[NCASG] Additional Duties Pay

[Parker, Terri (OFM)]

Hi Travis, please see below and let me know if you have questions. 😊

Washington civil service rules for nonrepresented positions (Chapter 357 WAC) address this in an indirect way.

WAC 357-13-090<https://protect-us.mimecast.com/s/ODVKCwpwyrUL1jwMTVgW6-?domain=apps.leg.wa.gov>  grants permanent status to an employee whose position is reallocated to a class with a higher salary range when they have performed the higher-level duties for at least 6 months and they meet the competencies and other position requirements.

WAC 357-13-090<https://protect-us.mimecast.com/s/ODVKCwpwyrUL1jwMTVgW6-?domain=apps.leg.wa.gov> How is an employee affected when his/her position is reallocated?

Other rules address why nonpermanent appointments can be made and how long they may last.

WAC 357-19-360<https://protect-us.mimecast.com/s/Z3oaCxkxz1UJAlW6fvlhtc?domain=apps.leg.wa.gov> For what reasons may a general government employer make nonpermanent appointments?
WAC 357-19-365<https://protect-us.mimecast.com/s/mAyjCyPyAXHNM1BvsQN64P?domain=apps.leg.wa.gov> When is it inappropriate for a general government employer to fill a position with a nonpermanent appointment to address a short-term immediate workload peak or other short term needs?
WAC 357-19-370<https://protect-us.mimecast.com/s/xeioCzpz4XUR21jlFKLPTr?domain=apps.leg.wa.gov> How long can a general government nonpermanent appointment last?

Rules for represented staff vary and can be found in the applicable Collective bargaining agreements<https://protect-us.mimecast.com/s/sLxZCADlX1S9WQDysQycAW?domain=ofm.wa.gov>.

Washington Federation of State Employees (WFSE GG)<https://protect-us.mimecast.com/s/6QSQCBBmX6CV4GLQs1WjC2?domain=ofm.wa.gov> is Washington’s largest represented employee group. Article 42.7 of that agreement states in part:

42.7 Pay for Performing the Duties of a Higher Classification
A. Employees who are temporarily assigned the full scope of duties and responsibilities for more than thirty (30) calendar days to a higher-level classification whose salary range maximum is less than fifteen percent (15%) higher than the salary range maximum of the former class will be notified in writing and will be advanced to a step of the range for the new class that is nearest to five percent (5%) higher than the amount of the pre[1]promotional step. The increase will become effective on the first day the employee was performing the higher-level duties.
B. Employees who are temporarily assigned the full scope of duties and responsibilities for more than thirty (30) calendar days to a higher-level classification whose salary range maximum is fifteen percent (15%) or more higher than the salary range maximum of the former class will be notified in writing and will be advanced to a step of the range for the new class that is nearest to ten percent (10%) higher than the amount of the pre[1]promotional step. The increase will become effective on the first day the employee was performing the higher- level duties.



Terri Parker (she/her/hers)
360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov>

From: Hedrick, Travis <Travis.Hedrick at state.sd.us>
Sent: Wednesday, December 15, 2021 9:35 AM
To: dhr_ncasg_survey_list at admws.idaho.gov
Subject: [NCASG] Additional Duties Pay


External Email
Greetings NCASG!

I would like to request information from you regarding how your state addresses the matter of Additional Duties Pay, specifically regarding temporary additional duties.

1. Are there written or unwritten laws/rules/guidelines for this in your state?
2. Are these guidelines applied uniformly throughout your state or do they vary by agency?
3. What are the defining attributes between temporary and permanent additional duties? (ie – length of time of additional duties, the significance of additional duties, etc.)

If you would be willing to share your State’s documentation, I would be grateful as I review and research our current process in SD.

Thank you for your time.  I wish all of you a Happy Holiday season!

[cid:image002.png at 01D7F290.1D6FAF30]Travis J Hedrick |Classification and Compensation Manager
South Dakota Bureau of Human Resources
500 East Capitol Ave | Pierre, SD 57501
Travis.Hedrick at state.sd.us<mailto:Travis.Hedrick at state.sd.us> | O: 605.773.8079 | C: 605.318.1010 | F: 605.773.6840
Website: https://protect-us.mimecast.com/s/WrpDCDkoZ8UBV982iRKNDM?domain=bhr.sd.gov<https://protect-us.mimecast.com/s/QEcSCERpXxfWD7Zrcxi_Am?domain=gcc02.safelinks.protection.outlook.com>

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