|SB 0907||Changes numerous state employee workplace provisions|
|LR Number:||2743S.01I||Fiscal Note:||2743-01|
|Committee:||Small Business, Insurance & Industrial Relations|
|Last Action:||01/15/04 - Second Read and Referred S Small Business, Insurance||Journal page:||S117|
|and Industrial Relations Committee|
|Effective Date:||August 28, 2004|
SB 907 - This act changes the name of the Division of Personnel to the Division of Human Resources and changes the name of the Personnel Advisory Board to the Human Resources Advisory Board.
The Director of the Division of Human Resources is allowed to work with appointing authorities and delegate his or her duties as may be appropriate for the purpose of promoting economy, efficiency and improved services. The act prohibits persons from seeking, offering or providing assistance in the completion of the merit examination. It makes violation of the provisions relating to merit examinations a Class A misdemeanor. Departments would be allowed to hire anyone from the list of available eligible rather than the agency only being provided the top 15 ranking of available eligibles. The act also codifies the back pay hearing process.
The act creates the opportunity for the General Assembly to reappropriate up to 50% of the unexpended amount, after accounting for any withholdings, remaining in an agency budget at the end of the fiscal year. Such moneys may be used for one year salary increases for full or part-time regular employees of the agency whose median salary is below the median salary for the agency; for purchase of technology equipment; or professional development training for employees.
The act also creates a system of performance evaluation for granting and withholding of salary increases in the state personnel system. It also allows for a one year salary increases to state employees in recognition of above standard or outstanding performance which would become a permanent increase if reviewed and approved a second year. Rules shall be promulgated to implement a performance plan that is simple and understandable; are cost neutral compared to the compensation plan in place for fiscal year 2004; is developed with input from state employees and affected parties; emphasizes planning, management and evaluation of performance; and includes uniform guidelines for all state agencies. The performance plan shall be submitted to the General Assembly by January 1, 2005. State agencies may implement individualized plans. Initial hiring of state employees shall typically be at the minimum rate in the pay plan for similar positions. The Director shall monitor compliance and file an annual report with the General Assembly.
The act alters the state employee suggestion program. The Commissioner of the Office of Administration shall adopt rules implementing the program. Awards of up to $3,500 shall be available to state employees who submit workable suggestions for saving state moneys or increased efficiencies in government. The awards shall be paid by the state agency that benefitted from and implemented the suggestion. The Commissioner of the Office of Administration shall oversee the program and implement rules which will preclude opportunities for abuse within the program and ensure objective decision-making procedures.
This act is similar to SCS/SB 693 (2003).