Washington Administrative Code

Chapter 357-58 WAC applies only to managers and does not apply to classified employees in the Washington general service.[Statutory Authority: Chapter 41.06 RCW. WSR 09-17-059, § 357-58-045, filed 8/13/09, effective 9/16/09; WSR 05-12-068, § 357-58-045, filed 5/27/05, effective 7…

Other chapters of civil service rules do not apply to WMS positions or employees except for the chapters listed below. If a WMS issue is identified that the director has not specifically addressed in the adoption of the WMS rules, the other civil service rules do not apply or tak…

Except where specifically stated otherwise, the following WAC chapters do not apply to positions or employees included in the WMS:Chapter 357-01 WAC, Definitions;Chapter 357-13 WAC, Classification;Chapter 357-16 WAC, Recruitment, assessment, and certification;Chapter 357-19 WAC, …

The WMS rules, chapter 357-58 WAC, apply to all general government employers.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-068, § 357-58-060, filed 5/27/05, effective 7/1/05.]

The following definitions apply to chapter 357-58 WAC:(1) Break in service. An employee has a break in continuous state service if the employee is separated, dismissed or resigns from state service. A furlough for the purposes of temporary layoff as provided in WAC 357-58-550 is …

Each agency has the overall responsibility for effectively managing and properly budgeting for salaries based on performance management and job required competencies for its WMS positions.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-068, § 357-58-070, filed 5/27/05, effecti…

(1) Each agency must develop a salary administration policy that 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.[Statutory Authority: Chapter 41.06 RCW.…

Each agency must evaluate its WMS positions using a managerial job value assessment chart developed by the director's office. The number of points resulting from the evaluation determines the management band to which a position is assigned.[Statutory Authority: Chapter 41.06 RCW.…

Decisions regarding placement of positions in the WMS medical band can only be made by the director. In order for a position to be placed in the WMS medical band, agencies must submit a request to OFM for approval by the director.[Statutory Authority: Chapter 41.06 RCW. WSR 16-11…

Compensation for a WMS position may be set outside the maximum of the assigned management band when allowed under WAC 357-58-125 or when approved by the director. [Statutory Authority: Chapter 41.06 RCW and RCW 41.06.150. WSR 19-11-136, § 357-58-085, filed 5/22/19, effective 7/1/…

If the legislature approves a salary increase, employees whose base salaries are set outside the maximum of the assigned management band will not receive the salary increase unless:(1) The appropriations act specifically states that employees whose base salaries are set outside t…

Salary adjustments may be made under the following conditions:(1) Legislatively directed general and/or special increase unless the employee is above the salary band maximum;(2) Documented recruitment and/or retention problems as approved by the agency director or designee;(3) Do…

Employers may provide salary increases to WMS employees in recognition of the employee's demonstrated growth and development in accordance with WAC 357-58-100.[Statutory Authority: Chapter 41.06 RCW and RCW 41.06.150. WSR 19-11-136, § 357-58-095, filed 5/22/19, effective 7/1/19. …

Salary increases for WMS employees are not on a predetermined schedule. Salary increases are granted in recognition of the employee's demonstrated growth and development.[Statutory Authority: Chapter 41.06 RCW. WSR 16-05-056, § 357-58-096, filed 2/12/16, effective 3/14/16.]

Salary increases initiated by the agency normally will not exceed a total of twenty-five percent during the tenure of an employee's appointment to a position as long as the position's duties are unchanged or would not evaluate higher if new duties were assigned.[Statutory Authori…

Only the director may grant requests for exception to the salary increase limit.[Statutory Authority: Chapter 41.06 RCW. WSR 16-05-056, § 357-58-105, filed 2/12/16, effective 3/14/16; WSR 11-23-054, § 357-58-105, filed 11/10/11, effective 12/13/11; WSR 05-12-068, § 357-58-105, fi…

A promotion is one of the following:(1) The assignment of additional responsibilities, which results in higher evaluation points and/or a higher salary standard for the same position, or(2) Movement to a different position that has a higher salary standard and/or higher evaluatio…

A voluntary demotion is a voluntary movement by an employee to a position that has a lower salary standard and/or lower evaluation points. Such movement may result in a salary decrease.[Statutory Authority: Chapter 41.06 RCW and RCW 41.06.150. WSR 19-11-136, § 357-58-115, filed 5…

Demotion for cause is a disciplinary demotion. A disciplinary demotion results in the:(1) Assignment of responsibilities which results in a lower salary standard and/or lower evaluation points for the same position or results in the position being placed in the WGS with a lower b…

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 affected by an involuntary downward movemen…

When an employee's position is moved involuntary downward as described in WAC 357-58-125, the following applies:(1) If the employee meets the position requirements and chooses to remain in the position the employee retains appointment status and the employee's salary is set in ac…

The base salary of a WMS employee appointed to a position for reasons specified in WAC 357-58-265(2) must be determined as follows:(1) A WMS employee who is redeployed to a position with the same salary standard keeps the same base salary.(2) A WMS employee who is redeployed to a…

Salary increases greater than five percent proposed for any group of five or more employees must be reviewed and approved by the director. A group of employees means five or more employees with the same working title.[Statutory Authority: Chapter 41.06 RCW and RCW 41.06.150. WSR …

The employee's base salary must not be less than the employee's previous base salary in classified service, adjusted according to any changes to the salary standard established for the position or any general wage increases/adjustments that occurred while the employee was in exem…

(1) With director approval, employers may authorize up to a fifteen percent lump sum payment in addition to the employee's base salary to support the recruitment and/or retention of the employee or candidate for a specific WMS position.(2) An employee may not receive more than fi…

If the employee receiving the recruitment and/or retention lump sum payment terminates or causes termination with the state within one year of the date of appointment or transfer, that employee may be required to pay back the lump sum payment. If the termination is a result of la…

Location based premium pay at the rate specified in the compensation plan must be paid when a WMS employee is:(1) Assigned to work on McNeil Island at the special commitment center and for each day the employee is physically working on the island. Days in paid status not working …

An agency director may authorize lump sum relocation compensation, within existing resources, whenever:(1) It is reasonably necessary that a new or existing employee move their primary domicile to accept an appointment; or(2) It is necessary to successfully recruit or retain a qu…

If the employee receiving the relocation payment terminates or causes termination with the state within one year of the date of the appointment or transfer, that employee may be required to pay back the lump sum payment. Termination as a result of layoff, disability separation, o…

An agency must develop written criteria prior to authorizing lump sum relocation compensation. The criteria must include:(1) A description of the circumstances for which relocation compensation will be granted; and(2) The method that will be used to determine the amount of reloca…

Agencies must assign each WMS position to one of the overtime eligibility designations identified in the compensation plan and determine the position's work week.For overtime eligible employees, compensation must be in accordance with the following sections of chapter 357-28 WAC:…

Leave accrual, leave usage, and paid holidays for WMS employees must be in accordance with chapter 357-31 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-069, § 357-58-165, filed 5/27/05, effective 7/1/05.]

Each agency may establish policies and practices for additional compensation for shift differential, call back pay and standby pay in accordance with the provisions of chapter 357-28 WAC. Other additional compensation may be allowed when approved by the director.[Statutory Author…

In addition to the vacation leave accruals as provided in WAC 357-31-165, an employer may authorize lump sum vacation leave and/or accelerate vacation leave accrual rates as follows to support the recruitment and/or retention of an employee or candidate for a specific WMS positio…

In order to authorize additional vacation leave for the recruitment and/or retention of an employee or a candidate for a WMS position, an agency must have a written policy that:(1) Identifies the reasons for which the employer may authorize additional vacation leave; and(2) Requi…

Each agency must develop a recruitment and selection policy and/or procedure that will best meet client, employee, management, and organizational needs. The policy and/or procedure must address filling positions and employee movement.The policy and procedures for recruitment and …

An agency's WMS recruitment and selection policy and/or procedure must:(1) Provide for the ability to consider any or all qualified candidates for hire, promotion, or internal movement;(2) Ensure that hiring decisions are fair, objective, and based on the evaluation of leadership…

Agencies are not required to grant promotional preference when recruiting and selecting for WMS positions. However, an agency may determine, on an individual position basis, if it is in the organization's best interest to limit the candidate pool to promotional candidates. The ag…

(1) An agency head may consider granting preference to eligible WMS applicants in the hiring process if administering an examination prior to certification for any of the following qualifications in accordance with RCW 41.04.012:(a) Ten percent to an applicant who has obtained fu…

At any time, an employee and the affected agency or agencies may agree to the transfer of a WMS employee within an agency or between agencies.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-069, § 357-58-200, filed 5/27/05, effective 7/1/05.]

At any time, an agency may reassign an employee or a position and its employee to meet client or organizational needs. If the new location is within a reasonable commute of the employee's domicile, as defined by the agency, the employee must accept the reassignment.If the reassig…

An employer must give fifteen calendar days' written notice to a WMS employee who is being reassigned unless the employer and employee agree to waive the fifteen days' notice period.[Statutory Authority: Chapter 41.06 RCW and RCW 41.06.150. WSR 19-11-136, § 357-58-207, filed 5/22…

A permanent employee may transfer from a WMS position to a WGS position if the employee's salary is within the salary range of the WGS position.A permanent employee may transfer from a WGS position to a WMS position if the employee's salary is within the same salary standard and/…

A permanent employee may voluntarily demote from a WMS position to a WGS position at a lower pay level than the employee's current position.[Statutory Authority: Chapter 41.06 RCW and RCW 41.06.150. WSR 19-11-136, § 357-58-215, filed 5/22/19, effective 7/1/19. Statutory Authority…

A permanent WMS employee may accept a nonpermanent appointment to a WGS position as provided in chapter 357-19 WAC.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-069, § 357-58-220, filed 5/27/05, effective 7/1/05.]

(1) For nonpermanent appointments made for reasons specified in WAC 357-19-360(1) the following applies:(a) When a permanent WMS employee has accepted a nonpermanent appointment to a WGS position within the same agency and the nonpermanent appointment ends, the agency must at a m…

(1) If a WMS employee was serving a review period accepts a nonpermanent appointment for reasons specified in WAC 357-19-360(1) to a WGS position and returns to the same or different WMS position, the employer may allow the prior time served in the WMS review period to count towa…

A permanent WMS employee may accept an appointment to a project WGS position as provided in chapter 357-19 WAC. Any right to return to the employee's permanent WMS position is negotiable between the employer and employee and must be agreed to prior to the employee accepting the W…

Employers may designate project positions that meet the definition of manager as WMS project positions.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-069, § 357-58-235, filed 5/27/05, effective 7/1/05.]

An employee appointed to a project WMS position must be notified, in writing, of the status of the appointment and the expected ending date of the position.[Statutory Authority: Chapter 41.06 RCW. WSR 05-12-070, § 357-58-240, filed 5/27/05, effective 7/1/05.]