WSR 17-08-047
[Filed March 30, 2017, 12:17 p.m.]
Original Notice.
Proposal is exempt under RCW 34.05.310(4) or 34.05.330(1).
Title of Rule and Other Identifying Information: WAC 357-58-075 Must agencies have a salary administration policy? and 357-58-125 What is an involuntary downward movement and how does that affect the salary?
Hearing Location(s): Office of Financial Management (OFM), Capitol Court Building, 1110 Capitol Way South, Suite 120, Conference Room 110, Olympia, WA 98501, on May 11, 2017, at 8:30 a.m.
Date of Intended Adoption: May 11, 2017.
Submit Written Comments to: Kristie Wilson, OFM, P.O. Box 47500, email, fax (360) 586-4694, by May 4, 2017. For OFM tracking purposes, please note on submitted comments "FORMAL COMMENT."
Assistance for Persons with Disabilities: Contact OFM by May 4, 2017, TTY (360) 753-4107 or (360) 586-8260.
Purpose of the Proposal and Its Anticipated Effects, Including Any Changes in Existing Rules: The proposed rule amendment to WAC 357-58-075 addresses the requirement that Washington management service (WMS) salary administration policies (SAP) must be submitted to the state human resource (SHR) director for review and approval. The proposed rule amendment to WAC 357-58-125 clarifies that SAP are intended for WMS employees and salary determination policies are intended for Washington general service employees.
Reasons Supporting Proposal: OFM SHR Directive 17-01, effective January 27, 2017, requires all general government state agencies to submit their WMS SAP for director's review and approval.
Statutory Authority for Adoption: Chapter 41.06 RCW.
Statute Being Implemented: RCW 41.06.150.
Rule is not necessitated by federal law, federal or state court decision.
Name of Proponent: OFM, governmental.
Name of Agency Personnel Responsible for Drafting, Implementation, and Enforcement: Kristie Wilson, 128 10th Avenue S.W., Olympia, WA 98501, (360) 407-4139.
No small business economic impact statement has been prepared under chapter 19.85 RCW. Rules related only to internal government operations. No impact to businesses or industry.
A cost-benefit analysis is not required under RCW 34.05.328. Rules are related to internal government operations and are not subject to violation by a nongovernmental party. See RCW 34.05.328 (5)(b)(ii) for exemption.
March 30, 2017
Roselyn Marcus
Assistant Director of Legal
and Legislative Affairs
AMENDATORY SECTION (Amending WSR 11-23-054, filed 11/10/11, effective 12/13/11)
WAC 357-58-075 ((What is the requirement for agencies to develop compensation policies?)) Must agencies have a salary administration policy?
(1) Each agency must develop a salary administration ((policies)) policy that ((are)) 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.
AMENDATORY SECTION (Amending WSR 14-06-007, filed 2/20/14, effective 3/24/14)
WAC 357-58-125 What is an involuntary downward movement and how does that affect the salary?
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 effected by an involuntary downward movement must be placed within the salary standard established for the WMS position at an amount equal to his/her 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 ((determination)) administration policy.