Last Update: 8/28/17

Chapter 357-58 WAC

WASHINGTON MANAGEMENT SERVICE

WAC Sections

What is the key role and accountability for Washington management service employees in state government?
What is the purpose of the Washington management service (WMS) rules?
Who is authorized to adopt rules for the WMS?
What are the goals of the WMS rules?
Are WMS employees included in the classified service and what rules apply to WMS employees and positions?
Must agencies maintain position descriptions for each WMS position?
Must a standard form be used to describe each WMS position?
What is the requirement for agencies to develop procedures which address determining inclusion in WMS and evaluating positions for placement within the management bands?
What is the definition of a manager or managerial employee?
Are there any manager positions or managerial employees that are not included in the WMS?
What happens when it has been determined that a position no longer meets the definition of manager found in WAC 357-58-035?
Who is covered by the WMS rules?
What chapters of civil service rules apply to WMS positions?
What civil service rules do not apply to WMS?
Do the WMS rules apply to all general government employers?
Definitions for WMS.
What are the responsibilities of each agency for effectively managing and budgeting salaries for WMS positions?
Must agencies have a salary administration policy?
How are positions assigned to the management bands?
How are positions placed into the WMS medical band?
Can WMS salaries be set outside the maximum of an assigned management band?
If the legislature approves a salary increase, will employees whose base salaries are set outside the maximum of the assigned management band receive the salary increase?
For what reasons can an agency adjust a WMS salary?
May agencies provide salary increases for WMS employees?
How often may agencies provide salary increases for WMS employees?
Is there a limit for salary increases?
When can exceptions to the salary increase limits be made?
What is a promotion?
What is a voluntary demotion and what changes may occur in salary?
What is a disciplinary demotion and what changes may occur in salary?
What is an involuntary downward movement and how does that affect the salary?
How is the employee affected when his/her position is involuntarily moved downward as described in WAC 357-58-125?
Do salary increases greater than five percent for a group of employees need approval?
Upon return from exempt service, how is a WMS employee's salary set?
Can an employer authorize a lump sum payment to support recruitment and/or retention of a WMS position?
For what reasons may a WMS employee be required to pay back the recruitment and/or retention lump sum payment?
When may an agency authorize lump sum relocation compensation?
For what reasons may an employee be required to pay back the relocation payment?
Must the agency develop written criteria for relocation compensation?
How are hours of work established for WMS employees?
Do WMS employees receive leave benefits?
What about other pay issues?
Can an employer authorize lump sum vacation leave or accelerate vacation leave accrual rates to support the recruitment and/or retention of an incumbent or candidate for a WMS position?
Must an agency have a policy regarding authorization of additional leave to support the recruitment of a candidate or the retention of an incumbent for a WMS position?
Must an agency develop a recruitment and selection policy and/or procedure for WMS positions?
What must be addressed in agency's WMS recruitment and selection policy and/or procedure?
Are employers required to grant promotional preference when filling WMS positions?
How may transfers occur?
Under what conditions may an employer reassign a WMS employee?
When may a WMS employee transfer to a WGS position and vice versa?
May a permanent employee voluntarily demote to a WGS position?
May a permanent WMS employee accept a nonpermanent appointment in the WGS?
What return rights must an employer provide to a permanent WMS employee who accepts a nonpermanent appointment to a WGS position?
What happens when a WMS employee who was serving a review period and was appointed to a WGS nonpermanent position returns to the same or different WMS position?
May a permanent WMS employee accept an appointment to a project position in the general service and does the employee have any return right to his/her permanent WMS position?
May employers create WMS positions in projects?
What are the notification requirements for appointing an employee to a project WMS position?
Must an employee appointed to a project position serve a review period?
Must an employee who transfers or voluntarily demotes to a project WMS position serve a review period?
May a permanent WMS employee accept a project appointment within WMS and does the employee have any return rights to his/her permanent WMS position?
What happens to employees in project WMS positions at the conclusion of the project?
When may an agency make an acting WMS appointment and what actions are required?
Does time in an acting appointment count as time in the review period?
May a permanent WMS employee accept an acting WMS appointment and what are the employee's return rights at the conclusion of the acting appointment?
How much notice must an employer give for ending an acting appointment?
When must a WMS employee serve a review period?
How long does the review period last?
May a review period be extended beyond the initial time period?
Does time spent on leave without pay or shared leave count towards completion of an employee's review period?
When does a WMS employee attain permanent status?
When may a WMS employee be required to serve a WMS review period?
When may an employee, who is promoted to another WMS position, in a different agency, while serving a review period, be required to serve a WMS review period?
What happens when a WMS employee promotes to a new WMS position within the same agency while serving in a review period?
What happens when a WGS employee serving a probationary or trial service period is appointed to a WMS position within the same agency?
What happens when a WGS employee serving a probationary or trial service period is appointed to a WMS position in a different agency?
When a WMS employee is promoted in the same position as a result of additional new duties, is a review period required?
When does reversion take place during a review period?
When a permanent WMS employee does not complete the review period, what reversion rights does the employee have?
When a permanent WGS employee does not complete the review period for a WMS position, what reversion rights does the employee have?
Can a permanent employee voluntarily revert during a review period?
May a reverted employee and an agency come to mutual agreement on reversion placement?
Does a WMS employee who does not have permanent status in the classified service have reversion rights?
Are there any appeal rights for reversion or separation during the review period?
When permanent WMS employees promote or demote to positions in the general service and fail to complete the trial service period what reversion rights do permanent WMS employees have?
What is the responsibility of general government employers to provide training and development to WMS employees?
What is the responsibility of WMS managers?
What will be the role of the department of enterprise services?
How does each agency deal with developmental needs of managers?
In addition to the requirements of chapter 357-37 WAC, what must the performance management process focus on for WMS employees?
When and how often must performance feedback be provided to a WMS employee through the formal evaluation process?
What forms and procedures must employers use to plan for and evaluate the performance of managers?
May employers supplement the standardized performance evaluation procedures and forms?
May an employer factor in employee performance when granting recognition leave and when making layoff decisions for WMS employees?
How does an employer receive performance management confirmation which enables them to factor in performance when granting recognition leave and when making layoff decisions for WMS employees?
What elements will the director evaluate to determine if an employer should be granted performance management confirmation?
What is the impact of a layoff?
How may an employer lay off WMS employees and what notice is required?
What are the reasons for layoff?
How does a WMS employee return from an exempt appointment?
How does an employer implement a layoff action?
What must be included in the employer's layoff procedure?
What option does a permanent employee in a WMS position have to take a position when the employee is scheduled for layoff?
How does an employer determine an employee's employment retention rating?
Does a veteran receive any preference in layoff?
Is a WMS employee who is rehired following layoff considered to have had a break in state service?
What provisions governs separation due to disability for WMS employees?
What provisions governs nondisciplinary separation for WMS employees?
What provisions governs separation for unauthorized absence for WMS employees?
May an employee request withdrawal of his/her resignation?
Does a WMS employee have appeal rights?
Can the agency's decision regarding which WMS position to eliminate in a layoff action be appealed?
When a WMS employee disagrees with an employer's action, can the employee request the employer reconsider the action that was taken?
What requirements must be included in the agency's WMS reconsideration procedures?
How does the employee request reconsideration of an agency action?
What is the responsibility of agencies to track and analyze requests for reconsideration of agency actions?
What type of records are agencies required to keep and report for WMS employees?
What is the director's authority to review actions taken by an agency under chapter 357-58 WAC or to audit an agency's WMS processes?
May an employer temporarily layoff a WMS employee?
Are there any limits to temporary layoff?
Under the provisions of temporary layoff, what happens if an employer has less than twenty hours per week of work for a WMS employee to perform?
What is the notice requirement to temporarily layoff a WMS employee?
What is a WMS employee's status during temporary layoff?
At the conclusion of a temporary layoff, does a WMS employee have the right to return to the position he/she held immediately prior to being temporarily laid off?
How is a WMS employee's temporary layoff day determined when an employee works a night shift schedule which begins one calendar day and ends on the next?
What mechanism must be used to report WMS inclusion and evaluation activities?
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