that minimize disruption of the employer's total operation and provide options to employees scheduled for layoff;
• Employers may establish separate and exclusive layoff units for project employment or special employment programs.
(2) Provide opportunities to avoid or minimize layoff, such as transfers, voluntary demotion, voluntary reduced work schedule, or voluntary leave without pay;
(3) Require the appointing authority to provide written notice of layoff to employees in accordance with WAC 357-58-440.
(4) Provide layoff options for permanent employees being laid off in accordance with WAC 357-58-465. Only employers who have performance confirmation can consider performance in determining layoff options;
(5) Address the timeframe in which employees must select a layoff option;
(6) Identify the employer's legitimate business requirements if the employer is going to consider those requirements in determining layoff options under WAC 357-58-465;
• Legitimate business requirements may include requirements such as circumstances or characteristics that render a position uniquely sensitive to disruption in continuity such as meeting critical deadlines, continuity in patient care, or research progress.
(7) Describe how employment retention ratings will be calculated, including options for factoring performance into ratings; and
(8) Specify how the employer will break ties when more than one employee has the same employment retention rating.
(a) The employee has the required competencies for the position.
(b) The WMS position is at the same salary standard and/or evaluation points. If no option to a position with the same salary standard and/or evaluation points is available, the employer must consider other WMS positions with a lower salary standard and/or evaluation points, or general service positions in classes in which the employee has held permanent status, in descending salary order. At the agency's discretion, the employee may be offered a vacant position at higher evaluation points.
(2) The position is funded and vacant, or if no vacant position is available, the position is occupied by the employee with the lowest retention rating. If a permanent employee has no option available under subsection (1) of this section, the employer must determine if there is an acting position in the layoff unit for which the employee is qualified.
(2) An eligible veteran is defined as any permanent employee who:
(a) Has one or more years in active military service in any branch of the armed forces of the United States or who has less than one year's service and is discharged with a disability incurred in the line of duty or is discharged at the convenience of the government; and
(b) Has received, upon termination of such service:
(i) An honorable discharge;
(ii) A discharge for physical reasons with an honorable record; or
(iii) A release from active military service with evidence of service other than that for which an undesirable, bad conduct, or dishonorable discharge is given.
(3) "An eligible veteran" does not include any person who as a veteran voluntarily retired with twenty (20) or more years' active military service and has military retirement pay in excess of five hundred dollars per month.
(4) The unmarried widow/widower of an eligible veteran is entitled to veteran's seniority preference for up to five (5) years as outlined in subsection (1) and (2) of this section regardless of whether the veteran had at least one (1) year of active military service.