Glossary of Terms
a b c d e f g h i j k l m n o p q r s t u v w x y z
- Bargaining unit
- The group of employees in positions determined by the Public Employment Relations Commission (PERC) to constitute a unit represented by an employee organization (labor union) and appropriate for bargaining purposes.
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- Change Agent
- An agency employee designated to serve as a point-of-contact between the agency and Washington Works’ projects, and as coordinator of efforts to implement the projects within the agency.
- Civil Service Reform
- Changes to state personnel rules and authorities authorized by the Personnel System Reform Act of 2002. New rules are being developed regarding processes for hiring, job classification and compensation, performance management, training, corrective/disciplinary action, reduction-in-force and more.
- Classification system
- Every state position that is not exempt or in Washington Management Service is placed in an occupational category based on specific duties of the position. Classifications determine pay range. Currently, there are more than 2,400 state job classifications.
- Coalition Bargaining
- When one or both parties engaged in collective bargaining represents a group of entities, e.g. a group of labor unions forms a coalition to negotiate a single agreement.
- Collective bargaining
- The mutual obligation of the representatives of employer (management) and the exclusive bargaining representative (labor) to meet at reasonable times and to bargain in good faith in an effort to reach agreement on wages, hours of work, and working conditions.
- Competitive Contracting
- Bidding to provide services. The process utilized by an agency to bid for services that have been customarily and historically performed by state employees. Employees currently providing the service may submit bids. This policy was established by the Personnel System Reform Act of 2002.
- Competitive marketplace
- Presence of a competitive marketplace for a specific service is required for agencies, colleges or universities to consider competitively contracting for that service. The definition of competitive marketplace will be established in rules being developed by the Department of General Administration.
- Contracting out
- Contracting for services with a private provider. State employees do not participate in the bidding for the contracts.
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- Department of General Administration (GA)
- The main support agency for all of state government, providing a broad range of services that include mail, leasing, public works development, contract management, grounds maintenance and more.
- Department of Personnel (DOP)
- The state’s central human resource agency. DOP provides a full range of services, including recruitment, screening, and referral of job candidates; compensation and classification administration and consultation; employee training and organizational development; civil service rule development and administration; and consultation and guidance on other human resource matters.
- Draft Rule
- Draft rule language that a rulemaking agency may distribute in order to gather input for use in the development of a proposed rule.
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- Earnings Statement
- An 8.5 x 11 statement you will receive on paydays. The HRMS earnings statement has expanded and more detailed information than the “pay stub” currently used.
- Employee business unit (EBU)
- A group of state employees, whose work is being competitively contracted and who decide to form a unit that will bid for the contract. More specific details about EBUs are currently being developed.
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- Final Rule
- Adopted state rule language.
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- Human resource management system (HRMS)
- An integrated software application that supports a variety of human resource functions, including benefits, payroll, recruiting and training, performance analysis, and provides data review and reporting tools.
- HRMS
- Human Resource Management System, the state’s new personnel and payroll computer system. HRMS debuts in 2006.
- HRMS implementation
- Project chartered to replace the current statewide mainframe personnel and payroll systems with a new human resource management system.
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- Labor Relations Office (LRO)
- Established to manage the collective bargaining process on behalf of the Governor with general government agencies. State institutions of higher education can opt to negotiate employee contracts through their own governing boards or by the Governor (LRO). This office is located within the Office of Financial Management.
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- Mandatory subjects
- For collective bargaining, includes wages, hours, and other terms and conditions of employment. Under the new law, matters subject to bargaining include the number of names to be certified for vacancies, promotional preferences, and the dollar amount expended for each employee for health care benefits.
- Master agreements
- A contract between the employer and the exclusive bargaining representative. For collective bargaining, the employer is represented by the governor or the governor’s designee. The LRO will negotiate contracts with each union that represents more than 500 employees. They will also negotiate an agreement with a coalition of exclusive representatives that represent less than 500 employees.
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- Non-represented employee
- An employee not represented by a labor union. Non-represented employees are subject to the Department of Personnel’s new civil service rules.
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- Office of Financial Management (OFM)
- The agency that provides information, fiscal services and policy support that the Governor, Legislature and state agencies need to serve the people of Washington State.
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- PAY 1
- The personnel and payroll mainframe computer system the state has used since the 1970s. Pay 1 will be replaced by HRMS in 2006.
- Performance management
- A system of management that focuses on achieving the organization’s strategic goals and objectives. At the individual level, performance management is a comprehensive approach to assigning work, establishing expectations, supporting employee efforts, providing assessment and feedback, and following through with appropriate recognition or correction, in such a way that the employee’s efforts contribute to the success of the organization as a whole.
- Permissive subjects
- For collective bargaining, the category of bargaining containing subjects that are neither mandatory nor prohibited. Parties may agree to negotiate them, but neither party may insist upon its position on a permissive topic to the point of impasse.
- Personnel Appeals Board
- A three-member board appointed by the Governor and created by the Legislature in 1981 as an independent agency to conduct hearings and decide appeals filed by state merit system employees. The Personnel Appeals Board will be abolished as of July 1, 2006. In turn, the Personnel Resource Board will handle all appeals regarding discipline, exemptions, reductions-in-force, and violations of civil service rules for those employees not covered by collective bargaining.
- Personnel Resource Board
- A three-member board appointed by the Governor. Under personnel reform, the primary function of this board will change from rule-making to handling appeals for employees not covered by collective bargaining agreements.
- Personnel System Reform Act of 2002
- The state legislation authorizing civil service reform, competitive contracting, and collective bargaining. You may read the bill passed by the legislature, SHB 1268, as a PDF file or Text file on the Washington State Legislature website.
- Proposed Rule
- Rule language that is formally proposed as part of the official state rulemaking process. Public hearings are held on the language of proposed rules.
- Public Employment Relations Commission (PERC)
- Determines which labor organization, if any, represents the majority of the employees in appropriate bargaining units in state agencies. Employees with questions regarding their rights should contact PERC at 360-570-7300 or online at http://www.perc.wa.gov
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- Reduction-in-force (RIF)
- A layoff situation, usually resulting from lack of funds.
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- Washington General Service (WGS)
- The Washington General Service is a way of denoting that part of classified service that is primarily front line and supervisors—what we usually think of as “classified staff”.
- Washington Management Service (WMS)
- A personnel system designed specifically for management-level positions in Washington State agencies. Created by the Legislature in 1993.
- Washington Works
- The state’s coordinated administrative effort to implement the provisions of the Personnel System Reform Act of 2002. Washington Works projects include civil service reform, competitive contracting, collective bargaining, and development of the new Human Resource Management System computer application.
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