Washington Works

General Personnel System Reform

What is personnel reform?

The Personnel System Reform Act of 2002 has three main components: full-scale collective bargaining for state employees; competitive contracting; and a new, modern human resource system. In addition, the state is implementing a state-of-the-art automated human resource management system (HRMS) to support the new environment.

What's in it for the public?

A model state government workforce and system, providing the best results at the right price for Washington State citizens.

The vision for a high-performance government that is more responsive to public needs, its employees and agency management will result from:

• Reforming the state's cumbersome job classification system to reduce complexity, and to improve efficiency, job mobility and career advancement;
• Expanding collective bargaining for classified civil service employees to include wages, hours, and terms and conditions of work;
• Authorizing state agencies and higher education institutions to improve efficiency or lower costs by contracting with businesses, nonprofit organizations and other entities for services now provided by state workers, but allowing state employee groups to compete for contracts;
• Implementing modern, flexible human resource management tools to assist agencies in providing more effective and cost-efficient services to meet citizen and business needs.

What's in it for managers?

The state's outdated civil service system was not responsive to modern management and human resources needs. The system was complex, imposing unnecessary restrictions on the ability of agencies to design jobs or consider contracting options that meet their own needs or the needs of employees. For managers, reforming this system means:

• Flexibility and speed in recruiting, hiring and promoting employees;
• Ability to change the work that is done to match changing business and service needs;
• Relief from the bureaucracy of the current human resource system; and
• Optimum choice in developing competitive levels of service.

What's in it for employees?

State employees will have greater participation in the issues that affect their work. They will get:

• More opportunity to advance in their careers or change jobs;
• Fair and consistent working conditions across state government;
• Ability to negotiate union contracts on key issues—wages, hours and work rules; and
• A greater opportunity to create the most competitive service delivery mechanisms.

Who's responsible for implementing personnel reform?

Three state agencies share primary responsibility for implementing Personnel System Reform. The Office of Financial Management, under director Victor Moore, has responsibility for overall project coordination.

The Department of General Administration, directed by Linda Bremer, will write the rules and administer the competitive contracting process. Lead by Eva Santos, the Department of Personnel will develop and implement the new civil service system, including the new human resource management computer system. The Department of Personnel also shares responsibilty for collective bargaining, which is under the direct leadership of Steve McLain, Director of the Labor Relations Office.

Interagency coordination and support:

• Wolfgang Optiz —Deputy Director, Office of Financial Management
• Meagan Macvie—Communications Manager, Office of Financial Management

Why this sudden push for reform?

Civil service reform has actually been around for a while. The bill was considered by the Legislature for 14 years—spanning three administrations—before passing in March 2002. The Personnel System Reform Act of 2002 (SHB 1268) was supported by Governor Locke, state employee unions, and the business community. Personnel reform supports the state’s commitment to high-performance government that is responsive to public needs and changing times.

When will these changes take place? Will it all happen at once?

For the most part, changes will become effective in July 2005.

View key dates on our calendar page.

If I’m not in a bargaining unit, what rights will I have?

If you are not in a bargaining unit, you will be fully covered by the new civil service system and will maintain the basic employee rights you have under the current system. If you don't know if you are in a unit or not, contact your human resource office.

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