home assignment definition

Assignment Definition

Investing Strategy , Jargon, Legal, Terminology, Title

Table of Contents

• What Is an Assignment?
• What is an Assignment in Real Estate?
• What Does it Mean to Assign a Contract in Real Estate?
• How Does a Contract Assignment Work?
• Pros and Cons of Assigning Contracts

REtipster does not provide legal advice. The information in this article can be impacted by many unique variables. Always consult with a qualified legal professional before taking action.

An assignment or assignment of contract is a way to profit from a real estate transaction without becoming the owner of the property.

The assignment method is a standard tool in a real estate wholesaler’s kit and lowers the barrier to entry for a real estate investor because it does not require the wholesaler to use much (or any) of their own money to profit from a deal.

Contract assignment is a common wholesaling strategy where the seller and the wholesaler (acting as a middleman in this case) sign an agreement giving the wholesaler the sole right to buy a property at a specified price, within a certain period of time.

The wholesaler then finds another buyer and assigns the contract to him or her. The wholesaler isn’t selling the property to the end buyer because the wholesaler never takes title to the property during the process. The wholesaler is simply selling the contract, which gives the end buyer the right to buy the property in accordance with the original purchase agreement.

In doing this, the wholesaler can earn an assignment fee for putting the deal together.

Some states require a real estate wholesaler to be a licensed real estate agent, and the assignment strategy can’t be used for HUD homes and REOs.

The process for assigning a contract follows some common steps. In summary, it looks like this:

• Find the right property.
• Get a purchase agreement signed.
• Find an end buyer.
• Assign the contract.
• Close the transaction and collect your assignment fee.

We describe each step in the process below.

1. Find the Right Property

This is where the heavy lifting happens—investors use many different marketing tactics to find leads and identify properties that work with their investing strategy. Typically, for wholesaling to work, a wholesaler needs a motivated seller who wants to unload the property as soon as possible. That sense of urgency works to the wholesaler’s advantage in negotiating a price that will attract buyers and cover their assignment fee.

RELATED: What is “Driving for Dollars” and How Does It Work?

2. Get a Purchase Agreement Signed

Once a motivated seller has agreed to sell their property at a discounted price, they will sign a purchase agreement with the wholesaler. The purchase agreement needs to contain specific, clear language that allows the wholesaler (for example, you) to assign their rights in the agreement to a third party.

Note that most standard purchase agreements do not include this language by default. If you plan to assign this contract, make sure this language is included. You can consult an attorney to cover the correct verbiage in a way that the seller understands it.

RELATED: Wholesaling Made Simple! A Comprehensive Guide to Assigning Contracts

This can’t be stressed enough: It’s extremely important for a wholesaler to communicate with their seller about their intent to assign the contract. Many sellers are not familiar with the assignment process, so if the role of the buyer is going to change along the way, the seller needs to be aware of this on or before they sign the original purchase agreement.

3. Find an End Buyer

This is the other half of a wholesaler’s job—marketing to find buyers. Once they find an end buyer, the wholesaler can assign the contract to the new party and work with the original seller and the end buyer to schedule a closing date.

4. Assign the Contract

Assigning the contract works through a simple assignment agreement. This agreement allows the end buyer to step into the wholesaler’s shoes as the buyer in the original contract.

In other words, this document “replaces” the wholesaler with the new end buyer.

Most assignment contracts include language for a nonrefundable deposit from the end buyer, which protects the wholesaler if the buyer backs out. While you can download assignment contract templates online, most experts recommend having an attorney review your contracts. The assignment wording has to be precise and comply with applicable local laws to protect you from issues down the road.

5. Close the Transaction and Collect the Assignment Fee

Finally, you will receive your assignment fee (or wholesale fee) when the end buyer closes the deal.

The assignment fee is often the difference between the original purchase price (the price that the seller agreed with the wholesaler) and the end buyer’s purchase price (the price the wholesaler agreed with the end buyer), but it can also be a percentage of it or even a flat amount.

According to UpCounsel, most contract assignments are done for about $5,000, although depending on the property and the market, it could be higher or lower.

IMPORTANT: the end buyer will see precisely how much the assignment fee is. This is because they must sign two documents that show the original price and the assignment fee: the closing statement and the assignment agreement, respectively, to close the transaction.

In many cases, if the assignment fee is a reasonable amount relative to the purchase price, most buyers won’t take any issue with the wholesaler taking their fee—after all, the wholesaler made the deal happen, and it’s compensation for their efforts. However, if the assignment fee is too big (such as the wholesaler taking $20,000 from an original purchase price of $10,000, while the end buyer buys it for $50,000), it may ruffle some feathers and lead to uncomfortable questions.

In these instances where the wholesaler has a substantially higher profit margin, a wholesaler can instead do a double closing . In a double closing, the wholesaler closes two separate deals (one with the seller and another with the buyer) on the same day, but the seller and buyer cannot see the numbers and overall profit margin the wholesaler makes between the two transactions. This makes a double closing a much safer way to conclude a transaction.

Assigning contracts is a way to lower the barrier to entry for many new real estate investors; because they don’t need to put up their own money to buy a property or assume any risk in financing a deal.

The wholesaler isn’t part of the title chain, which streamlines the process and avoids the hassle of closing two times. Compared to the double-close strategy, assignment contracts require less paperwork and are usually less costly (because there is only one closing occurring, rather than two separate transactions).

On the downside, the wholesaler has to sell the property as-is, because they don’t own it at any point and they cannot make repairs or renovations to make the property look more attractive to a potential buyer. Financing may be much more difficult for the end buyer because many mortgage lenders won’t work with assigned contracts. Purchase Agreements also have expiration dates, which means the wholesaler has a limited window of time to find an end buyer and get the deal done.

Being successful with assignment contracts usually comes down to excellent marketing, networking, and communication between all parties involved. It’s all about developing strategies to find the right properties and having a solid network of investors you can assign them to quickly.

It’s also critical to be aware of any applicable laws in the jurisdiction where the wholesaler is working and holding any licenses required for these kinds of real estate transactions.

Related terms

Double closing, wholesaling (real estate wholesaling), transactional funding.

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Action Reasons

Action types, additional time id, address type, affordable care act (aca) status codes, annual salary (ann.salary), assignment pay, capacity utilization level (cap.util.lvl), compressed workweek (ee), compressed workweek (pos), contract type, cost center, dual language, duty station county, employee group, employee subgroup, employment percent, employment status, ethnic origin, ethnicity (new).

• Exempt From EEO

Flex Work Hours

Flextime (ee), flextime (pos), gender designation for health ins, gender identity, indirect valuation (ind.val.), management type, market segment, military spouse, military status, next increase date (next inc.), organizational unit, part-time employee, pay adjust reason (reason).

• Pay Scale Area / Pay Grade Area (PS Area)

Position Sensitivity

Primary inclusion, pslf date effective, pslf status, redaction indicator, retirement eligible, secondary inclusion, security clearance.

• Social Security Number

Standard Occupational Code

Statewide job grouping, tax authority, telework (ee), telework (pos), time management status (time mgmt status), unique facility identifier (ufi) code, veteran status, work schedule rule, workforce indicator, working hours per payroll period (wkhrs/period).

Definition: The specific reason for performing an action.

Infotype: Actions (0000) – included in HRMS F1 Help

Abandonment of Position

Definition: Use Abandonment of Position to separate an employee who has been absent without authorized leave for a period of 3 consecutive working days. The 3 consecutive working days rule does not apply to non-permanent or probationary employees.

Applies to action type(s): Separation (U5)

Example: An employee fails to notify their supervisor they will be absent, fails to report to work, and does not obtain authorization for their absence for 3 consecutive working days. The employer then follows the procedure to separate the employee for reason of abandonment of position.

Adjust Hours Worked

Definition: Use Adjust Hours Worked when an employee's assigned number of work hours or employment percentage changes.

Applies to action type(s): Appointment Change (U3)

Example: A supervisor approves a temporary reduction of an employee's full time work schedule to 90%.

Alternative Assignment

Definition: Use Leave of Absence - Active > Alternative Assignment for an employer-initiated action to assign an employee work that is different than their normally assigned tasks, or to assign an employee to a different work location, while the employee is under investigation for alleged misconduct. While on Alternative Assignment, the employee will continue to receive regular pay and benefits.

Use Return from Leave of Absence > Alternative Assignment when the employee returns to their normal work assignment or location. A Return from Leave of Absence action is not necessary if an employee separates from state service prior to ending their alternative assignment; a Separation Action is sufficient.

Applies to action type(s): Leave of Absence - Active (U8), Return from Leave of Absence (UA)

Example: An employee is assigned work tasks that do not involve patient interaction during an investigation regarding patient abuse. The employee will continue the alternative assignment until a decision is made determining whether the employee may return to their normal job duties.

Definition: Use Leave of Absence - Active > Assault for an employee who is a victim of assault and works for agencies who approve Assault Leave, or the employee works for Washington State Patrol (WSP) and has Temporary Disability Leave.

Use Return from Leave of Absence > Assault when the employee returns to work.

Applies to action type(s): Leave of Absence – Active (U8), Return from Leave of Absence (UA)

Example: A Mental Health Technician 1 has been assaulted on the job and is out on assault leave due to injuries sustained.

Change in EE Group

Definition: Use Change in EE Group when the status of the employee differs from the status of the position and must be changed. The Employee Group should reflect the status of the Position.

Example: An agency runs a report that indicates an exempt position erroneously coded as permanent. After correcting the position's EE Group, the agency then changes the EE Group on the employee's Organizational Assignment from Permanent to Civil Service Exempt.

Change in EE Subgroup

Definition: Use Change in EE Subgroup when the Employee Subgroup of a position is set to monthly and the employee in the position is to be compensated at an hourly rate, or the position is set to hourly and the employee is to be compensated at a monthly rate. This action reason is also used to change the overtime eligibility designation for an employee.

• An employee in a full-time, salaried position is approved to work a variable part-time schedule during their child's summer vacation.
• A represented employee requests to work a part-time schedule for 3 months. Their position is full-time and they remain represented, even though they are working a part-time schedule temporarily.

Conditions Not Met

Definition: Use Conditions Not Met for the non-disciplinary separation of a permanent employee for:

• Failing to comply with the conditions of employment which may or may not have existed at the time of initial appointment.
• Failing to authorize or pass a background check required by the position.
• Failing to comply with union security provisions.

Use Separation > Conditions Not Met - Vax Reqrd to separate an employee who failed to comply with a COVID-19 vaccination requirement.

Use Separation > End of Appointment  to separate a non-permanent employee from state service who does not meet the conditions of employment.

Example: A permanent employee fails to pass a new requirement for a background check for working with children. The employee is separated since they did not meet the new conditions of employment.

Conditions Not Met - Vax Reqrd

Definition: Use Conditions Not Met - Vax Reqrd for an employer-initiated, non-disciplinary separation of an employee:

• for failing to comply with a COVID-19 vaccination requirement.
• when the employer is unable to provide a reasonable accommodation to an approved COVID-19 vaccination exemption, unless the separation qualifies as a disability separation. See Disability - Involuntary .

Do not use Conditions Not Met - Vax Reqrd for employee-initiated resignations or retirements as a result of a vaccination requirement.

See Conditions Not Met for other non-disciplinary separations.

Example: An employee fails to provide proof of vaccination for the required COVID-19 vaccination and does not qualify for an exemption. The employee is separated since they did not meet the new conditions of employment.

Convert to Permanent Appt

Definition: Use Convert to Permanent Appt:

• When the employer converts a non-permanent appointment to permanent.
• When the employer converts an exempt position to permanent classified service. 
• (Represented Only) when the employer converts a project appointment into a “non-project” permanent appointment.

Applies to action type(s):   Appointment Change (U3)

Example: An employee is selected through a competitive process to fill a non-permanent appointment while the permanent incumbent takes a 7-month trip to Europe. The permanent incumbent decides not to return to the U.S. and resigns. The agency converts the non-permanent appointment to a permanent appointment.

Example: An agency converts an exempt Program Manager position into a permanent, WGS Program Specialist 5 position.

Example: (Represented Only): An employer converts a project position into a “non-project” permanent Office Assistant 3 (OA3). The collective bargaining agreement requires the employee to serve a trial service period, even though the employee successfully completed an OA3 trial service period during their project appointment.

Definition: Use Death for an employee who dies while employed by an agency.

Example: An employee has passed away and the employing agency separates the employee due to death.

Demotion - Disciplinary

Definition: Use Demotion - Disciplinary for a demotion for cause which results in the movement of an employee from a position in one class to a position in another class which has a lower salary range maximum.

(WMS Only) Use Demotion - Disciplinary for a demotion for cause which results in:

• the reassignment of duties in the same position that results in a lower salary standard and/or evaluation points, or
• the reassignment of duties which results in the position being placed in the WGS with a lower base salary, or
• movement to a different WMS position with a lower salary standard and/or lower evaluation points, or
• movement to a WGS position with a lower base salary.

Example: An employee is demoted for cause from a Human Resource Consultant 3 position to a Human Resource Consultant 1 position.

Example:  An employee is demoted for cause from a WMS Band 2 position to a Fiscal Analyst 4 position.

Demotion - In Lieu of Layoff

Definition: Use Demotion - In Lieu of Layoff for an employee who is appointed to a position with a lower salary range maximum than the position currently held, rather than being laid off.

Example: An employee in a position that is being abolished due to layoffs accepts a position in a lower class since they have no option to take a position at the same salary range.

Demotion - Non-Disciplinary

Definition:  (WMS Only) Use Demotion - Non-Disciplinary for involuntary downward movement of a WMS employee due to the non-disciplinary reassignment of duties that results in a lower salary standard and/or lower evaluation points for the employee's current position.

(Washington State Patrol Only) Use Demotion – Non-Disciplinary for the involuntary demotion of a commissioned officer from a higher to a lower rank for non-disciplinary reasons.

Note:  For Classified Washington General Service employees, see Reallocation - Downward , Demotion - Disciplinary , or Demotion - Voluntary instead.

Example:  A WMS Band 3 employee's duties changed due to non-disciplinary purposes. The reevaluation of the position resulted in downward movement to WMS Band 2.

Example: After serving in a higher capacity for several years, a Captain is demoted to the rank of Lieutenant for non-disciplinary reasons by the WSP Chief.

Demotion - Voluntary

Definition: Use Demotion - Voluntary for a permanent employee who voluntarily moves from a position in one class to a position in another class that has a lower salary range maximum.

(WMS Only) Use Demotion - Voluntary for a permanent WMS employee who voluntarily moves to a position that has a lower salary standard and/or lower evaluation points, or who voluntarily moves to a WGS position at a lower pay level. 

Example: A Fiscal Analyst 3 (Range 50) requests to voluntarily demote into an open Human Resource Consultant 1 (Range 46) position for which she meets the required skills and abilities.

Disability - Involuntary

Definition: Use Disability - Involuntary to separate an employee from state service when the employer determines the employee is unable to perform the essential functions of the employee's position or class with or without reasonable accommodation due to mental, sensory, or physical incapacity.

Example: An employer determines an employee is no longer able to perform the essential functions of their position and class. After following appropriate HR/EO procedures, a separation of the employee is deemed necessary.

Disability - Voluntary

Definition: Use Disability - Voluntary for an employee who requests separation from state service due to a mental, sensory, or physical incapacity.

Example: An employee determines he is no longer able to perform the essential functions of his job and resigns, providing his employer medical information which documents his inability to perform the essential functions of his position.

Disability Pay 50% (WSP)

Definition: (Washington State Patrol Only) Use Leave of Absence – Active > Disability Pay 50% (WSP) for leave of absence granted to officers injured or incapacitated to such extent as to be mentally or physically incapable of active service.

Note: Officers on disability status receive one-half compensation at the existing wage, less any compensation received through the department of labor and industries.

Use Return from Leave of Absence > Disability Pay 50% (WSP) when the officer returns to active service.

Example: The chief of the Washington State Patrol determines that an active Washington State Trooper who became severely injured six months ago in an automobile accident is unable to return to active duty and is placed on disability status.

Definition: Use Dismissal to terminate an employee from state service for disciplinary purposes.

Note: For non-disciplinary separations, see End of Appointment .

Example: An employee continually violates his agency's misuse of state resources policy and is dismissed for non-compliance.

Educational

Definition: Use Leave of Absence - Active/Inactive > Educational for employees who have been approved for a leave of absence for educational purposes.

Use Return from Leave of Absence > Educational when the employee returns to work.

Applies to action type(s): Leave of Absence – Active (U8), Leave of Absence – Inactive (U9), Return from Leave of Absence (UA)

Example: An employee is furthering his education and is granted a leave of absence to complete his graduate studies.

Elective Office/Leg Service

Definition: Use Leave of Absence - Active/Inactive > Elective Office/Leg Service when:

• an employee requests a temporary leave of absence for having been elected or appointed to an elective office; or
• an employee who is also a member of the state legislature takes a temporary leave of absence to perform official duties during regular and special legislative sessions.

Example: An employee at the Office of the Attorney General is granted a temporary leave of absence to perform duties related to being appointed to an elective office.

Example:  An employee at the Department of Revenue is granted a temporary leave of absence while they perform their official duties as a member of the state legislature during legislative session.

Definition: Use Elevation for an employer-initiated action moving a permanent employee to a position in either a higher class in which the employee held permanent status prior to a demotion, or a class in the same class series which is between the current class and the class from which the employee demoted.

• An employee is elevated to a Human Resource Consultant 4 position after being demoted to a Human Resource Consultant 2 position.
• Twelve months after a permanent Office Assistant 3 (Range 34) voluntarily demoted to a permanent Office Assistant 2 (Range 32) position in a different division, she is hired into a new permanent Office Assistant 3 (Range 34) position.

Employee Business Unit

Definition: Use Employee Business Unit for the appointment or separation of a classified employee hired as part of a group of employees who successfully bid and receive an awarded contract to perform services for an employer.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM), New Hire (U0), Rehire (U6), Separation (U5)

Example: A group of classified employees bid on and are awarded a contract to perform services for an agency. The individual employees are hired as part of an employee business unit and may be separated as a business unit.

End of Appointment

Definition: Use End of Appointment to separate an employee from state service for non-disciplinary reasons or to separate a probationary employee for reasons other than resignation. This may include WGS, WMS, EMS, or non-permanent employees who do not hold permanent state status.

Notes: Use End of Appointment only when no other applicable separation action reason applies.

For disciplinary separations, see Dismissal .

Example: An employee serving a probationary period fails to meet the employer's standards and is separated prior to completing the probationary period.

End of Appt - Erroneous Appt

Definition: Use End of Appt - Erroneous Appt to separate an employee from state service who was hired in error.

Example: An employee is hired but it is then discovered the supervisor did not receive the proper authorization to fill the position.

Definition: Use Exempt to appoint an employee into a position not covered under state civil service law or any at-will employee who is serving at the pleasure of the appointing authority and not covered under a bargaining agreement or regulation.

Note: Exempt should be used for appointments into and within exempt service.

Use Separation > End of Appointment to separate an exempt employee, who does not hold permanent state status, from state service.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM), New Hire (U0), Quick Hire (U1), Rehire (U6), Rehire Quick Hire (UK)

Example: The Department of Corrections hires a new Chief Information Officer. Since this position is part of the Exempt Management Service (EMS), they are appointed as Exempt.

Example:  An exempt HR Director accepts a new appointment to an exempt Deputy Director position.

Family Care Act

Definition: Use Leave of Absence - Active > Family Care Act for an employee who requests temporary leave under Washington's Family Care Act to care for a spouse, registered domestic partner, child, parent, parent-in-law, or grandparent with a serious health condition, or short-term care of a pregnant spouse or registered domestic partner, during or after childbirth as needed.

Use Return from Leave of Absence > Family Care Act when the employee returns to work.

Example: An employee requests a leave of absence to care for his grandmother who has a serious health condition.

Definition: Use Leave of Absence - Active/Inactive > FMLA for a leave of absence under the Federal Family and Medical Leave Act of 1993 for qualifying employees.

Use Return from Leave of Absence > FMLA when the employee returns to work.

Example: An employee that qualifies for the Federal Family and Medical Leave Act of 1993 is going to have surgery and will be unable to work for a period of time.

Definition: Use GGTP to appoint an employee from the General Government Transition Pool. If the employee has been separated from state service, a Rehire action is required.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM), Rehire (U6)

Example: An agency considers and appoints an employee from the Government Transition Pool Program.

Gnl Gvt to Higher Ed

Definition: Use Gnl Gvt to Higher Ed to indicate an employee has moved to a higher education institution without a break in service.

Note: All dates, leave balances, and state status transfer to the higher education institution with the employee; however, they will not be paid or administered through the HRMS system.

Example: A general government employee accepts a position at a higher education institution. Since higher education employees are not tracked in HRMS, they must be separated and given a reason to moving to Higher Ed.

Government Service

Definition: Use Leave of Absence - Active/Inactive > Government Service for an employee taking leave for government service in the public interest.

Use Return from Leave of Absence > Government Service when the employee returns to work.

Example: An employee is granted a leave of absence without pay for government service in the Peace Corps. Since the employee will not be receiving benefits or pay, they are put on Leave of Absence - Inactive.

Higher Ed - Temporary

Definition: (Higher Ed Only) Use Higher Ed - Temporary to appoint an employee into a Higher Education position on a temporary basis in which the employee's hours worked will not exceed one thousand fifty hours (1,050) in any 12 consecutive month period from the original date of hire.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM), New Hire (U0), Rehire (U6)

Example: A higher education institution hires an Office Assistant 3 to work 3 days per week from July through September to help with registration.

Higher Ed to Gnl Gvt

Definition: Use New Hire/Rehire > Higher Ed to Gnl Gvt to appoint an employee from a higher education institution to a state agency without a break in service. If the employee does not have a personnel number in HRMS, use New Hire > Higher Ed to Gnl Gvt; otherwise use Rehire > Higher Ed to Gnl Gvt

Applies to action type(s): New Hire (U0), Rehire (U6)

Example: A professor at Central Washington University accepts a position as a Human Resource Consultant 4 with Department of Enterprise Services to work in their training division.

Home Assignment

Definition: Use Leave of Absence - Active > Home Assignment for an employer-initiated action to assign an employee to their home. The employee must remain available during their designated work schedule while on home assignment; employee will continue to receive regular pay and benefits and may or may not be assigned work.

Use Return from Leave of Absence > Home Assignment when the employee returns to work. A Return from Leave of Absence action is not necessary if an employee separates from state service prior to ending their home assignment; a Separation Action is sufficient.

Example: An employee is sent home pending an investigation that requires the employee to remain available for contact during their regularly scheduled work time.

Definition: Use Internship for the appointment of a student through the State Internship program with the purpose of gaining work experience and knowledge of state government.

See also Non-Employee for students participating in the Work Study program.

Applies to action type(s): Concurrent Employment (UM), New Hire (U0), Rehire (U6)

Example: An agency hires an intern/student to assist in the Accounting Office.

In-Training

Definition: Use In-Training to appoint an employee to a permanent position which has a documented training plan identifying steps for advancement to the goal class.

Example: A Fiscal Analyst 2 is appointed to a position with a documented training plan for advancement to an Fiscal Analyst 4. Phase one of the plan begins with the Fiscal Analyst 2 job class.

In-Training Level - Complete

Definition: Use Appointment Change > In-Training Level - Complete upon successful completion of a step in the training requirements and there is a change to the appointment date on the Date Specifications Infotype or basic pay .

Use Change in Status > In-Training Level - Complete upon successful completion of a step in the training requirements and there is no change to the appointment date on the Date Specifications Infotype or basic pay .

Applies to action type(s): Appointment Change (U3), Change of Status (UJ)

Example: An agency hires a Human Resource Consultant 2 in training to a Human Resource Consultant 4. The employee has completed their first step of the in-training process and is now at the Human Resource Consultant 3 level.

In-Training Series - Complete

Definition: Use Appointment Change > In-Training Series - Complete upon an employee's successful completion of all steps in the training requirements and there is a change to the appointment date on the Date Specifications Infotype or basic pay .

Use Change in Status > In-Training Series - Complete upon an employee's successful completion of all steps in the training requirements and there is no change to the appointment date on the Date Specifications Infotype or basic pay .

Example: An agency hires a Human Resource Consultant 2 in training to a Human Resource Consultant 4. The employee has completed all steps of the in-training process and is now at the Human Resource Consultant 4 level.

Definition: Use Layoff to separate an employee due to:

• Lack of funds
• Lack of work
• Lack of positions
• Organizational change
• Termination of a project

Layoff may also be used when an employer involuntary separates an employee who does not successfully complete the transitional review following a layoff option.

Layoff - Temp Reduction of Hrs

Definition: Use Layoff – Temp Reduction of Hrs when the employer temporarily reduces an employee’s work hours as a result of an unanticipated loss of funding, or other reasons as provided in Title 357 WAC or collective bargaining agreement. This action may also be used when an employee has volunteered, and the employer has agreed to allow an employee to reduce their hours of work in order to reduce layoffs.

Use Appointment Change > Adjust Hours Worked when returning the employee to their normal schedule.

Example: An employee volunteers to reduce his or her work hours to 24 hours per week in order to reduce layoffs. Based on staffing needs, the Appointing Authority agrees and allows the employee to work 24 hours per week.

Layoff - Temporary

Definition: Use Leave of Absence - Active/Inactive > Layoff - Temporary when an employee will be temporarily laid off.

Use Return from Leave of Absence > Layoff - Temporary when the employee returns to work.

Example: An agency temporarily lays off a represented employee for 20 calendar days due to an unanticipated loss of funding.

Layoff - Voluntary

Definition: Use Leave of Absence - Active/Inactive > Layoff - Voluntary for an employee who volunteers to go on a leave of absence to reduce the effects of a layoff. If the employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Layoff - Voluntary when the employee returns to work.

Separation: (Represented Only) Use Separation > Layoff - Voluntary to separate a represented employee who volunteers to be laid off from their position.

Applies to action type(s): Leave of Absence – Active (U8), Leave of Absence – Inactive (U9), Return from Leave of Absence (UA), Separation (U5)

• Leave of Absence : An employee volunteers to take 6 months leave without pay to reduce the effect of their agency's layoffs.
• Separation : As a result of budget cuts, a represented employee learns that their agency is planning to eliminate 4 positions. The employee notifies HR that they are volunteering to be one of the positions eliminated.

Layoff List

Definition: Use Layoff List for appointing an employee from the employer's internal or statewide layoff list.

Example: An employee, who was laid off from a Management Analyst 3 position due to a lack of positions in February 2010, is hired by another agency in November 2011 from the Statewide Management Analyst 3 Layoff List.

Layoff Option Accepted

Definition: Use Layoff Option Accepted to appoint an employee whose position is scheduled for layoff but they are offered and accept another position as a layoff option.

Example: An employee receives a notice of layoff from her Management Analyst 3 position due to an organizational change. She accepts her option to move to a permanent Management Analyst position in a different unit.

Definition: Use Leave of Absence - Active/Inactive > LWOP for an employee who is taking an approved leave of absence without pay.

Use Return from Leave of Absence > LWOP when the employee returns to work.

Example: An employee wins a 3 month, all-expense paid trip to Europe and is approved to take leave without pay for time off.

Definition: Use Leave of Absence - Active/Inactive > Medical for a leave of absence for medical related purposes that does not otherwise qualify under FMLA or other medical-related leave of absence reasons.

Use Return from Leave of Absence > Medical when the employee returns to work.

Example: An employee is not eligible, or has exhausted all other medical leave type entitlements and is approved by the agency for additional medical leave.

Definition: Use Leave of Absence - Active/Inactive > Military for an employee who will be reporting for required military duty, training duty in the Washington National Guard or the Army, Navy, Air Force, Coast Guard, or Marine Corps reserves of the United States or any organized reserve or armed forces of the United States, or to report for drills including those in the National Guard under Title 10 U.S.C. or state active status.

Use Return from Leave of Absence > Military when the employee returns to work.

Example: An employee receives orders to report for active military duty and serve 6 months overseas.

Non-Employee

Definition: Use Non-Employee for actions related to individuals in HRMS that are excluded from statewide personnel headcounts, such as AmeriCorps, Reservists, Retired Firefighters, Emergency Firefighters and Mobility Units, student workers, Pages, etc. Leave of Absence - Inactive > Non-Employee and Return from Leave of Absence > Non-Employee may also be used to deactivate and activate Reservists.

Applies to action type(s): Appointment Change (U3), Change of Status (UJ), Concurrent Employment (UM), Leave of Absence – Active (U8), Leave of Absence – Inactive (U9), New Hire (U0), Quick Hire (UI), Rehire (U6), Rehire Quick Hire (UK), Return from Leave of Absence (UA), Separation (U5)

Non-Perm In Lieu of Layoff

Definition: Use Non-Perm in Lieu of Layoff for an employee who accepts a non-permanent appointment as a layoff option.

Example: An employee receives a notice of layoff from his Management Analyst 3 position due to an organizational change and accepts his option of a non-permanent Management Analyst 3 position in a different unit.

Non-Perm Limited

Definition: Use Non-Perm Limited when appointing an employee into a non-permanent appointment.

(Represented Only) If the work is sporadic and does not fit a particular pattern, use Non-Perm On Call instead.

Note: Refer to Title 357 WAC or collective bargaining agreement for more information on allowed use of non-permanent appointments.

Use Non-Perm In Lieu of Layoff when an employee accepts a non-permanent appointment as a layoff option.

Use Separation > End of Appointment to separate a non-perm limited employee from state service.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM), New Hire (U0), Quick Hire (UI), Rehire (U6), Rehire Quick Hire (UK)

Example: An agency hires an employee into a 3-month, non-permanent appointment to fill in for a Contract Specialist who is out on FMLA.

Non-Perm On Call

Definition: (Represented Only) Use Non-Perm On Call for an appointment where the nature of the work is sporadic and does not fit a particular pattern. Use Non-Perm Limited for non-represented employees.

Use Separation > End of Appointment to separate a non-perm on call employee from state service.

Example: An agency authorized to use Non-Perm on Call hires a represented custodian to fill in as needed when other custodial staff are absent.

Non-Perm Period - Extend

Definition: Use Appointment Change > Non-Perm Period - Extend if the extension of the non-permanent appointment requires an update to the employee's date specifications or basic pay infotype.

Use Change of Status > Non-Perm Period - Extend to extend a non-permanent appointment beyond the original end date or with State HR Director approved extension beyond 24 months.

Example: A non-permanent employee has been hired for the summer to fill in for a permanent employee while the permanent incumbent is out of the country. The permanent employee requests an additional leave of absence, so the agency extends the non-permanent appointment.

Definition: Use Leave of Absence - Active or Leave of Absence - Inactive > Parental for qualifying employees to take time off for:

• the birth, bonding, and care of a newborn child, or
• the placement of a minor/dependent child for adoption or foster care during the first year following birth or placement.

If an employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Parental when the employee returns to work.

Example: An employee requests and is granted an additional twelve weeks of unpaid time off to care for their newborn child following three weeks of Leave of Absence - Active > FMLA.

Permanent Appt

Definition: Use Permanent Appt:

• for an employee who completes their probationary, trial service, transitional, or other review period.
• when the director confers permanent status to an employee under remedial action provisions.
• for the rehire of an employee with permanent state status following a layoff who was not hired from the GGTP or a layoff list.

Note: For hires from GGTP or layoff list, use GGTP or Layoff List instead.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM), Change of Status (UJ), Rehire (U6)

Example:  An employee successfully completes their 6 month probationary review period and gains permanent status in the job class.

Definition: Use Leave of Absence - Active or Leave of Absence - Inactive > PFML for a leave of absence under the Washington Paid Family & Medical Leave Program for qualifying employees. The Employment Security Department will notify the agency once an employee is approved for paid family and medical leave and a partial wage replacement.

Use Return from Leave of Absence > PFML when the employee returns to work.

Example: An employee who is approved for the Washington Paid Family & Medical Leave Program is going to have surgery and will be unable to work for a period of time and has been approved by the Employment Security Department to receive a partial wage replacement for a designated period of time.

Probationary

Definition: Use Probationary for:

• employees who are in the initial period of employment following certification and appointment to a permanent position in classified service, or
• an employee currently in a permanent classified position and serving a probationary period who moves to a different permanent position prior to completion of their probationary period.

(Represented Only) Use Probationary when the employer converts a project appointment into a “non-project” permanent appointment and the employee is required to serve a probationary period.

Use Separation >  End of Appointment to separate a probationary employee from state service.

• A Human Resource Consultant 1 is hired from the private sector and must serve a six-month probationary period prior to gaining permanent state status and permanent status in the Human Resource Consultant 1 classification.
• A Customer Service Specialist 2 is currently serving a probationary period then accepts a permenent Customer Service Specialist 3 appointment and is required to serve a new probationary period.
• Project Conversion (Represented Only): An Office Assistant 2 is hired from the private sector to serve a twelve-month project appointment. Prior to the end of the appointment, the employer converts the project position into a “non-project” permanent position and the employee’s collective bargaining agreement requires him to serve a probationary period.

Probationary Period - Extend

Definition: Use Probationary Period - Extend to extend an employee's probationary period prior to granting permanent status in the position. The extension is granted to continue training and aiding the employee in adjusting to the position.

Applies to action type(s): Change of Status (UJ)

Example: A probationary employee misses 12 days of work due to an illness and has to use leave without pay during this time because they did not have enough accrued leave. The probationary period is extended by 12 days.

Definition: Use Project to appoint an employee to a classified position established for the purpose of a defined project for which the employer expects the work to be of a time-limited nature with an expected end date or contingent on special funding.

Example: An employee is hired to work on a Time and Leave project. The project is expected to last two years.

Definition: Use Promotion to appoint a permanent employee to a job class with a higher salary range maximum that results in a salary increase.

(WMS Only) Use Promotion for:

• the assignment of additional responsibilities, which results in higher evaluation points and/or higher salary standard for the same position, or 
• movement to a different position that has a higher salary standard and/or higher evaluation points.

Applies to action type(s): Appointment Change (U3), Concurrent Employment (UM)

Example: A Legal Secretary 1 is hired into a Legal Secretary 2 position.

Example: A WMS Band 1 employee is appointed into a WMS Band 2 position.

Reallocation - Downward

Definition: Use Reallocation - Downward to change the appointment of an employee when their position is assigned to a different class that has a lower salary range maximum.

Example: A Human Resource Consultant 3 is reallocated to a Human Resource Consultant 2 after a desk audit determines the duties of the position meet a Human Resource Consultant 2 allocation.

Reallocation - No Sal Change

Definition: Use Reallocation - No Sal Change to change the appointment of an employee when their position is assigned to a different class that has the same salary range maximum.

Example: A Human Resource Consultant 4 is reallocated to a Fiscal Analyst 3 after a desk audit determines the duties of the position meet a Fiscal Analyst 3 allocation.

Reallocation - Upward

Definition: Use Reallocation - Upward to change the appointment of an employee when their position is assigned to a different class that has a higher salary range maximum.

Example: A Human Resource Consultant 2 is reallocated to Human Resource Consultant 3 after a desk audit determines the duties of the position meet a Human Resource Consultant 3 allocation.

Reassignment

Definition: Use Reassignment for an employer initiated move of employee from one position to another position in the same class within the agency.

(WMS Only) Use Reassignment for an employer initiated move of a WMS employee from one position to a different position within WMS with the same salary standard and/or evaluation points, or from one section, department, or geographical location to another.

(Represented Only) Also use Reassignment for an employer initiated move to reassign an employee to a different class with the same salary range maximum.

• (Non Represented) A Human Resource Consultant 1 assigned to the agency's HR Employee Relations Office is reassigned to a Human Resource Consultant 1 position in the agency's HR Operations Office.
• (Represented) A Secretary Senior is reassigned to an Administrative Assistant 1 position.

Reclassification

Definition: Use Reclassification when a Job Class series is reclassified by the Office of the State HR Director with a class code, title change, or salary range update, and enterprise-wide updates are not automatically made. Reclassifications are typically in response to a board decision, collective bargaining or legislative action.

Reduction in Pay - Disciplinary

Definition: Use Reduction in Pay - Disciplinary to reduce an employee's pay for disciplinary reasons.

Example: Per agency policy, a permanent employee's base salary is reduced due to a disciplinary action.

Note: For returning an employee to their previous salary following a reduction in pay, use the corresponding action reason that fits the current appointment status.

Reinstatement

Definition: Use Reinstatement to reinstate a permanent employee following an employer-initiated separation. Reinstatement should only be used by the same agency that separated the employee.

Use Rehire > Reinstatement to reappoint a permanent employee who was separated by the employer and is being reinstated. The rehire appointment action should only be used if there has been a break in service and the employee's current employment status is "Withdrawn" in HRMS.

Use Appointment Change or Concurrent Employment > Reinstatement if an employee who was separated is currently employed by another agency; for example, if they began working for a new agency before their petition for reinstatement was approved.

Example: An employee is dismissed for abandonment of position; however, the agency reinstates the employee after receiving a written request from the employee and proof that the unauthorized absence was involuntary and unavoidable.

Definition: Use Resign for an employee who initiates a separation from state service.

Example: A Washington State employee accepts a position in California and submits their resignation from state service.

Definition: Use Retiree to appoint an employee after their effective retirement date. An individual becomes a retiree on their effective retirement date which is the first of the month following meeting the age and service requirements for retirement, filing an application for retirement with the Department of Retirement Systems, and terminating all employment and severing all future contractual agreements with covered employer(s).

Example: An agency rehires a previously retired Management Analyst 5 with exceptional expertise to help complete a critical enterprise-wide project.

Definition: Use Retirement to separate an employee who meets the age and service requirements for retirement, or is eligible for a disability retirement, and filed an application for retirement with the Department of Retirement Systems.

Example: A Washington State employee applies for retirement through the Department of Retirement Systems and is separated from state service.

Retirement - Incentive Pay

Definition: Use Retirement - Incentive Pay to separate an employee who meets the age and service requirements for retirement and filed an application for retirement with the Department of Retirement Systems, and is receiving a taxable cash payment incentive as part of a Voluntary Retirement Incentive Program.

Example: An eligible employee takes advantage of the Voluntary Retirement Incentive Program, and retires from state service.

Definition: Use Reversion for the voluntary or involuntary movement of an employee during their review period resulting in their placement in a position. If no positions are available, the reversion may result in separation. Involuntary reversion reasons may include, but are not limited to, the result of the employee failing to:

• Satisfactorily complete the trial service or review period.
• Satisfactorily complete the WMS review period.
• Progress to the next step of an in-training plan.

Note:  Refer to Title 357 WAC or collective bargaining agreement on determining which position(s) the employee would have rights to revert to following a voluntary or involuntary reversion.

Applies to action type(s): Appointment Change (U3), Separation (U5)

• Involuntary Reversion : An employee is not successful performing the higher-level duties as a Human Resource Consultant 2 during the trial service period and is reverted to a vacant Human Resource Consultant 1 position. The employee may or may not have previously held permanent status as an HRC 1.
• Voluntary Reversion : An employee makes a request to revert to a lower-level position.

Return to Permanent Appt

Definition: Use Return to Permanent Appt to return a permanent state employee to a permanent appointment following a non-permanent or acting appointment.

Note: Refer to Title 357 WAC or collective bargaining agreement on whether a review period is necessary.

Example: An employee's non-permanent appointment as an HRC 4 ends and they are returned to their permanent appointment as an HRC 3. The employee has already completed their trial service period at the HRC 3 classification, the work contract is set to Permanent.

Example: An employee was in the middle of serving a six-month trial service period as an Office Assistant 3 when they take a non-permanent appointment as an HRCA 1. The non-permanent appointment ends, and they are returned to their permanent appointment as an Office Assistant 3. The employer had decided to suspend the trial service period during the non-perm appointment. Upon return to the permanent appointment, the employee’s trial service period resumes and the work contract is set to Trial Service.

Review Period - Extend

Definition: Use Review Period - Extend to extend the review period of a permanent, represented employee following an employee-initiated transfer, demotion or elevation from a different agency. Extension may not cause the total period to exceed 12 months.

Example: A permanent employee serving a six-month review period has not successfully met the position's requirements following their transfer from another agency. The employer extends the review period to 12 months to provide more training opportunities.

School Closure

Definition: Use School Closure for an employee who is employed by a school and will be on paid or unpaid time off during school breaks. If an employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > School Closure when the employee returns to work.

Applies to action type(s): Leave of Absence - Active (U8), Leave of Absence – Inactive (U9), Return from Leave of Absence (UA)

Seasonal - Career

Definition: Use Seasonal - Career for the appointment of an employee in a position that is:

• Cyclical in nature.
• Recurs at approximately the same time each year.
• Lasts for a minimum of five months but less than twelve months in duration during any consecutive twelve-month period.

Use Separation >  End of Appointment to separate a seasonal - career employee, who does not hold permanent state status, from state service.

Example: The School for the Blind hires a Teacher’s Assistant to work during the school year.

Seasonal - Career Layoff 3-8 m

Definition: Use Seasonal - Career Layoff 3-8 m for granting a leave of absence (active or inactive) or separation of a Seasonal Career employee in which the period of work in a seasonal capacity is 3 to 8 months. If an employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Seasonal - Career Layoff 3-8 m when the employee returns to work following a Leave of Absence.

Use Rehire > Seasonal - Career if the employee was Separated and returns to work in a seasonal capacity.

Applies to action type(s): Leave of Absence - Active (U8), Leave of Absence – Inactive (U9), Return from Leave of Absence (UA), Separation (U5)

Example: An employee is hired in November to operate a snow plow on the mountain passes and then separated (or put on a leave of absence) in February. The employee will return the following November to do the same job.

Seasonal - Career Layoff 9+ mo

Definition: Use Seasonal - Career Layoff 9+ mo for granting a leave of absence (active or inactive) or separation of a Seasonal Career employee in which the period of work in a seasonal capacity is 9 months or more. If an employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Seasonal - Career Layoff 9+ mo when the employee returns to work following a leave of absence.

Use Rehire > Seasonal - Career if the employee was separated and returns to work in a seasonal capacity.

Example: An employee is hired to work as a Custodian during the school year and is separated (or put on a leave of absence) in July and will return in September to do the same job.

Settlement Pay

Definition: Use Settlement Pay to appoint, and then separate, an employee for the purpose of processing settlement pay as the result of a settlement agreement.

Applies to action type(s): Concurrent Employment (UM), New Hire (U0), Rehire (U6), Separation (U5)

Example: A separated employee is rehired as an employee for one day in order to process settlement pay following an appeal. The employee is immediately separated from state service once the settlement pay is processed.

Special Employment

Definition: Use Special Employment to appoint individuals into programs designated by the director that are designed to reduce unemployment or provide training opportunities to persons to become more employable. Special Employment appointments may be funded in total or in part from sources other than the normal sources available to the employer.

Supported Employment

Definition: Use Supported Employment to appoint an employee with severe disabilities as part of the DSHS Supported Employment program.

Example: An agency hires an eligible employee with special needs who has the skills and abilities to perform basic filing into a part-time Office Assistant 1 position.

Definition: Use Suspension for an employee on a leave of absence without pay for disciplinary purposes. If an employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Suspension when the employee returns to work.

Example: An employee is suspended for 2 weeks for disciplinary reasons.

Training Incentive Advancement

Definition: Use Training Incentive Advancement to accelerate the periodic increment date of an employee based on the nature of work or training requirements, or for qualified Assignment Pay due to extra education.

Definition: Use Transfer for a permanent employee-initiated move from one position to another position within or between employers in the same class or different class with the same salary range maximum, or same salary standard and/or same evaluation points (WMS).

Note:  Transfer also applies to permanent employees who transfer between WMS and WGS if the employee’s salary is within the salary range of the WGS position or within the management band and/or salary standard assigned to the WMS position. 

Example: A permanent Human Resource Consultant 4 (Range 59) is transferred to a Fiscal Analyst 5 position (Range 59) in a different office.

Transitional Rev Per - Extend

Definition: Use Transitional Rev Per - Extend to extend the transitional review period of an employee prior to granting permanent status in the position. The employer must extend the transitional review period by one work day for each work shift of leave without pay taken during the transition review period.

(Represented Employees) The employer may extend the transition review period for represented employees prior to granting permanent status in the position as long as the extension does not cause the total period to exceed 12 months.

Example: A represented employee is serving a 6 month transitional review period following his layoff appointment and the employer is extending the review period to 12 months.

Trial Service Period - Extend

Definition: Use Trial Service Period - Extend to extend the trial service period of an employee prior to granting permanent status in that position. Extension may not cause the total period to exceed 12 months.

Example: An employee serving a 6 month trial service period has not successfully met the position's requirements following his promotion into the new job class. The employer extends the trial service period to 12 months to provide more training opportunities.

Unauthorized

Definition: Use Unauthorized for an employee who is put on leave without pay for unauthorized absences.

Use Return from Leave of Absence > Unauthorized when the employee returns to work.

Applies to action type(s): Leave of Absence – Inactive (U9), Return from Leave of Absence (UA)

Example: An employee continues to miss work and has been told their leave is unauthorized. They are then put on an unauthorized leave of absence and are not receiving pay during that time.

Union Employment

Definition: Use Union Employment when an employee accepts temporary employment with the Union for a specific duration, not to exceed 12 months. The employee will not be paid during this time. If an employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Union Employment when the employee returns to work.

Example: An employee accepts temporary employment with the Washington Federation of State Employees for 6 months.

Voluntary - Incentive Pay

Definition: Use Voluntary - Incentive Pay to separate an employee who is eligible to participate in a Voluntary Separation Incentive Program and has been offered a taxable cash payment as incentive to resign.

Example: An eligible employee voluntarily resigns from state service in exchange for a $10,000 payment.

Volunteer Firefighting

Definition: Use Volunteer Firefighting for an employee who is a volunteer firefighter called to duty to respond to a fire, natural disaster, or medical emergency. If the employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Volunteer Firefighting when the employee returns to work.

Example: A volunteer firefighter is called to duty to respond to a natural disaster and has requested a leave of absence from his position.

Volunteer/Community Service

Definition: Use Volunteer/Community Service for an employee who goes on an unpaid leave of absence to volunteer or perform community service. If the employee will be retaining some form of pay or benefits during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Volunteer/Community Service when the employee returns to work.

Example: An Employee is granted three weeks of leave without pay to participate in a habitat for humanity build in Mexico.

WMS Acting Appt

Definition: Use WMS Acting Appt when appointing an employee into an acting WMS appointment.

Example: An agency hires an employee into a four-month, acting appointment to fill in for a WMS Band 2 Budget Manager who is out on FMLA.

WMS Acting Appt - Extend

Definition: Use Change of Status > WMS Acting Appt - Extend to extend an acting appointment beyond the original anticipated end date.

Use Appointment Change > WMS Acting Appt - Extend if the extension of the acting appointment requires an update to the employee's date specifications or basic pay infotype.

Applies to action type(s): Appointment Change (U3),  Change of Status (UJ)

Example: An employee has been hired into an acting WMS appointment for six months to fill in for a permanent WMS employee while the permanent incumbent is on an approved leave of absence. The permanent employee requests an additional leave of absence, so the agency extends the acting appointment.

WMS Review Appt

Definition: Use WMS Review Appt when an employee who does not have permanent status in the classified service is appointed to a permanent WMS position.

Note: WMS Review Appt should only be used for employees who do not hold permanent status in the classified service. An employee who promotes, transfers, voluntarily demotes, accepts a layoff option to another WMS position, or is appointed to a WMS project position may be required to serve a WMS review period; however, use the appropriate action reason for Promotion , Transfer , Demotion – Voluntary , Layoff Option Accepted , or Project instead. 

Example: A new employee is hired as the Diversity Equity & Inclusion Manager (WMS Band 2) for the State Health Care Authority. Because the individual does not have permanent status in the classified service, they must serve a 12-month review period.

WMS Review Period - Extend

Definition: Use WMS Review Period - Extend to extend the review period of a WMS employee prior to granting permanent status in that position. The WMS Review Period extension is to ensure the WMS employee meets the requirements and performance standards of the position and may not cause the total period to exceed 18 months. An extension may also be necessary for time spent on leave without pay or shared leave in excess of 174 hours.

Example: A WMS program manager has not met the performance standards of his position during his 12 month review period due to an extended absence. Because of this, he is required to serve an additional 3 month review period.

Worker’s Compensation

Definition: Use Worker's Compensation for a leave of absence during which an employee is receiving Time Loss Compensation from the Department of Labor & Industries for an on-the-job injury. If an employee will be retaining some form of pay or benefits in HRMS during Leave of Absence, use Leave of Absence - Active.

Use Return from Leave of Absence > Worker's Compensation when the employee returns to work.

Example: A Registered Nurse 2 was lifting a patient and injured her back and is unable to work due to the injury. The employee files a claim with the Department of Labor & Industries and is receiving Time Loss Compensation.

Definition: Transaction which groups infotypes according to the type of action you are performing.

Appointment Change (U3)

Change of status (uj), concurrent employment (um), leave of absence – active (u8), leave of absence – inactive (u9), new hire (u0), quick hire (ui), rehire (u6), rehire quick hire (uk), return from leave of absence (ua), separation (u5).

Definition: An action type to indicate a change to an employee's appointment within the agency or movement of an employee between different agencies without a break a service. Appointment Changes may include, but are not limited to, new appointments for existing employees, movement to another position, adjustment of hours worked, changes to the status of an employee's position, changes from salaried to hourly or hourly to salaried, appointments following the reallocation of a position, and reinstating a separated employee without a break in service.

Infotype: Actions – 0000

Appointment Change Action Reasons

• Adjust Hours Worked (08)
• Change in EE Group (63)
• Change in EE Subgroup (62)
• Convert to Permanent Appt (84)
• Demotion – Disciplinary (13)
• Demotion – In Lieu of Layoff (14)
• Demotion – Non-Disciplinary  (81)
• Demotion – Voluntary (15)
• Elevation (18)
• Employee Business Unit (77)
• Exempt (24)
• Higher Ed – Temporary (70)
• In-Training (03)
• In-Training Level - Complete (11)
• In-Training Series - Complete (12)
• Layoff – Temp Reduction of Hrs  (78)
• Layoff List (47)
• Layoff Option Accepted (64)
• Non-Employee (79)
• Non-Perm In Lieu of Layoff (65)
• Non-Perm Limited (59)
• Non-Perm On Call (28)
• Non-Perm Period – Extend (27)
• Permanent Appt (82)
• Probationary (66)
• Project (67)
• Promotion (01)
• Reallocation - Downward (73)
• Reallocation - No Sal Change (74)
• Reallocation - Upward (72)
• Reassignment (32)
• Reclassification (75)
• Reduction in Pay-Disciplinary (76)
• Reinstatement (34)
• Return to Permanent Appt (83)
• Reversion (46)
• Seasonal - Career (53)
• Special Employment (68)
• Supported Employment (55)
• Training Incentive Advancement (57)
• Transfer (58)
• WMS Acting Appt (04)
• WMS Acting Appt - Extend (85)
• WMS Review Appt (05)

Obsolete Appointment Change Action Reasons

To retain data integrity in reporting, the following obsolete Appointment Change reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Change of Status when an employee’s Work Contract (Appt status) changes and/or the Contract Type (state status) changes from non-permanent to permanent. Change of Status actions may include extension of a non-permanent appointment or extension of a probationary, trial service, transitional or review period, changing an appointment from non-permanent to permanent, or completion of an in-training level/series.

If the change in the employee's status also requires a change to date specifications or basic pay infoytpes, use Appointment Change action instead.

Change of Status Action Reasons

• Convert to Permanent Appt (18)
• In-Training Level - Complete (02)
• In-Training Series - Complete (03)
• Non-Employee (15)
• Non-Perm Period-Extend (13)
• Permanent Appt (17)
• Probationary Period - Extend (12)
• Review Period - Extend (16)
• Transitional Rev Per - Extend (11)
• Trial Service Period - Extend (10)
• WMS Acting Appt - Extend (19)
• WMS Review Period - Extend (09)

Obsolete Change of Status Action Reasons

To retain data integrity in reporting, the following obsolete Change of Status reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Concurrent Employment for an employee who:

• works in more than one position at the same time in different agencies or personnel areas
• works in more than one position in the same personnel area when one appointment is hourly and the other appointment is monthly.

The concurrent appointment will assign a new personnel number for the employee's additional position.

Concurrent Employment Action Reasons

• Employee Business Unit (06)
• Exempt (10)
• Higher Ed – Temporary (23)
• Internship (25)
• In-Training (11)
• Layoff List (26)
• Non-Employee (29)
• Non-Perm Limited (18)
• Non-Perm On Call (12)
• Permanent Appt (30)

Probationary (02)

• Project (13)
• Promotion (24)
• Reinstatement (19)
• Retiree (07)
• Seasonal - Career (14)
• Settlement Pay (21)
• Special Employment (22)
• Supported Employment (15)
• WMS Acting Appt (03)
• WMS Review Appt (04

Obsolete Concurrent Employment Action Reasons

To retain data integrity in reporting, the following obsolete Concurrent Employment reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Leave of Absence - Active when an employee is on a leave of absence for a significant period of time. The employee's Active status indicates the system will still allow the employee to receive compensation and/or use a combination of paid leave and leave without pay.

Note: This Action Type was previously titled "Paid Leave of Absence". The Office of the State HR Director recommends agencies only use this action type for absences in excess of 15 days, or for circumstances that require additional tracking outside the leave system. See also Leave of Absence - Inactive.

Leave of Absence - Active Action Reasons

• Alternative Assignment (42)
• Assault (02)
• Disability Pay 50% (WSP) (09)
• Educational (11)
• Elective Office/Leg Service (44)
• Family Care Act (35)
• Government Service (14)
• Home Assignment (04)
• Layoff – Temporary (37)
• Layoff - Voluntary (34)
• Medical (18)
• Military (05)
• Non-Employee (38)
• Parental (08)
• School Closure (06)
• Seasonal - Career Layoff 3-8 m (27)
• Seasonal - Career Layoff 9+ mo (28)
• Suspension (23)
• Union Employment (39)
• Volunteer Firefighting (41)
• Volunteer/Community Service (40)
• Worker’s Compensation (15)

Obsolete Leave of Absence - Active Action Reasons

To retain data integrity in reporting, the following obsolete Leave of Absence - Active reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Leave of Absence - Inactive when an employee is on a leave of absence for a significant period of time and will not receive any compensation. The employee's Inactive status indicates the system will not allow the employee to receive compensation or use leave during the absence.

Note: This Action Type was previously titled "Unpaid Leave of Absence". The Office of the State HR Director recommends agencies only use this action type for absences in excess of 15 days, or for circumstances that require additional tracking outside the leave system. Do not use Leave of Absence - Inactive if the employee plans to submit at least 8 hours of leave per month to maintain insurance benefits . See also Leave of Absence - Active.

Leave of Absence - Inactive Action Reasons

• Educational (02)
• Elective Office/Leg Service (29)
• Government Service (05)
• Layoff - Temporary (25)
• Layoff - Voluntary (17)
• Medical (09)
• Military (10)
• Non-Employee (27)
• Parental (20)
• School Closure (13)
• Seasonal - Career Layoff 3-8 m (18)
• Seasonal - Career Layoff 9+ mo (19)
• Suspension (14)
• Unauthorized (15)
• Union Employment (26)
• Volunteer Firefighting (23)
• Volunteer/Community Service (24)
• Worker’s Compensation (06)

Obsolete Leave of Absence - Inactive Action Reasons

To retain data integrity in reporting, the following obsolete Leave of Absence - Inactive reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use New Hire for an employee who does not have an existing personnel number in HRMS, such as an employee who has never worked for the State of Washington or was employed prior to HRMS implementation. See also Rehire.

New Hire Action Reasons

• Higher Ed - Temporary (23)
• Higher Ed to Gnl Gvt (26)
• Internship (24)
• Settlement Pay (20)
• WMS Review Appt (04)

Obsolete New Hire Action Reasons

To retain data integrity in reporting, the following obsolete New Hire reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: (DFW, DNR, MIL, REP, SEN, & WSP) Use Quick Hire for the appointment of an employee such as a page or emergency firefighter who does not have an existing personnel number in HRMS. See also Rehire - Quick Hire.

Quick Hire Action Reasons

• Non-Employee (11)

Obsolete Quick Hire Action Reasons

To retain data integrity in reporting, the following obsolete Quick Hire reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Rehire for an employee who previously worked for the State of Washington, has a personnel number in HRMS, and currently has a “Withdrawn” status. The rehire action should be used following a break in service. See also New Hire.

Rehire Action Reasons

• Higher Ed – Temporary (26)
• Higher Ed to Gnl Gvt (30)
• Internship (28)
• Layoff List (18)
• Non-Perm Limited (23)
• Permanent Appt (32)
• Reinstatement (16)
• Seasonal - Career (19)
• Settlement Pay (14)
• Special Employment (25)
• Supported Employment (20)

Obsolete Rehire Action Reasons

To retain data integrity in reporting, the following obsolete Rehire reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: (DFW, DNR, MIL, REP, SEN, & WSP) Use Rehire Quick Hire for the appointment of an employee such as a page or emergency firefighter who previously worked for the State of Washington, has an existing personnel number in HRMS, and currently has a “Withdrawn” status. See also Quick Hire.

Rehire Quick Hire Action Reasons

Obsolete rehire quick hire action reasons.

To retain data integrity in reporting, the following obsolete Rehire Quick Hire reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Return from Leave of Absence for employees who are returning to work after an active or inactive leave of absence. See also Leave of Absence – Active and Leave of Absence – Inactive.

Return from Leave of Absence Action Reasons

• Alternative Assignment (44)
• Assault (15)
• Disability Pay 50% (WSP) (30)
• Educational (03)
• Elective Office/Leg Service (46)
• Family Care Act (36)
• Government Service (06)
• Home Assignment (17)
• Layoff - Temporary (42)
• Layoff - Voluntary (13)
• Medical (40)
• Military (18)
• Non-Employee (43)
• Parental (26)
• School Closure (11)
• Seasonal - Career Layoff 3-8 m (23)
• Seasonal - Career Layoff 9+ mo (24)
• Suspension (21)
• Unauthorized (22)
• Union Employment (41)
• Volunteer Firefighting (37)
• Volunteer/Community Service (38)
• Worker’s Compensation (07)

Obsolete Return from Leave of Absence Action Reasons

To retain data integrity in reporting, the following obsolete Return from Leave of Absence reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Use Separation when an employee is leaving Washington State service for voluntary or involuntary reasons such as resignation, retirement, dismissal, or layoff, or because of death.

Separation Action Reasons

• Abandonment of Position (01)
• Conditions Not Met (17)
• Conditions Not Met - Vax Reqrd (58)
• Disability – Involuntary (06)
• Disability – Voluntary (05)
• Dismissal (07)
• Employee Business Unit (37)
• End of Appointment (54)
• End of Appt - Erroneous Appt (09)
• Gnl Gvt to Higher Ed (57)
• Layoff (55)
• Layoff - Voluntary (33)
• Non-Employee (56)
• Resign (21)
• Retirement (23)
• Retirement - Incentive Pay (52)
• Reversion (25)
• Seasonal - Career Layoff 3-8 m (02)
• Seasonal - Career Layoff 9+ mo (03)
• Settlement Pay (30)
• Voluntary - Incentive Pay (53)

Obsolete Separation Action Reasons

To retain data integrity in reporting, the following obsolete Separation reasons must not be used under any circumstance. Where applicable, Alternate Options are provided.

Definition: Determines the type of leave an employee will accrue.

Note: This field will default to normal vacation and sick leave accrual (00) if left blank.

Infotype: Planned Working Time (0007) – included in HRMS F1 Help

Definition: Use 00 for employees who are eligible for normal vacation and sick leave accrual.

Definition: Use 01 for employees who are not eligible for leave accrual.

Definition: Use 02 for employees who are eligible for sick leave accrual only.

Definition: Identifies the type of address entered for an employee.

Note: It is strongly recommended that you use the USPS Address Lookup Tool to ensure addresses are entered correctly.

Be aware that Pay1 address lines have shorter character limits than HRMS. HRMS will allow up to 35 characters in Address Lines 1 and 2, while Pay1 will only allow 30. Consider limiting the HRMS address to 30 characters so the complete address can be transferred to Pay1.

Infotype: Addresses (0006) – included in HRMS F1 Help

Permanent residence (1)

Definition:  The physical address of the employee’s permanent residence; typically, their primary domicile. 

Notes: In order to process payroll, employees must have an active Permanent residence address record. 

Agency HR offices may make exceptions if the employee does not have a physical address.

At this time, the permanent residence address must have the Country Key set to USA. Do not enter an out of country address here.

See SAAM glossary for Official Residence. 

Employees can update their permanent residence address on the My Addresses tile in MyPortal. An address change through MyPortal does not qualify as notifying the employer of an address change. Notification to the employer is required when the move affects benefits availability, tax liability, or when specified in agency policy.

Example: An employee lives at 123 Sesame Street, Olympia, WA 98501. This address is entered as their Permanent residence address.

Mailing address (5)

Definition: The address where the employee receives mail if different than their permanent residence address.

Note: At this time, the mailing address must have the Country Key set to USA. Do not enter an out of country address here.

Example: An employee receives mail at a post office box instead of their permanent residence address. PO Box 789, Olympia, WA 98504 is entered as their Mailing address. 

Out of State Work Location (9)

Definition: The physical address where the employee is working when they have been approved to work outside of Washington. 

All employees must have approval from their employer prior to working outside of Washington. 

Notes: All employees who are working outside of Washington should have an Out of State Work Location address record. This address type will be the primary source of data for identifying employees who work out of state. 

If the employee is working out of state at their permanent residence, then that address should be entered under both the Permanent residence (1) and Out of State Work Location (9) address types. 

The out of state work location address is the only address type that will support an out of country address.

Example: An employee has been approved to work from their relative’s house in Colorado for six months. The relative’s address, 456 Main Street, Denver, CO 80220, is entered as the Out of State Work Location address. 

Obsolete Address Types

The following Address Types are not set-up for use by the State of Washington and should not be used :

• Paycheck Location

Definition: Status code to identify anticipated average hours per month for new employees, returning employees, or employees who experience a change in employment status for annual reporting under the Affordable Care Act.

Note: Definitions in this section only pertain to the ACA Status Codes as defined by the ACA. The ACA defines an employee as anyone who is paid for service; this may include employees such as students, board members, etc. that may be specifically excluded as eligible for PEBB benefits. For guidance on determining which status code to use, please visit Health Care Authority’s PEBB Tools for PERS/PAY website.

Infotype: Planned Working Time (0007)

Average 130 Hrs or more per month (Y1)

Definition: An employee who is anticipated to work an average of at least 130 hours per month over the next 12 months. An “employee” is an employee who does not meet the definition of “educational organizational” or “seasonal” employee.

Average 130 Hrs or more per month (Edu Org Employee) (Y2)

Definition: An educational organization employee who is anticipated to work an average of at least 130 hours per month over the next 12 months. An “educational organization employee” is an employee employed by an educational organization such as a primary, secondary, preparatory or high school and colleges and universities.

Average 130 Hrs or more per month (Seasonal Employee) (Y3)

Definition: A seasonal employee who is anticipated to work an average of at least 130 hours per month over the next 12 months. A “seasonal employee” is an employee who the employer reasonably expects to perform labor or services on a seasonal basis (e.g. at a specific time of the year), for six months or less.

Average less than 130 Hrs per month (N1)

Definition: An employee who is anticipated to work an average of less than 130 hours per month over the next 12 months. An “employee” is an employee who does not meet the definition of “educational organizational” or “seasonal” employee.

Average less than 130 Hrs per month (Edu Org Employee) (N2)

Definition: An educational organization employee who is anticipated to work an average of less than 130 hours per month over the next 12 months. An “educational organization employee” is an employee employed by an educational organization such as a primary, secondary, preparatory or high school and colleges and universities.

Average less than 130 Hrs per month (Seasonal Employee) (N3)

Definition: A seasonal employee who is anticipated to work an average of less than 130 hours per month over the next 12 months. A “seasonal employee” is an employee who the employer reasonably expects to perform labor or services on a seasonal basis (e.g. at a specific time of the year), for six months or less.

Not Assigned (Blank)

Definition: Default status code. Do not leave default of “Not Assigned” for new employees or returning employees hired on or after January 1, 2014, or employees who had a change in employment status since January 1, 2014.

Definition: The annualized amount of wages entered on an employee’s Basic Pay (0008) infotype. This field includes most wage type amounts entered on the Basic Pay (0008) infotype. Wage types paid only once per month are not included in Annual Salary.

Note: The Annual Salary field is not used in payroll calculations; it is used for reporting on planned salary only.

Annual Salary should reflect the employee’s Capacity Utilization Level percentage and Working Hours per Payroll Period. For employees with Capacity Utilization Level set to less than 100%, the annual salary should reflect the reduced amount. If additional wage type amounts are added to the employee’s Basic Pay (0008) infotype (such as assignment pay or shift differential), the system will re-calculate the Annual Salary field appropriately.

The Annual Salary for employees with a daily Employee Subgroup will always be $0.00.

Indirectly Valued Employees For indirectly valued employees with a monthly Employee Subgroup, enter the Pay Scale Group and Level (range and step). These fields, in conjunction with Capacity Utilization Level, will calculate the Annual Salary and Pay Period Salary Amount.

For indirectly valued employees with an hourly Employee Subgroup, enter the Pay Scale Group and Level (range and step). These fields, in conjunction with the Working Hours per Payroll Period, will calculate the Annual Salary and Base Rate / Hourly Wage Amount.

Use the validity period fields at the bottom of the Basic Pay (0008) infotype to view historical Annual Salary, Pay Period Salary, and Base Rate / Hourly Wage amounts.

Directly Valued Employees For directly valued employees, enter the employee’s appropriate pay in the Wage Type Amount field and the system will calculate and populate the Annual Salary.

• An employee with a monthly Employee Subgroup is paid range 50, step E on the non-represented standard progression salary schedule plus a two-range assignment pay. They work full-time; their Capacity Utilization Level is 100% and Working Hours per Payroll Period is 87.00 semi-monthly. Their Pay Scale Group is 50 and Level is E. Annual Salary will automatically calculate to the annual equivalent of range 52, step E on the current non-represented standard progression salary schedule.
• An employee with an hourly Employee Subgroup is paid range 54, step L on the non-represented standard progression salary schedule. They have a varying schedule but are estimated to work approximately thirty-two hours per week; their Capacity Utilization Level is 80% and Working Hours per Payroll Period is 69.60 semi-monthly. Their Pay Scale Group is 54 and Level is L. Annual Salary will automatically calculate to the annual equivalent of 80% of range 54, step L on the current non-represented standard progression salary schedule. Note: This employee’s Capacity Utilization Level and Working Hours per Payroll Period fields can be reduced to reflect the approximate work schedule because they do not receive any additional pay on their basic pay infotype. If they received additional pay, their Capacity Utilization Level should be set to 100% and their Working Hours per Payroll Period set to 87.00 semi-monthly.
• A WMS Band 2 employee with a monthly Employee Subgroup is paid $60,000 annually ($2,500 per pay period) while working full-time. The employee was approved to temporarily reduce their schedule to 60% time. Their Capacity Utilization Level is changed to 60% and Working Hours per Payroll Period is changed to 52.20 semi-monthly. Annual Salary is changed to $36,000, which will automatically change their Pay Period Salary to $1,500.

Infotype: Basic Pay (0008) – included in HRMS F1 Help

Definition:  Use Assignment Pay to identify positions and/or jobs eligible for assignment pay. 

Assignment pay is a premium added to base salary to recognize specialized skills, assigned duties, and/or unique circumstances that exceed the ordinary; it is not typically granted for duties that are already encompassed in the job classification. Assignment pay is intended to be used only as long as the skills, duties, or circumstances it is based on are in effect.

Refer to Assignment Pay References or Wage Type definitions for more information. 

Abbreviation:  Assign Pay

Infotype:  Position Relationships (1001)

Relationship Type:  Is assigned to (A 108)

Definition:  Select Budgeted for a position that is funded; leave this box blank for unfunded positions. 

Notes:  The budgeted field is shared with a few downstream systems, including but not limited to Salary Projection System (SPS) and Compensation Impact Model (CIM), and used in financial projections and budget calculations.

Examples:  types of positions that might not be funded:

• non-perm limited positions
• non-perm on-call positions

Infotype: Position Acct. Assignment Features (1008) – included in HRMS F1 Help

Definition: The percentage an employee is scheduled to work of a full-time schedule.

For employees with an hourly Employee Subgroup who also receive additional pay on their basic pay infotype, such as assignment pay, the Capacity Utilization Level should be set to 100%. Setting the Capacity Utilization Level below 100% may erroneously reduce the employee’s additional pay.

For indirectly valued employees with a monthly Employee Subgroup, this field calculates their Annual Salary and Pay Period Salary once the range and step are entered.

For part-time employees with a monthly Employee Subgroup, this field is used in various calculations during payroll processing, such as determining hours in calculating assignment pay and determining full-time salary equivalent in calculating leave buyout rates.

Notes: For directly valued employees, the Annual Salary should reflect the employee’s Capacity Utilization Level percentage. Capacity Utilization Level and Working Hours per Payroll Period should be aligned. The Employment Percent and Capacity Utilization Level should match, except when the employee’s Employment Percent remains at 100% because reducing it would reduce the employee’s daily work schedule beyond their maximum daily hours worked. Capacity Utilization Level is used in Enterprise Reporting to calculate planned salary information (annual salary) and part-time employee percentages.

• A full-time employee has a Capacity Utilization Level of 100%. Their Working Hours per Payroll Period is 87.00 semi-monthly, and their Annual Salary should reflect 100% of the full-time salary.
• A part-time employee with a monthly Employee Subgroup is expected to work thirty-two hours per week. Their Capacity Utilization Level is 80%, and their Working Hours per Payroll Period is 69.60 semi-monthly. Their Annual Salary and Pay Period Salary (wage type 1003) should reflect 80% of the full-time salary.
• A part-time employee with an hourly Employee Subgroup has a varying schedule but is estimated to work approximately twenty-four hours per week. The employee also receives a 2-range group C assignment pay. Their Capacity Utilization Level is 100%, and their Working Hours per Payroll Period is 87.00 semi-monthly. Their Annual Salary should reflect the full-time equivalent salary, their Base Rate / Hourly Wage (wage type 1001) should reflect their full hourly rate, and their assignment pay amount should reflect the full hourly rate equivalent of two-ranges.

Definition: A compressed workweek is an alternative schedule that allows full-time employees to eliminate at least one work day every two weeks by working longer hours during the remaining days. Compressed workweeks result in less commute trips for an employee.

Infotype: Telework/Flex Work (Employee) (9106) – included in HRMS F1 Help

Employee Participating (EP)

Definition: Use Employee Participating if the employee’s current work schedule allows for them to reduce the number of days they are commuting.

Example: An employee’s work schedule is Monday through Thursday working 10 hours per day. This schedule results in the employee having Friday off – one less commute day for the employee.

Not Participating (NP)

Definition: Use Not Participating if the employee’s work schedule is a full 5 days per week.

Infotype: Telework/Flex Work (POS) (9901) – included in HRMS F1 Help

Position Eligible (PE)

Definition: Use Position Eligible if it has been determined the position’s current work schedule allows for an employee to reduce the number of days they are commuting.

Not Participating (NE)

Definition: Use Not Eligible if the position’s work schedule is required to work a full 5 days per week.

Definition: Status of the appointment – called Work Contract in Washington Workforce Analytics

Infotype: Organizational Assignment (0001) – included in HRMS F1 Help

Acting (09)

Definition: (WMS Only) Use Acting for a non-permanent appointment into a WMS position.

Example: An HRC 4 is appointed to a WMS 1 position while the current WMS 1 employee is out on an extended leave of absence.

Apprentice (06)

Definition: Use Apprentice for an appointment of an individual to an approved apprentice job class who is employed to learn an apprenticeship occupation and is registered with a sponsor in an apprenticeship program approved by the Washington Apprenticeship and Training Council. If a review is required, set Contract to Apprntc/Prob, Apprntc/Trl Srv, or Apprntc/Trnstnl.

Example: An agency hires an Apprentice – Workers’ Compensation Adjudicator 2 and the employer does not require the completion of a probationary or trial service period.

Apprntc/Prob (07)

Definition: Use Apprntc/Prob when a person appointed to an apprenticeship position does not have permanent state status.

Example: An agency hires an Apprentice - Auditor who is new to state government and requires the completion of a probationary period.

Apprntc/Trl Srv (08)

Definition: Use Apprntc/Trl Srv when an apprentice must serve a trial service period at each training step within the apprenticeship agreement or the period following completion of an apprentice's probationary period.

Example: An agency hires a Marine Apprentice who has completed their probationary period and their appointment requires a trial service period at each level in the apprenticeship agreement.

Apprntc/Trnstnl (13)

Definition: (For use in Layoff situations only) Use Apprntc/Trnstnl for an appointment into an apprenticeship position as a layoff option, or from a layoff list or the general government transition pool (GGTP), in which the employer requires a transition review period. If no review is required, set Contract to Apprentice.

Example: Due to lack of work, an employee’s position is eliminated and she accepts her layoff option into an apprentice Corrections Specialist 1 position, and will serve a twelve month transition review.

Board/Comm (25)

Definition: Use Board/Comm for an appointment to serve on a board or commission, regardless of the appointing authority.

Example: An employee is appointed to serve on the Investment Board.

Exempt (16)

Definition: Use Exempt for an appointment into a position not covered under state civil service law.

Example: An agency hires an Assistant Attorney General (AAG) which is exempt from state Civil Service law.

In Training (00)

Definition: Use In Training for an appointment to a permanent position which has a documented training plan for advancement to the goal class. This code is used when the employee is in a phase of an in-training plan where they already have gained permanent status in the job class of that phase of the plan.

Example: A Fiscal Analyst 2 is appointed to a position with a documented training plan for advancement to a Fiscal Analyst 4. Phase one of the plan begins with the Fiscal Analyst 2 job class.

InTrng/Prob (04)

Definition: Use InTrng/Prob for an appointment to a permanent, in-training position and the person being appointed does not have permanent status in classified service, and must serve a probationary period.

Example: An agency hires a HRC 3 in training to an HRC 4 who has never worked for the state of Washington. The employee must serve a six-month probationary period.

InTrng/Trl Srv (05)

Definition: Use InTrng/Trl Srv:

• For an appointment of a permanent state employee to a permanent, in-training position in a different job class.
• Following a transfer or voluntary demotion to an in-training appointment.
• For an elevation to an in-training position when a trial service period is required by the employer.
• Following advancement to the next step of the training plan when a trial service period is required at each step.
• For represented employees only: Following completion of the probationary period when the entire in-training plan has been designated as the trial service period.
• A Social Worker 2 has permanent status and is appointed to a Social Worker 3 position with an in training plan to Social Worker 4.
• An employee advances from a Management Analyst 3 to a Management Analyst 4 job class, in a position with a documented training plan to a Management Analyst 4, and a trial service period is required at each step of the plan.
• A represented employee in a Chemist 1 position with a documented training plan to a Chemist 2 where the entire in-training plan has been designated as the trial service period has completed their probationary period.

Non-Employee (24)

Definition: Use Non Employee for individuals who are not considered state employees and should be excluded from statewide personnel headcounts, such as Work Study students, AmeriCorps, Reservists, etc.

Example: An agency hires a work study student to assist with a summer project.

NonPerm Limited (15)

Definition: (Non-Represented) Use NonPerm Limited for an appointment that is intended to address a short term immediate workload peak, or other short term need, or if the work is sporadic and does not fit a particular pattern (intermittent).

(Represented) Use NonPerm Limited for an appointment that is intended to address a short term immediate workload peak, or other short term need. If the work is sporadic and does not fit a particular pattern (intermittent), use NonPerm On Call.

Example: An agency hires an employee into a 3 month, non-permanent appointment to fill in for a Contract Specialist who is out on FMLA.

NonPerm On Call (14)

Definition: (Represented Only) Use NonPerm On Call for an appointment where the nature of the work is sporadic and does not fit a particular pattern (intermittent). Use NonPerm Limited for non-represented employees.

Example: An agency hires a custodian to work on-call as needed to fill in when other custodial staff are absent.

Permanent (#)

Definition: Use Permanent for the following:

• Completion of a probationary, trial service, or transition review period.
• Reassignment of a permanent employee who is not in trial service status.
• Transfer, demotion, reversion, or elevation when the employee is not required to serve a trial service period.
• Rehire from layoff or appointment to a position as a layoff option when a transition review period is not required.

Example: An agency hires an employee into a HRC 3 position and the employee completes their 6 month probationary review period. The Contract should change from Probationary to Permanent.

Definition: Use Probationary for an appointment to a permanent position when the person appointed does not have permanent status in classified service and must serve a probationary period. Upon completion of the probationary period, change Contract to Permanent.

Example: An agency hires a HRC 3 who has never worked for the state of WA and must serve a 6 month probationary period. The agency uses this code while the employee serves their probationary period, and then changes the Contract to Permanent upon completion.

Project (20)

Definition: Use Project for an appointment to a classified position established for the purpose of a defined project for which the employer expects the work to be of a time-limited nature with an expected end date. If a review is required, set Contract to Project – Probationary or Project – Trial Service.

Example: An agency hires an employee to work on a Time and Leave project that is expected to last two years.

Project – Prob (22)

Definition: Use Project - Prob for an appointment of an individual who does not have permanent status in classified service to a classified position established for the purpose of a defined project.

Example: An agency hires an employee into a project position who is new to state government.

Project TrSvc(21)

Definition: Use Project TrSvc for the promotional appointment of a permanent employee to a classified position established for purpose of a defined project. Voluntary transfers or voluntary demotions to project positions may require a trial service by the employer.

Example: A permanent project Administrative Assistant 2 is promoted to a Customer Service Specialist 3 project position within the same project. The employee will serve a 6 month trial service period.

Review Period (26)

Definition: (Represented Only) Use Review Period following a permanent employee initiated transfer, voluntary demotion or elevation from a different agency when required by bargaining agreement.

Example: A permanent Human Resource Consultant 4 voluntary demotes to a Human Resource Consultant 3 position in a different agency. The employee has previously held permanent status as a Human Resource Consultant 3.

Seasonal (17)

Definition: Use Seasonal for an appointment that is cyclical in nature, recurs at approximately the same time each year, and lasts for a minimum of five months but less than twelve months in duration during any consecutive twelve-month period.

Example: One of the schools hires a Teacher’s Assistant to work during the school year.

Seasonal – Prob (19)

Definition: Use Seasonal - Probationary for an appointment into a seasonal position when the person does not have permanent status in classified service and must serve a probationary period. Probationary period may be served in consecutive seasonal appointments.

Example: An employee new to Washington State is hired to work in the winter to plow snow and maintain roads on the mountain pass, and will serve a 12 month probationary period.

Seasonal TrSvc (18)

Definition: Use Seasonal TrSvc for the initial period of employment for a permanent employee following promotional appointment to a seasonal position in a new class or the initial period of employment following a transfer or voluntary demotion, or elevation.

Example: A permanent seasonal employee is promoted from a Maintenance Technician 2 to a seasonal Equipment Technician 2. He will serve a 6 month trial service period.

Temporary (01)

Definition: (Higher Ed, WSF Ferries Division, and Exempt Only)

(Higher Ed) Use Temporary for an appointment to a Higher Education position intended to be filled on a temporary basis. The hours worked by the employee in this position should not exceed 1,050 hours in any 12 consecutive month period from the original date of hire.

(WSDOT Ferries Division) - Use Temporary for any assignment that is not defined as a year round assignment and is not on-call or defined as anything else within a Bargaining Agreement. For use in some Temporary openings/assignments of 30 days or more and is based on seniority. See various Bargaining Agreements for usage.

(Exempt) Use Temporary for an appointment to a Civil Service Exempt position that is not intended to be part of the agency’s permanent workforce. If the Exempt Employee is intended to be part of the agency’s permanent workforce, use Exempt.

Example : Department of Natural Resources hires an Exempt Fire Fighter who is expected to work for three months during fire season.

Trial Service (03)

Definition: Use Trial Service:

• When a permanent employee is promoted or appointed to a position in a different job class.
• Following a transfer, voluntary demotion, or elevation when a trial service period is required by the employer.
• When a reallocation is the result of a change in the duties of the permanent employee's current position and the employee has not performed the higher level duties for 6 months or more and competes and is appointed.

Example: A permanent Maintenance Mechanic 1 is appointed to a Maintenance Mechanic 2 position and must complete a trial service period.

Transitional (10)

Definition: (For use in Layoff situations only) Use Transitional for an appointment into a position as a layoff option or appointment to a position from a layoff list or the general government transition pool (GGTP) and the employer requires a transition review period. If no review is required, code as Permanent.

Example: An Administrative Assistant 2 position is eliminated due to a layoff. As a layoff option, the employee accepts a position as a Secretary Senior and the employer requires completion of a transition review period.

WMS Review (23)

Definition: (WMS) Use WMS Review for an appointment that will allow the employer a period of time to ensure a WMS employee meets the requirements and performance standards of the position.

Example: An agency appoints a WMS employee into a new position, but decides to place them on a 6 month review period to ensure they have the abilities to do the work required.

Obsolete Contracts

To retain data integrity in reporting, the following obsolete Contracts must not be used under any circumstance :

• ZDNU-Tran Intra (11)
• ZDNU-Tran Nonpr (12)

Definition: Employee’s State Status

Infotype: Contract Elements (0016) – included in HRMS F1 Help

Definition: Use Permanent for an employee who has completed their required probationary or review period in classified service (WGS and WMS) and has gained permanent state status.

Example: The Office of Financial Management hired an employee into a HRC 3 position and the employee completed their initial 6 month probationary review period. The Contract Type should be changed from Non-Permanent to Permanent.

Non-Permanent

Definition: Use Non-Permanent for an employee who has not completed a probationary or review period and is hired into either a permanent position or non-permanent appointment. For employees in permanent positions serving a probationary or review period, the Contract Type will be changed to Permanent once the probationary or review period is complete.

Example: The Office of Financial Management hires a new employee into an Exempt position. Because the employee has not gained permanent state status in any classified position, the Contract Type will be set to Non-Permanent.

Note:   Typically, once an employee has gained Permanent state status, their Contract Type should remain Permanent as long as they are continuously employed with the State of Washington. There may be some exceptions, such as language specified in collective bargaining agreement.

Definition:  A component of cost distribution, equivalent to AFRS Agency Code (3-digits) + AFRS Organizational Index (4-digits) + 000. 

An organizational unit to cost center relationship is necessary for all organizational units. This relationship establishes the financials for all positions that belong to the org unit.

Infotype:  Organizational Unit Relationships (1001)

Relationship Type:  Cost center assignment (A 011)

Definition: Defines the meaning of a particular date that may be important for the employee’s personnel record or system functionality.

Infotype: Date Specifications (0041) – included in HRMS F1 Help

AAG Hire Date (A4)

Definition: (AGO Only) The date an employee is initially hired as an Assistant Attorney General with the Office of the Attorney General.

Example: An employee is hired as an Assistant Attorney General on September 1, 2021. Their AAG Hire Date is set to 09/01/2021.

Agency Hire Date (03)

Definition: The most recent date an employee began employment in their current agency. For employees eligible to accrue vacation leave, this date is necessary for HRMS to process leave accruals. This date is also used when extracting absences to BI.

Example: An employee transfers from the Office of Financial Management to the Department of Retirement Systems on October 16, 2016. Their Agency Hire Date is set to 10/16/2016.

Agency Service Date (22)

Definition: Agency Hire Date adjusted for prior agency service (cumulative time at the current agency).

Example: An employee transfers from the Department of Natural Resources to the Washington State Patrol on May 1, 2016. The employee previously worked for WSP from November 1, 2009 through February 16, 2011. Their Agency Service Date is set to 01/14/2015.

ALJ Hire Date (A5)

Definition: (OAH Only) The date an employee is initially hired as an Administrative Law Judge with the Office of Administrative Hearings.

Example: An employee is hired as an Administrative Law Judge with the Office of Administrative Hearings on September 16, 2021. Their ALJ Hire Date is set to 09/16/2021.

Anniversary Date (01)

Definition: The unbroken service date adjusted for prior state service (cumulative time in state service). For employees eligible to accrue vacation leave, this date is necessary for HRMS to calculate the rate of their accruals and determine when vacation leave is lost.

Note: This date may or may not be adjusted for leave without pay; refer to collective bargaining agreements and WAC 357 for more information.

• A new employee was hired at the Department of Ecology on January 28, 2016, with no prior state service. Their anniversary date is set to 01/28/2016.
• An employee was rehired at the Liquor and Cannabis Board on June 16, 2016, and previously worked for Washington State Patrol from March 16, 2007 through October 22, 2013. Their anniversary date is set to 11/7/2009.

Anticipated End Date (42)

Definition: The anticipated end date of an employee’s appointment.

Example: An employee was hired into a non-permanent limited appointment on November 1, 2016 to assist during a workload peak. The appointment is expected to last through the end of February. Their Anticipated End Date is set to 02/28/2017.

Appointment Date (02)

Definition: The date an employee is appointed to their current job class and/or position, or the date an employee is converted from a non-permanent or project appointment status to a permanent appointment status.

Note: A new bid or assignment change (a change in post, shift, or schedule) that results in movement to a different position in the same job class within the agency does not require a new appointment date.

Appointment Date is not used in any system calculations. Agencies may possibly use this date to track when training, expectations, or reviews are due.

In many cases, converting a non-perm appointment to a permanent appointment will result in a new appointment date. However, there may be scenarios where the agency chooses to keep the original appointment date, depending on business needs.

• An Office Assistant 2 is reallocated to an Office Assistant 3 effective September 1, 2016. Their appointment date is set to 09/01/2016.
• A Management Analyst 4 transfers to a different Management Analyst 4 position effective March 1, 2016. Their appointment date is set to 03/01/2016.
• An employee is hired into an in-training appointment effective February 1, 2016 at the Fiscal Analyst 1 level and advances to the goal class of Fiscal Analyst 2 on August 1, 2016. Their appointment date is originally set to 02/01/2016; upon advancement to the Fiscal Analyst 2 job class, their appointment date is set to 08/01/2016.
• An employee holding an acting appointment in a WMS Band 2 position is appointed to the position permanently on October 1, 2016 and will serve a WMS review period. Their appointment date is set to 10/01/2016.
• A new employee is hired as an Administrative Assistant 3 effective April 4, 2016. The employee completed their probationary period on October 4, 2016. Their appointment date remains 04/04/2016.

Cadet Hire Date (23)

Definition: (WSP Only) The date an employee is hired as a Washington State Patrol Trooper Cadet.

Example: An employee is hired as a Washington State Patrol Trooper Cadet on April 12, 2016. Their Cadet Hire Date is set to 04/12/2016.

Commission Date (12)

Definition: (WSP Only) The date authority is given to a Washington State Patrol (WSP) officer by the Governor to enforce the laws of the state of Washington.

• A Trooper Cadet completes required training and is sworn in as an RCW Trooper on June 1, 2016. Their Commission Date is set to 06/01/2016.
• A Trooper Cadet completes required training and is sworn in as an RCW Trooper on December 31, 2013. On December 12, 2015 they resign from the WSP. On March 1, 2016 they return to the WSP and are recommissioned as an RCW Trooper. During the probationary period, the Commission Date is set to 03/01/2016. Once the probationary period is complete, their Commission Date is set to their original commission date of 12/31/2013.

DFW Commission Date (A6)

Definition: (DFW Only) The date an enforcement officer begins commissioned service at the Department of Fish & Wildlife.

Note: This date is used to determine eligibility for longevity premium pay.

Example: A Fish & Wildlife Enforcement Officer began commissioned service with DFW on June 1, 2018. Their DFW Commission Date is set to 06/01/2018.

First Working Day (40)

Definition: The first day an employee reports for work.

Example: The Department of Transportation hires an employee effective May 1, 2016. Their first scheduled day of work is Monday, May 2, 2016. Their First Working Day is set to 05/02/2016.

In Job Class Since (PJ)

Definition: The date an employee began work in their current job classification.

Example: An Administrative Assistant 4 was promoted to an Administrative Assistant 5 effective November 2, 2016. Their In Job Class Since date is set to 11/02/2016.

JEV Begin Date (16)

Definition: The first date an employee’s vacation leave accruals can be deferred in excess of 240 hours, following agency approval. For employees approved to defer their vacation leave, this date is necessary for HRMS to begin transferring vacation leave accruals to the Justified Excess Leave (34) quota type.

Example: An employee was approved to defer vacation leave accruals above 240 hours from June 1 through their anniversary date of August 1, 2016. Their JEV Begin Date is set to 06/01/2016.

JEV End Date (17)

Definition: The last date an employee’s vacation leave accruals can be deferred in excess of 240 hours, following agency approval. For employees approved to defer their vacation leave, this date is necessary for HRMS to stop transferring vacation accruals to the Justified Excess Leave (34) quota type.

Example: An employee was approved to defer vacation leave accruals above 240 hours from June 1 through their anniversary date of August 1, 2016. Their JEV End Date is set to 08/01/2016.

PD Completed (A3)

Definition: The completion date of a position’s current position description.

PDP Eval Completed (A2)

Definition: The date an employee received their most recent Performance Development Plan (PDP) Evaluation.

PDP Expectations Set (A1)

Definition: The date an employee received their most recent Performance Development Plan (PDP) Expectations.

Definition: The date an employee received their final periodic increment (such as moving to step L), or the date they received their last periodic increment before becoming no longer eligible (such as moving from pay scale to pay band).

(Represented Only) Also use PID when initially setting an employee's periodic increment date when they are hired and not eligible for a periodic increment at that time (such as hired at step L).

• An employee received their periodic increment on November 16, 2016, advancing to step L. Their PID date type is set to 11/16/2016.
• An employee moves from WGS to WMS effective December 1, 2016. The last periodic increment was received on August 16, 2016. Their PID date type is set to 08/16/2016.
• A represented employee is newly hired into a classified general service position on June 16, 2019, and their periodic increment date is set at the time of hire. The employee is placed at Step L and, therefore, not eligible for a periodic increment. Their PID date type is set to 06/16/2019 for reference purposes.

Prsnl HolidayElgblty (18)

Definition: The date an employee is eligible to use one personal holiday per calendar year. For employees eligible to receive a personal holiday, this date is necessary for HRMS to generate their accruals.

• An employee is hired effective December 1, 2016 and is scheduled to be continuously employed for more than four months. Their Prsnl HolidayElgblty date is set to 12/01/2016.
• A non-permanent employee is hired effective November 1, 2016 and is scheduled to be continuously employed for three months. On January 16, 2017, the employee’s non-permanent appointment is extended an additional three months. Their Prsnl HolidayElgblty date is set to 01/16/17.

Prsnl LV Day Elgblty (26)

Definition: (Represented Only) The date an employee is eligible to use one personal leave day per fiscal year. For employees eligible to receive a personal leave day, this date is necessary for HRMS to generate their accruals.

Example: A WPEA-represented employee is hired at the Department of Revenue effective December 16, 2016. Their Prsnl LV Day Elgblty date is set to 04/16/2017.

Recommission Date (20)

Definition: (WSP Only) The date a former officer returns to WSP as a commissioned officer.

Example: A Trooper resigns their position from the WSP on November 10, 2016. On January 1, 2017 they return to the WSP and are sworn in as an RCW Trooper. Their Recommission Date is set to 01/01/2017.

RetirementEligbltyDt (21)

Definition: (WSP Only) An estimated date a commissioned officer is eligible to retire. Examples:

• A Trooper is commissioned on July 16, 2011. They are eligible to retire after 25 years of service. Their RetirementEligbltyDt is set to 07/16/2036.
• A Trooper is commissioned on January 1, 2011. They were hired as a Trooper Cadet on March 1, 2010 and transferred their Trooper Cadet retirement to their new retirement plan. Their RetirementEligbltyDt is set to 03/01/2035.
• A Trooper is commissioned on February 1, 2017 at the age of 45. They are eligible to retire at the age of 55. Their RetirementEligbltyDt is set to 02/01/2027.

Seniority Date (05)

Definition: A full-time employee’s most recent date of hire into state service. A part-time employee’s seniority date is calculated based on actual hours worked.

(WSDOT Marine Only): The date an employee is hired into the Marine Division.

Notes: This date is used in enterprise reporting for length of service. All employees should have a Seniority Date.

Refer to collective bargaining agreements or WAC 357 to determine what is included in “actual hours worked” for part-time calculations.

This date may or may not be adjusted for leave without pay; refer to collective bargaining agreements and WAC 357 for more information.

For Teamsters employees, Seniority Date is used as layoff seniority. See Teamster Seniority for overtime, extended duty assignment, bid system, and vacation selection seniority.

• An employee is hired effective January 16, 2017. Their Seniority Date is set to 01/16/2017.
• An employee is rehired into state service effective December 1, 2016. They previously worked for the state from June 16, 2010 through August 31, 2014. Because of their break in service their Seniority Date is set to 12/01/2016.

Seniority w/ Military (29)

Definition: An employee’s seniority date adjusted for military service for layoff purposes.

Example: An employee was hired effective April 16, 2016 and has their Seniority Date set to 04/16/2016. After review of the employee’s appropriate military documents with six and a half years of service, it is determined they qualify for the maximum of five years of military credit. Their Seniority w/ Military date is set to 04/16/2011.

Separation Eff. Date (06)

Definition: The first date of separation from state service.

Note: This date is automatically populated by HRMS when a separation action is entered.

Example: An employee retires from state service. Their last day in paid status is September 30, 2016. Their Separation Eff. Date is set to 10/01/2016.

Shift Bid Date (30)

Definition: The date used for shift bidding purposes.

Note: Refer to collective bargaining agreements for more information.

• An employee is hired as a Communications Officer Assistant on January 1, 2012. Their Shift Bid Date is set to 01/01/2012.
• An employee is hired as a Communications Officer 1 with the Washington State Patrol on January 1, 2012. They promote to Communications Officer 2 on June 1, 2014, then demotes to Communications Officer 1 on September 16, 2015. Their Shift Bid Date is set to 04/16/2013.
• An employee is hired as a Commercial Vehicle Enforcement Officer (CVEO) 1 on January 1, 2012. They promote to a CVEO 2 on June 1, 2014, then demote to a CVEO 1 on September 16, 2015. Their Shift Bid date is set to 01/01/2012.

Sick Lv Frozen Up To (10)

Definition: (WSDOT Marine Only) The date an employee is eligible to begin using sick leave. For employees who have a waiting period before they can use sick leave, this date is necessary for HRMS to prevent premature use.

Teamster Seniority (28)

Definition: (Teamsters Only) Seniority for full-time employees appointed after July 1, 2009, will be defined as the employee’s length of unbroken state service less any time spent in state service appointments outside of Teamsters DOC bargaining units. Employees appointed from other bargaining unit positions within DOC will have their Teamsters seniority credited for time served in other DOC bargaining units, not to include non-permanent appointments.

Seniority for part-time or on-call employees appointed after July 1, 2009, will be based on straight time hours worked, less any time spent in state service appointments outside of Teamsters DOC bargaining units. Employees appointed from other bargaining unit positions within DOC will have their Teamsters seniority credited for time served in other DOC bargaining units. Example: An employee was hired into a Teamsters represented position on January 1, 2013. The employee is appointed to a permanent position outside of the Teamster’s contract, beginning January 1, 2014. The employee then is appointed to a Teamster’s represented position effective June 1, 2015. Their Teamster Seniority is set to 06/01/2014.

Unbroken Srvc. Date (07)

Definition: The date a general government employee began current continuous state service. For employees eligible to accrue vacation leave, this date may be necessary for HRMS to calculate the rate of their accruals. Refer to collective bargaining agreements and Title 357 WAC for more information.

• A new employee is hired at the Department of Ecology on April 18, 2016. Their Unbroken Srvc. Date is set to 04/18/2016.
• An employee was hired at the Department of Transportation on July 1, 2016. They previously worked at the Department of Labor and Industries, but separated from state service on March 31, 2015. Their Unbroken Srvc. Date is set to 07/01/2016.
• A Human Resource Consultant 3 transfers from Evergreen State College to the Department of Licensing on June 16, 2022 without a break in service. The employee began continuous state service with Evergreen State College on August 1, 2015 with no other prior continuous state service. Their Unbroken Srvc. Date is set to 08/01/2015.

WMS Review Date (08)

Definition: The date an employee’s next WMS review is due.

Example: An employee is hired into a WMS 1 position effective January 10, 2017 and is expected to serve a 12-month review period. Their WMS Review Date is set to 01/10/2018.

Obsolete Date Types

To retain data integrity in reporting, the following obsolete Date Types must not be used under any circumstance :

• ZDNU Comm Tenure Dt (13)
• ZDNU Eligibility401K (1K)
• ZDNU End prob Period (45)
• ZDNU HSA Term Date (HS)
• ZDNU Leave year ent (25)
• ZDNU Length of Serv (15)
• ZDNU OriginalCommDt (19)
• ZDNU Other Agncy Com (14)
• ZDNU Person Group En (11)
• ZDNU TSR LV Elig (27)
• ZDNU Vac Lv Frozen (09)

Definition: Persons with Disabilities: For affirmative action data reporting purposes, people with disabilities are individuals with a permanent physical, mental, or sensory impairment that substantially limits one or more major life activities.

Major life activities include, but are not limited to, caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, and communicating. A major life activity also includes the operation of a major bodily function, including but not limited to, functions of the immune system, normal cell growth, digestive, bowel, bladder, neurological, brain, respiratory, circulatory, endocrine, and reproductive functions.

The impairment must be both permanent and material rather than slight, but not necessarily require a workplace accommodation. An impairment that is episodic or in remission is still a disability if it would substantially limit a major life activity when active. The determination of whether an impairment substantially limits a major life activity shall be made without considering temporary improvements made through mitigating measures such as medication, therapy, reasonable accommodation, prosthetics, technology, equipment, or adaptive devices (but not to include ordinary eyeglasses or contact lenses).

Note: Medical documentation is not required to confirm a disability for affirmative action purposes. The employee’s attestation of the disability is sufficient.

Data for persons with disabilities comes solely from the Disability selection Has a Disability (or previously had one) and does not consider the Special Disabled Veteran box.

Infotype: Additional Personal Data (0077) – included in HRMS F1 Help

Disability Date

Definition: This field is not used by the state of Washington; however, HRMS requires an entry if the Disability Status is set to Has a disability (or previously had one) (X). If you know the employee's disability date, you can enter that date; otherwise, enter the date you learned of the disability (same date as the Date Learned field).

Date Learned

Definition: The date an individual disclosed in writing his or her disability to the employer; such as the date the employee signed the Employee Affirmative Action and Demographic Data form.

Does Not Have a Disability (N)

Definition: A person who indicated they do not have a disability or who indicated they previously had a disability which no longer exists.

Has a Disability (or previously had one) (X)

Definition: A person who indicated they currently have a disability. Do not include those who previously had a disability since they no longer meet the definition – use Does Not Have a Disability instead.

Not Informed/Unknown (#)

Definition: A person who has not provided their disability status.

Obsolete Disability Status Codes

To retain data integrity in reporting, the following obsolete Disability Status codes must not be used under any circumstance :

• Does Not Wish to Answer (A)

Definition:  Use Dual Language to identify positions and/or jobs eligible for dual language pay. 

Dual language is one of the group B assignment pay references. Dual language pay is only provided when the employer requires the employee to perform or provide dual language skills. 

Abbreviation:  Dual Lang

Definition:  Prior to the addition of the UFI address fields in HRMS in 2016, Duty Station County was the primary field for identifying the position’s assigned duty station. As long as a Unique Facility Identifier (UFI) address exists for the position, the Duty Station County field can be considered obsolete. The Duty Station County field remains in various reports for historical reporting purposes. 

See Unique Facility Identifier (UFI) Code .

Infotype: Position Job Attributes (1660) – included in HRMS F1 Help

Definition: Status of the Position

Infotype: The following codes are available in HRMS for Employee Group ( Infotype 0001 – Organizational Assignment ) unless otherwise noted. Employee Group is assigned to the position ( Infotype 1013 – Employee Group/Subgroup ) and is inherited by any employee assigned to that position. In some situations, the Employee Group of the position may be overridden for the employee on Infotype 000 – Actions. In most instances, Employee Group for both the position and employee should be the same. – included in HRMS F1 Help

Appointed (9)

Definition: Use Appointed for a position that is intended to be filled by an employee that is appointed by the Governor or appointed by an independent Board or Commission. Do not use Appointed for positions where the employee is appointed to serve on a board or commission; they should be coded as Board/Commission.

Example: The Office of Financial Management creates a new position that is appointed by the Governor.

Board/Commission (A)

Definition: Use Board/Commission for a position that is intended to be filled by an employee that serves on a board or commission, regardless of the appointing authority.

Example: The Washington State Investment Board creates a position for a member who will serve on the Investment Board.

Civil Service Exempt (B)

Definition: Use Civil Service Exempt for a position that is intended to be filled by an employee who is not covered under state civil service law.

Example: The Office of Financial Management creates a position which is exempt under the provisions of RCW 41.06 (State Civil Service law).

Elected (8)

Definition: Use Elected for a position that is intended to be filled by an employee that is a Washington State elected official.

Example: The Office of Superintendent for Public Instruction creates a position for the elected Superintendent of Public Instruction.

Non-Employee (J)

Definition: Use Non-Employee for a position that is filled by an individual who is not considered a state employee and should be excluded from statewide personnel headcounts, such as Work Study students, AmeriCorps, Reservists, etc.

Example: An agency hires a work study student into a Non-Employee position to assist with a summer project.

Non-Perm. Limited (H)

Definition: (Non-Represented) Use Non-Perm. Limited for a position that is intended to address a short term immediate workload peak, or other short term need, or if the work is sporadic and does not fit a particular pattern (intermittent).

(Represented) Use Non-Perm. Limited for a position that is intended to address a short term immediate workload peak, or other short term need. If the work is sporadic and does not fit a particular pattern (intermittent) for represented positions use Non-Perm. On Call.

Example: The Department of Fish and Wildlife creates a CSS 2 position to fill in for a short period of time while staff is on leave.

Non-Perm. On Call (6)

Definition: (Represented Only) Use Non-Perm. On Call for a position where the nature of the work is sporadic and does not fit a particular pattern (intermittent). Use Non-Perm. Limited for non-represented positions.

Example: The Health Care Authority creates a Medical Assistance Specialist 2 position to assist with peak workloads processing health insurance claims.

NWSpeclEmplymntComp (F)

Definition: Use NWSpeclEmplymntComp for a position that is part of a special employment compensation program, such as Washington Conservation Corps, Ecology Youth Corps, etc. See the OFM State Administrative and Accounting Manual (SAAM) for information on special employment compensation.

Example: The Department of Ecology creates a crew member position in the Washington Conservation Corps.

NW SupportedEmplymnt (G)

Definition: Use NW SupportedEmplymnt for a position that is part of a supported employment program. See the OFM State Administrative and Accounting Manual (SAAM) for information on supported employment.

Example: The Department of Enterprise Services creates a custodian position that will be filled in accordance with supported employment guidelines.

Permanent (0)

Definition: Use Permanent for a position intended to be filled permanently by an employee, when the position is not seasonal, project, or exempt.

Example: The Department of Revenue creates a new, permanent position for a Tax Information Specialist.

Project (C)

Definition: Use Project for a position that is intended to be filled by an employee to work on a project that is contingent on funding and of a time-limited nature with an expected end date.

Example: The Department of Transportation creates a Transportation Engineer position that is funded by a federal highway project that is scheduled to end in 24 months.

Definition: (WSDOT Marine Only) Use Relief for a Washington State Ferry position that is intended to be filled by a relief worker employee. A relief worker employee works on a year-round basis and is guaranteed at least forty (40) hours of straight time work per week to relieve year-round employees who are not scheduled for work.

Example: Washington State Ferries creates a relief Chief position that fills in for other staff when they are on leave.

Retired FireFighters (E)

Definition: ( State Board for Volunteer Firefighters and Reserve Officers Only) Use Retired FireFighters for a position to administer the Volunteer Firefighters’ and Reserve Officers’ Relief and Pension Act (RCW 41.24).

Example: The Board for Volunteer Firefighters and Reserve Officers create a position titled Retired Firefighter or Related Personnel.

Seasonal (4)

Definition: Use Seasonal for a position that is intended to be cyclical in nature, recurs at approximately the same time each year, and lasts for a minimum of five months but less than 12 months in duration during any consecutive twelve-month period.

Example: The School for the Blind creates a Teacher’s Assistant position to work during the school year.

Temporary (1)

Definition: (Higher Ed, WSDOT Marine, and Exempt Only)

(Higher Ed) Use Temporary for a Higher Education position intended to be filled on a temporary basis. The hours worked by the employee in this position should not exceed one thousand fifty hours (1,050 hours) in any 12 consecutive month period from the original date of hire.

(WSDOT Marine) Use Temporary for any assignment which is not defined as a year-round assignment and is not on-call or defined as anything else within a Bargaining Agreement.

(Exempt) Use Temporary for short-duration exempt positions that are not intended to be part of the agency’s permanent workforce. If the exempt position is intended to be part of the agency’s permanent workforce, use Civil Service Exempt.

Example: The Student Achievement Council creates a part-time, Office Assistant 2 position to fill for six months.

WSP NonEE Disab (K)

Definition: (Washington State Patrol Only) Use WSP NonEE Disab for a position filled by an individual where it is determined they must receive compensation set-forth in RCW 43.43.040 but are not considered an employee of the Washington State Patrol.

Example: As a result of legal action, the Washington State Patrol must continue payment to an individual in accordance with RCW 43.43.040 who is no longer considered an employee of the WSP.

Obsolete Employee Groups

To retain data integrity in reporting, the following obsolete Employee Groups must not be used under any circumstance :

• ZDNU-Volunteer (3)

Definition: Identifies the type of pay (daily, flat, hourly, or monthly) and eligibility to receive additional pay for overtime. 

The employee’s Employee Subgroup field is used in various system calculations and processes, such as sick leave accruals and some payroll calculations, and should align with the Wage Type field on their Basic Pay (0008) infotype record. 

Note: Refer to any applicable laws, Title 357 WAC, or collective bargaining agreements for determining overtime eligibility. 

Not all Employee Subgroups are available for use with all Employee Groups.  

Infotype: Position: Employee Group/Subgroup (1013)

Employee: Actions (0000), Organizational Assignment (0001)

Employee Subgroup is assigned to the position on the Employee Group/Subgroup (1013) infotype, and is inherited by any employee assigned to that position. In some situations, the Employee Subgroup of the position may be overridden for the employee on the Actions (0000) infotype. – included in HRMS F1 Help

Daily OT Exempt (02)

Definition: Use Daily OT Exempt for positions and employees exempt from or not covered by the Fair Labor Standards Act or other overtime laws or agreements and paid a daily rate for sporadic or infrequent service, such as stipend board and commission members and Military Department State Active Duty National Guard.

Note: Employees with a daily Employee Subgroup should have their Time Management Status set to Time evaluation of actual times (1) on the Planned Working Time (0007) infotype and their Wage Type set to 1006 Base Rate / Daily Wage on the Basic Pay (0008) infotype.

H-OT Elig Law En>160 (09)

Definition: Use H-OT Elig Law En>160 for law enforcement positions or employees eligible for overtime compensation for time worked in excess of one-hundred sixty hours in a twenty-eight day period and paid an hourly rate.

Note: Employees with an hourly Employee Subgroup should have their Time Management Status set to Time evaluation of actual times (1) on the Planned Working Time (0007) infotype and their Wage Type set to 1001 Base Rate / Hourly Wage on the Basic Pay (0008) infotype.

H-OT Elig Law En>171 (11)

Definition: Use H-OT Elig Law En>171 for law enforcement positions or employees eligible for overtime compensation for time worked in excess of one-hundred seventy-one hours in a twenty-eight day period and paid an hourly rate.

H-OT Elig Nrs>80h/2w (15)

Definition: Use H-OT Elig Nrs>80h/2w for hospital positions or employees eligible for overtime compensation who are assigned a fourteen-day work period and paid an hourly rate.

H-OT Elig>40hrs/wk (05)

Definition: Use H-OT Elig>40hrs/wk for positions or employees eligible for overtime compensation for time worked in excess of forty hours in one workweek and paid an hourly rate.

H-OT Elig>Daily Sche (03)

Definition: Use H-OT Elig>Daily Sche for positions or employees eligible for overtime compensation for time worked in excess of their daily work schedule / work shift and paid an hourly rate.

H-OT Elig>Sched WSF (19)

Definition: Use H-OT Elig>Sched WSF for Washington State Ferries positions and employees eligible for overtime compensation defined by their designated collective bargaining agreement and paid an hourly rate.

H-OT Elig>WSP Shift (17)

Definition: Washington State Patrol: Use H-OT Elig>Shift for positions and employees eligible for overtime compensation for time worked in excess of their scheduled shift and paid an hourly rate.

Hourly (H) OT Exempt (00)

Definition: Use Hourly (H) OT Exempt for positions and employees exempt from or not covered by the Fair Labor Standards Act or other overtime laws or agreements and paid an hourly rate.

Before using Hourly (H) OT Exempt, ensure that paying the employee hourly will not jeopardize their exempt status under FLSA or other applicable overtime laws or agreements.

M-Flat Rate Retiree (07)

Definition: Use M-Flat Rate Retiree for persons who receive a monthly pension from the Board for Volunteer Firefighters.

Monthly(M) OT Exempt (01)

Definition: Use Monthly(M) OT Exempt for positions and employees exempt from or not covered by the Fair Labor Standards Act or other overtime laws or agreements and paid based on a monthly salary.

Note: Employees with a monthly Employee Subgroup should have their Time Management Status set to Time evaluation of planned times (9) on the Planned Working Time (0007) infotype and their Wage Type set to 1003 Pay Period Salary on the Basic Pay (0008) infotype.

M-OT Elig Law En>160 (10)

Definition: Use M-OT Elig Law En>160 for law enforcement positions and employees eligible for overtime compensation for time worked in excess of one-hundred sixty hours in a twenty-eight day period and paid based on a monthly salary.

M-OT Elig Law En>171 (12)

Definition: Use M-OT Elig Law En>171 for law enforcement positions and employees eligible for overtime compensation for time worked in excess of one-hundred seventy-one hours in a twenty-eight day period and paid based on a monthly salary.

M-OT Elig Nrs>80h/2w (16)

Definition: Use M-OT Elig Nrs>80h/2w for hospital positions or employees eligible for overtime compensation who are assigned a fourteen-day work period and paid based on a monthly salary.

M-OT Elig>40hrs/wk (06)

Definition: Use M-OT Elig>40hrs/wk for positions or employees eligible for overtime compensation for time worked in excess of forty hours in one workweek and paid based on a monthly salary.

M-OT Elig>Daily Sche (04)

Definition: Use M-OT Elig>Daily Sche for positions or employees eligible for overtime compensation for time worked in excess of their daily work schedule / work shift and paid based on a monthly salary.

M-OT Elig>Sched WSF (20)

Definition: Use M-OT Elig>Sched WSF for Washington State Ferries positions and employees eligible for overtime compensation defined by their designated collective bargaining agreement and paid based on a monthly salary.

M-OT Elig>WSP Shift (18)

Definition: Washington State Patrol only: Use M-OT Elig>Shift for positions and employee eligible for overtime compensation for time worked in excess of their scheduled shift and paid based on a monthly salary.

WSP NonEE Disab Flat (21)

Definition: Use WSP NonEE Disab for persons who receive compensation and benefits under RCW 43.43.040 and are considered non-employees by the Washington State Patrol.

Obsolete Employee Subgroups

To retain data integrity in reporting, the following obsolete Employee Subgroups must not be used under any circumstance : •    ZDNU H-OT Elig>8/day (13) •    ZDNU M-OT Elig>8/day (14) •    ZDNU Not Paid (08)

Definition: The percentage of time an employee is scheduled to work of their Work Schedule Rule. If the employee’s scheduled hours will vary, enter an approximation.

This field, in conjunction with Work Schedule Rule, establishes the employee’s daily work schedule. The daily work schedule sets the number of hours available for work or leave taken each day.

For employees with Work Schedule Rule 24/7: M-Sn, 24 hpd (R030) or working less than full-time, the Employment Percent may remain at 100% if reducing the percentage would reduce the employee’s daily work schedule beyond their maximum daily hours worked.

Note: The Employment Percent and Capacity Utilization Level should match, except when the employee’s Employment Percent remains at 100% because reducing it would reduce the employee’s daily work schedule beyond their maximum daily hours worked. In enterprise reporting, the Employment Percent is combined with position attributes such as Vacancy Status and Position Percentage to create various types of occupancy rates.

• A full-time employee assigned Work Schedule Rule 2Wk:M-Th 9, F 8, 2nd F 0 (R045) is scheduled to work 80 hours over two weeks. Their Employment Percent would be 100% and their daily work schedule would be Sun 0, Mon 9, Tues 9, Wed 9, Thurs 9, Fri 8, and Sat 0 the first week and Sun 0, Mon 9, Tues 9, Wed 9, Thurs 9, Fri 0, and Sat 0 the second week.
• A part-time employee assigned Work Schedule Rule 5-8s: M-F 8 hpd (FULL) is scheduled to work 4 hours per day Monday-Friday. Their Employment Percent would be 50% and their daily work schedule would be Sun 0, Mon 4, Tues 4, Wed 4, Thurs 4, Fri 4, and Sat 0 each week.
• A part-time employee assigned Work Schedule Rule 24/7: M-Sn, 24 hpd (R030) will have an unpredictable schedule, but is estimated to work approximately 30 hours per week. Their Employment Percent would be 100% and their daily work schedule would be Sun 24, Mon 24, Tues 24, Wed 24, Thurs 24, Fri 24, and Sat 24 each week.

Definition: Status of a person's employment with the state of Washington in HRMS.

Notes: The Employment Status field identifies the employee's status within HRMS. A person could be employed by a state agency or higher education institution that does not use HRMS.

This field is system-populated during PA40 personnel actions and cannot be manually changed.

Most all enterprise reports include both active and inactive employees.

Definition:  Indicates a person is employed by an agency in HRMS.

Inactive (1)

Definition: Indicates a person is employed by an agency in HRMS while on an unpaid leave of absence.

Withdrawn (0)

Definition: Indicates a person is separated from an agency in HRMS; no longer actively employed.

Obsolete Employment Status Codes

The following obsolete Employment Status codes are not used by the state of Washington :

• Retiree (2)

Definition: Category for consolidating multiple race and ethnicity responses for an employee.

Note: This field will be the primary source of data for “persons of color” headcount in enterprise reports.

American Indian/Alaskan (05)

Definition: A person who has not indicated a Hispanic/Latino ethnicity and selected the race category American Indian or Alaskan Native, or the race category American Indian or Alaskan Native in combination with any of the following races: Black or African American, Asian, Native Hawaiian or other Pacific Islander and/or White.

Asian or Pacific Islander (04)

Definition: A person who has not indicated a Hispanic/Latino ethnicity and selected either the Asian race category or the Native Hawaiian or other Pacific Islander race category, or selected any combination of the following races: Asian, Native Hawaiian or other Pacific Islander and/or White.

Black/Not Hispanic Origin (02)

Definition: A person who has not indicated a Hispanic/Latino ethnicity and selected the race category Black or African American, or the race category Black or African American in combination with any of the following races: Asian, Native Hawaiian or other Pacific Islander and/or White.

Hispanic (03)

Definition: A person who has indicated a Hispanic/Latino ethnicity.

White/Not Hispanic Origin (01)

Definition: A person who has not indicated a Hispanic/Latino ethnicity and selected the race category White, or has not selected any race category.

Note: This is currently the default Ethnic Origin for non-disclosure.

Definition: Indicates the ethnicity as selected by the employee.

Note: This field, along with Race, will be the primary sources of data for "persons of color" headcount in federal EEO-4 reports.

Hispanic/Latino (E1)

Definition: A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

Not Hispanic/Latino (E2)

Definition: All persons not of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race.

Note: This is currently the default Ethnicity (NEW) for non-disclosure.

Exempt from EEO

Definition: Individuals exempted from the Equal Employment Opportunity Act of 1972 reporting:

• State and local elected officials
• Such official’s immediate secretary, administrative, legislative or other immediate or first-line aide
• Such official’s legal advisor
• Appointed cabinet officials in the case of a Governor, or heads of executive departments in the case of a mayor or County Council.

No other persons appointed by an elected official are exempt under this interpretation. In no case is any person exempt who is appointed by an appointed official, whether or not the latter is exempt. Furthermore, as specified in Section 701 (f), the exemption does not include employees subject to the civil service laws of State government, governmental agency or political subdivision.

Note: The EEO Exemption only applies to federal reports to the Equal Employment Opportunity Commission. Affirmative action reports within the State of Washington include all employees – including those marked Exempt from EEO.

Definition: The employees start and end times according to their typical work schedule.

Definition: (Optional) Enter an employee's end time according to their typical work schedule. If an employee work schedule has multiple end times, agencies should choose the most frequent end time. This field is based on military time (24 hours). If the employee ends at 12:00 am, HRMS will automatically change the entry to 00:00 - agencies need to override this entry with 24:00.

Definition: (Optional) Enter an employee's start time according to their typical work schedule. If an employee work schedule has multiple start times, agencies should choose the most frequent start time. This field is based on military time (24 hours). If the employee starts at 12:00 am, HRMS will automatically change the entry to 00:00 - agencies need to override this entry with 24:00.

Definition: Flextime allows the employee to have flexible start and end times that are outside the agency’s normal work hours.

Definition: Use Employee Participating if the employee’s current starting and/or ending times are outside of the agency’s normal work hours.

Example: An agency’s normal work hours are Monday through Friday, 8:00 am to 5:00 pm. An employee has been approved to work a flexible work schedule of Monday through Friday, 7:30 am to 4:00 pm.

Definition: Use Not Participating if the employee’s work schedule is within the agency’s normal work hours.

Definition: Use Position Eligible if it has been determined the position’s work schedule allows for an employee to start or end their working day outside the agency’s normal work hours.

Not Eligible (NE)

Definition: Use Not Eligible if the position’s work schedule is required to be within the agency’s normal work hours.

Definition: Indicates the employee’s gender designation for health insurance purposes, as selected by the employee.

Note: This data is used to meet current requirements for Medicare federal reporting and eligibility determination, meet health plan vendor requirements, ensure coordination of benefits and efficient claims processing. This data may be used to determine insurance coverage and facilitate claims processing for gender specific health care services. This field shall not be used by state agencies for any workforce planning or internal reporting (see Gender Identity).

Definition: A person who is Female for health insurance purposes.

Definition: A person who is Male for health insurance purposes.

Definition: Indicates the gender as selected by the employee. Gender identity is a person's innermost concept of self as male, female, a blend or neither. How individuals perceive themselves and what they call themselves. A person's gender identity can be the same or different from their gender designation for health insurance purposes.

Note: This field will be the primary source of data for "gender" head count in enterprise reports.

Infotype:  Personal Data (0002) – included in HRMS F1 Help

Definition: A person who identifies as female gender.

Definition: A person who identifies as male gender.

Unspecified (4)

Definition: A person who has not provided their gender.

X/Non-Binary (X)

Definition: A person who identifies as a gender that is not exclusively male or female. Gender X is intended to be an inclusive category to recognize the real diversity of gender identity.

Definition: A system-populated field that indicates whether the employee’s pay is derived from a salary schedule or directly entered on this infotype record. 

Infotype: Basic Pay (0008) – included in HRMS F1 Help 

Indirectly Valued (I)

Definition: The pay for indirectly valued employees is automatically populated once the Pay Scale Group and Level (range and step) fields are entered, and is derived from a standard, incremental salary schedule table.

Note: Indirectly valued employees’ pay amounts will automatically update when salary schedule tables are changed.

Example: An employee assigned a range and step on the standard progression salary schedule is indirectly valued.

Directly Valued (Blank)

Definition: The pay for directly valued employees is manually entered into the Annual Salary or Wage Type Amount field and is based on a non-standard pay schedule.

Note: If amounts are manually entered into the Annual Salary or Wage Type Amount fields, employees who should be paid on a standard, incremental salary schedule will be directly valued and will not receive automatic updates when salary schedule tables are changed. An employee paid above the maximum of their salary range would be directly valued.

• An employee assigned a WMS Band is directly valued.
• An employee assigned to range 54 and step J on the non-represented standard progression salary schedule was reallocated downward to a job classification assigned to range 48. The employee’s salary remains at an amount equal to their previous salary. Since the employee’s salary exceeds the top of range 48, they are directly valued.

Definition:  Identifies the level of work assigned. Job classifications are assigned to different positions with similar tasks and characteristics. 

In HRMS, Job is an object that classifies duties or functions, and carries certain attributes down to its assigned positions and employees. 

State Human Resources creates and maintains all Jobs in HRMS. However, agency organizational management processors can create and maintain certain relationships on a Job.

Relationship Type:  The following table lists the objects that can be related to a Job:

Other job relationships are not supported at this time. 

Definition:  Job groups are groups of job classes that are linked by a common purpose, skill set, or education or certification requirement. 

Agencies can create job groups to satisfy reporting requirements (such as affirmative action plan reports mandated by state and federal laws) that are different from the enterprise affirmative action reporting job groups. This allows agencies to be able to identify and report job groups in a more customized way.

Relationship Type:  The following table lists the objects that can be related to a Job Group:

Other job group relationships are not supported at this time. 

Definition:  Use JVAC to identify the appropriate Job Value Assessment Chart (JVAC) rating assessed by the agency for WMS and EMS positions. A JVAC rating should be assigned to all WMS and EMS positions.

The position’s rating will be provided by the banding committee. For WMS positions, use the JVAC that begins with “M” for positions that were assigned a rating from the Traditional Manager WMS JVAC Chart #1 and use the JVAC that begins with “IC” for positions that were assigned a rating from the Individual Contributor WMS JVAC Chart #2. Refer to the WMS web pages for more information, including the JVAC Charts and Handbook.

Relationship Type:  Assigned To (A Z09)

Definition: LGBTQ+ is an abbreviation for Lesbian, Gay, Bisexual, Transgender, and Queer/Questioning. The + allows space for other diverse sexual orientation, gender identity, and gender expression groups.

Note: This field will be the primary source of data for “LGBTQ+ people” head count in enterprise reports.

Infotype: Additional Personal Data (0077) – included in HRMS F1 Help 

Definition: A person who does not identify as LGBTQ+.

Unspecified (0)

Definition: A person who has not provided their LGBTQ+ status.

Definition: A person who identifies as LGBTQ+.

Definition: Use Management Type to identify the position's management category. A Management Type should be assigned to all positions that have management duties.

Management Type is the primary source of data for "managers" and "nonmanagers" headcounts in enterprise reports.

Consultant (80096314)

Definition: Positions exist based on expertise necessary for an agency’s specific operational area. Serves as a consultant or technical expert for a recognized discipline, which may be acquired through an advanced degree or a field of expertise. Positions are not typically in charge of staff.

Abbreviation: CNSLT

Management (80096312)

Definition: Positions manage program(s), budget(s) and staff; this is a traditional managerial role.

Abbreviation: MGMT

Policy (80096313)

Definition: Positions have significant authority for policy development, implementation, and interpretation within a designated program area. Provides expert consultation or advice to executive management with significant policy impact. Positions are not typically in charge of staff.

Abbreviation: POLICY

Management Type and Inclusion Criteria Crosswalk

Definition:  Use Market Segment to identify a position’s primary market or industry category. A Market Segment should be assigned to all WMS and EMS positions.

Administrative (80121913)

Definition: Positions in this market/industry segment typically determine and formulate policies and provide overall administrative activities to include the development and implementation of records management policies and procedures for an organization within broad policy guidance set by top management consistent with state and federal law.

Abbreviation: Admn

Criminal Justice,Enforcement&Homeland SC (80121918)

Definition: Positions in this market/industry segment typically develop and implement criminal justice, enforcement, or homeland security policies and programs strategically aligned with agency/employer business needs and consistent with state and federal laws. Positions will typically require specialized education and/or licensure or certification in that field.

Abbreviation: CJEHS

Engineering (80121914)

Definition: Positions in this market/industry segment typically determine and formulate policies and provide overall engineering activities for an organization within broad policy guidance set by top management consistent with state and federal law.

Abbreviation: Engr

Finance (80121915)

Definition: Positions in this market/industry segment typically determine and formulate policies. They also provide overall financial and budget activities/program management for an organization consistent with policy, state and federal law.

Abbreviation: Fin

Health Care Administration (80121912)

Definition: Positions in this market/industry segment are responsible for the administration of clinical/direct program delivery medical or health programs that provide clinical services. Positions will typically require an advanced degree in a specific field or specialized education and/or licensure or certification in that field.

Abbreviation: HC Admn

Human Resources (80121916)

Definition: Positions in this market/industry segment typically develop and implement human resource policies and programs strategically aligned with agency/employer business needs and consistent with state and federal laws. Positions may manage training & oversee the design of training materials and media, course enrollment, budgets for training or educational programs.

Abbreviation: HR

Information Technology (80120828)

Definition: Positions in this market/industry segment typically function in one of two roles: 1.    Executive or senior administrative manager with limited or no professional technical duties. Serves as one of the highest-levels of authority (second level supervisor or higher) for some or all of the organization's information technology staff. Positions may also manage other functional areas. OR 2.    Chief Information Officer or Deputy above the senior IT manager level, overseeing the development and implementation of IT services and products within an agency. They possess a degree and/or technical certifications as well as technical and business knowledge. Positions advise executive management on solutions, project methodologies, capabilities, cost and timeframes.  

Abbreviation: IT

Insurance (80121917)

Definition: Positions in this market/industry segment are all, or a major component, of an insurance company, health insurance or medical assistance program, banking institution, financial institution or FDIC. This includes setting operational and business policy and overseeing major program areas. 

Abbreviation: Ins

Legal (80121919)

Definition: Positions in this market/industry segment are licensed to practice law or possess a law degree. They may conduct, provide representation at, or manage agency participation in pre-hearing conferences and hearings to decide or recommend decisions on issues in state government. Positions may determine or offer advice concerning penalties or the existence and the amount of liability, recommend the acceptance or rejection of claims, or compromise settlements. They may facilitate negotiation and resolve conflicts outside of the system by mutual consent of parties involved. They may conduct, provide representation at, or manage agency participation in hearings to review and decide claims, rule on exceptions, motions, and admissibility of evidence.

Abbreviation: Legal

Licensing, Regulation, & Safety (80121923)

Definition: Positions in this market/industry segment carry responsibility for the administration of programs intended to protect the safety and health of the public and workers; and/or oversee major program areas of utility and transportation regulation. This includes regulatory, policy setting, and enforcement activities such as education, licensing, inspection, investigation, auditing, financial analysis, compliance, issuing of sanctions & discipline, and other enforcement activities of program mandates and other requirements. These positions manage public safety professionals, safety and health professionals and/or other regulatory professionals.

Abbreviation: Lic Reg Saf

Maintenance (80121921)

Definition: Positions in this market/industry segment typically determine and formulate policies and provide overall Maintenance and Facilities supervision activities for an organization within broad policy guidance set by top management consistent with state and federal law.

Abbreviation: Maint

Marketing & Communications (80121924)

Definition: Positions in this market/industry segment are responsible for an organization’s communications or marketing program and policies. Positions provide guidance to the organization’s leadership in the area of public relations and communication with print and broadcast journalism, and electronic media; or manages marketing and sales programs and activities for an organization within policy guidance set by top management. They may function as the chief spokesperson for the organization; or direct or manage marketing functions.

Abbreviation: Mkt/Comm

Natural Resources/Science (80121920)

Definition: Positions in this market/industry segment typically plan, direct, and/or coordinate the operations of natural resource programs and/or functional organizational units within a natural resource agency. Duties and responsibilities include formulating policies, managing daily operations, and planning the allocation and use of materials and human resources where such management is not specialized in any one functional area of management or administration, such as personnel, purchasing, or administrative services.

Abbreviation: Nat Res/Sci

Public Health & Medical Sciences (80121922)

Definition: Positions in this market/industry segment typically manage a variety of program activities, act as the senior technical specialist, or function as the agency expert in a specific subject matter related to medical or public health fields. Positions typically require an advanced degree in specific field or specialized education with commensurate experience, and/or licensure or certification in that field. They may direct and participate in the development, and or implementation of client-focused policies, treatment, or programs; monitor the quality of services provided to agency clients.

Abbreviation: Pub H/Med Sc

Social Services (80121976)

Definition: Positions in this market/industry segment are responsible for the administration of programs that provide social services. Some positions may require an advanced degree in a specialized area. They may coordinate services with external entities such as community or tribal providers. Positions direct the work of social workers, case managers, or other direct care staff.

Abbreviation: Soc Serv

Definition: A Military Spouse or Registered Domestic Partner is a person currently or previously married to a military service member during the service member’s time of active, reserve, or National Guard duty.

Note: This field will be the primary source of data for “Military Spouse” head count in enterprise reports

Definition: A person who is not a military spouse or registered domestic partner.

Definition: A person who has not provided their military spouse status.

Definition: A person who is a military spouse or registered domestic partner.

Definition: Indicates whether or not an employee may be eligible for veteran’s preference in regard to layoffs and subsequent reemployments (per RCW 41.06.133 Section M). Completion of this field systematically triggers the infotype 0081 Military Service.

1 yr + w/honor disc <$500 (14)

Definition: A person with more than one year and less than 20 years of service in any branch of the armed forces of the United States honorably discharged from active military service.

Discharge w/dis<1yr Srvc (12)

Definition: A person with less than one year of service and discharged with a disability incurred in the line of duty.

Non/Unspec Vet’s Status (15)

Definition: A person who does not qualify for Veteran’s Status or has not disclosed any military service.

Rtrd Vet > $500 (19)

Definition: A veteran retired from active military service in any branch of the armed forces of the United States receiving more than $500 per month retirement pay.

Note: Persons who voluntarily retired with twenty or more years of active military service and whose military retirement pay is in excess of five hundred dollars per month are not eligible for veteran’s preference in regard to layoffs and subsequent reemployment.

Sep/Retired Vet < $500 (11)

Definition: A veteran retired from active military service in any branch of the armed forces of the United States receiving less than $500 per month retirement pay.

Unmrrd Spose of Dcsd Vet (13)

Definition: An unmarried spouse of a deceased veteran. For purposes of providing recognition of preference in regard to layoffs and subsequent reemployment, the surviving spouse or surviving registered domestic partner or an eligible veteran is entitled to the benefits of RCW 41.06.133 Section M regardless of the deceased veteran’s length of active military service.

Obsolete Military Status Codes

To retain data integrity in reporting, the following obsolete Military Status codes must not be used under any circumstance :

• Rtrd Dis Vet > $500 (18)
• Rtrd Dis VtnmVet > $500 (16)
• Rtrd VtnmVet > $500 (17)
• Sep/Rtrd Dis VtnmVet<$500 (9)
• Sep/Rtrd VtnmVet<$500 (10)

Definition: The date an employee is scheduled to move to a higher salary step within the salary range of their current job class. Periodic and Longevity pay increases are automatically generated for employees who are paid on a standard salary schedule and who are not at the top of their range. These pay increases are based on rules built into the system. A Next Increase Date override will be necessary when there are exceptions to the rules built into the system, or if an agency prefers to manually enter the Next Increase Date. Enter a date in the Next Increase Date field to override the automatic increases in situations such as:

• An employee starts at the first step of their range and should receive their first step increase at six months.
• An employee is directly valued but assigned a standard, incremental salary schedule, and should not have their Pay Scale Level (step) changed by the automated PID process.
• An employee is eligible for a periodic increment or longevity increase after moving to a new Pay Scale Level (step).
• An employee has been assigned a particular Pay Scale Group (range) in the past, moves out of that Pay Scale Group, and then returns to the previous Pay Scale Group.
• Special rules or provisions that advance, postpone, or adjust an employee’s periodic increment date.
• A non-represented employee is hired effective November 1, 2016 at range 44, step A on the standard progression salary schedule. A Next Increase Date override is needed and is set to 05/01/2017, to ensure they receive their first incremental increase after six months.
• An employee transferred to a new position within the same job class and salary range, effective November 16, 2016. Due to agency policy, they received a salary increase moving them from step D to step F in their current range. Their periodic increment date is March 16, 2017. A Next Increase Date override is needed and is set to 03/16/2017, to ensure they receive their next step increase on their periodic increment date.

Infotype:  Basic Pay (0008) – included in HRMS F1 Help

Definition:  Represents departments, regions, divisions, units, or other groupings within an agency. 

In HRMS, organizational unit is an object used to depict the basic structure of an organization. Reporting relationships are created and maintained to form the agency’s organizational hierarchy.  

Relationship Type:  The following table lists the objects that can be related to an Organizational Unit:

Other organizational unit relationships are not supported at this time. 

Definition: Select Part-time employee for an employee who is scheduled to work less hours than that required of a full-time employee. Leave this field blank for full-time employees. This field determines how hours are calculated for monthly employees during payroll processing.

Notes: This field will be used in determining new employee eligibility for auto-enrollment in the Deferred Compensation Program (DCP). New employees with the Part-time employee box checked will not be automatically enrolled in the DCP. This field is also used in enterprise reporting to identify part-time employees. Check the Part-time employee box if the employee’s Employment Percent and/or Capacity Utilization Level are less than 100%.

• An employee is scheduled to work less than 40 hours per work week; the Part-time employee box should be checked.
• An employee in a law enforcement position is scheduled to work less than 160 hours per 28-day work period; the Part-time employee box should be checked.
• An hourly employee is assigned Work Schedule Rule 24/7: M-Sn, 24 hpd (R030), but they are scheduled to work full-time; the Part-time employee box should be left blank.

Definition: Indicates why a salary adjustment was made.

Infotype: Basic Pay (0008) – included in HRMS F1 Help

Add Additional Pay (13)

Definition: Use Add Additional Pay when an employee is given additional pay for reasons including, but not limited to, temporary higher level duties, assignment pay, specialty pay, education incentive pay, and shift differential.

Example: A Customer Service Representative 3's duties have changed and will begin to receive dual language pay as a full-time assignment.

Appointment Change (20)

Definition: Use Appointment Change when a change is made to an employee’s appointment, including reasons not covered by other reason codes such as adjustment of hours worked and change in employee subgroup.

• A Legal Secretary 1 is reallocated to a Legal Secretary 2 and receives a salary increase.
• An employee's Employee Subgroup is changed, resulting in also changing the wage type used for salary/hourly rate.
• A WMS employee was given additional responsibilities, resulting in higher evaluation points in the same position (promotion).

Employee off Disability Pay (12)

Definition: Use Employee off Disability Pay when an employee is taken off disability pay.

Example: A Fish and Wildlife Enforcement Office 2 returns to active duty after being on disability pay due to an injury.

Employee on Disability Pay (11)

Definition: Use Employee on Disability Pay when an employee is put on disability pay.

Example: A Fish and Wildlife Enforcement Officer 2 is injured in the performance of their official duties and is relieved from active duty.

Initial/Rehire Appointment (19)

Definition: Use Initial/Rehire Appointment when entering a new employee’s salary through the new hire or rehire action. Do not use this code for employees transferring into your agency; instead use the Appointment Change code.

Example: A Custodian 1 has been hired with no prior state service.

Longevity (26)

Definition: Use Longevity when an employee advances to the longevity step of their pay scale.

Note: HRMS will assign this reason when advancing employees to the longevity step during the automated periodic increment and longevity increase process. It can also be used by agencies during manual updates.

Do not use this code for any reason other than advancing an employee to their longevity step. Use Appointment Change (20) for adding, removing, or changing the next increase date.

Example: After being at step L for six years, an Administrative Assistant 5 receives a longevity increase to step M.

Non-Employee (25)

Definition: Use Non-Employee for all record changes for non-employees (such as Work Study Students, AmeriCorps, Reservists, Retired Firefighters, Emergency Firefighters and Mobility Units, stipend Board/Commission Members, Superior Court Judges, Pages, etc.).

Example: A new Work Study Student is hired.

Non Pay Related Correction (27)

Definition: Use Non Pay Related Correction when making a correction to an employee's Basic Pay infotype record that does not affect their pay .

Note: In general, the existing Pay Adjust Reason should be retained when using the Change button and keep the original effective dates to make a correction. The Non Pay Related Correction reason should only be used when creating or copying the previous record and making a small correction with a new effective date, such as updating the employee’s next increase date or correcting the pay scale type field (when it doesn’t affect pay).

Example:  It is discovered that a manual override is needed to an employee’s next increase date field. The agency copies the record, enters a new start date, updates the next increase date field, and sets the Pay Adjust Reason to Non Pay Related Correction.

Note:  If the agency uses the Change button to correct the record instead, keeping the original effective dates, the existing pay adjust reason should remain.

Example:  It is discovered that an employee’s Pay Scale Type field is incorrectly set to non-represented. The agency copies the record, enters a new start date, sets the Pay Scale Type field to WFSE, and sets the Pay Adjust Reason to Non Pay Related Correction.

Note:  This correction did not have an affect on pay because the non-represented and WFSE standard progression salary schedules matched.

If the agency uses the Change button to correct the record instead, keeping the original effective dates, the existing pay adjust reason should remain.

Periodic Increment (01)

Definition: Use Periodic Increment when an eligible employee receives an increment increase on their periodic increment date.

Note: HRMS will assign this reason when advancing employees to the appropriate step during the automated periodic increment and longevity increase process. It can also be used by agencies during manual updates.

Do not use this code for any reason other than advancing an employee’s step due to a periodic increment. Use Appointment Change (20) for adding, removing, or changing the next increase date.

Example: After being at step H for one year, an employee receives a two-step increase to step J.

Rdctn in Slry Discipline (03)

Definition: Use Rdctn in Slry Discipline when an employee receives a reduction in salary due to disciplinary action.

Example: A Human Resource Consultant 2 receives a reduction to base salary for cause.

Remove Additional Pay (14)

Definition: Use Remove Additional Pay when an employee will no longer receive additional pay for reasons including, but not limited to, temporary higher level duties, assignment pay, specialty pay, education incentive pay, and shift differential. This reason code may also be used to remove W Rate and Y Rate.

Example: A Security Guard 2 has been moved to day shift and will no longer receive shift differential.

Return from Rdctn in Slry Disp (04)

Definition: Use Return from Rdctn in Slry Disp when an employee’s salary is reinstated following a temporary reduction in salary due to disciplinary action.

Example: The salary is reinstated for a Human Resource Consultant 2 following a temporary reduction in salary due to disciplinary action.

Rng Inc OFM Director Action (02)

Definition: Use Rng Inc OFM Director Action when a Classified Washington General Service employee’s salary is adjusted due to action taken by the OFM State HR Director.

Note: HRMS will assign this reason when employee salaries are systematically updated by OFM Technology Services. It can also be used by agencies during manual updates.

Example: The OFM State HR Director approved a two-range increase for the Contracts Specialist 3 job classification.

Salary Adjust-Equity/Alignment (17)

Definition: Use Salary Adjust-Equity/Alignment to adjust base pay within the employee’s salary range to address business related reasons, such as issues with equity, alignment, or internal salary relationship problems.

• A Fiscal Analyst 3 has received a salary increase within their current range to more closely align with other Fiscal Analyst 3s doing similar work (addressing an internal alignment issue).
• A WMS Band 3 employee receives a salary increase within their band to address agency internal salary relationship problems by aligning with other similar WMS Band 3 employees.

Salary Adjust-Growth/Develop (09)

Definition: Use Salary Adjust-Growth/Develop when a WMS or Exempt employee receives a salary increase in recognition of their demonstrated growth and development.

Example: A WMS Band 2 employee receives a salary increase within their band in recognition of their demonstrated growth and development in the position.

Salary Adjust-Higher Education (16)

Definition: Salary Adjust-Higher Education is specific to the Washington Student Achievement Council.

Example: For use by the Washington Student Achievement Council.

Salary Adjust-Leg Action (05)

Definition: Use Salary Adjust-Leg Action when an employee receives a salary adjustment due to legislative action.

Note: HRMS will assign this reason when employee salaries are systematically updated by OFM Technology Services. It can also be used by agencies during manual updates when the entire salary adjustment is due to legislative action.

Example: The Legislature approved a two percent general wage adjustment for eligible employees.

Salary Adjust-Recruit/Retent (18)

Definition: Use Salary Adjust-Recruit/Retent to increase an employee’s salary due to recruitment and/or retention issues.

Example: An employee receives a salary increase within their band or range to address retention problems.

Salary Adjust-Statutory Auth (21)

Definition: Use Salary Adjust-Statutory Auth when an employee receives a salary adjustment by statutory authority. This should not be used for adjustments authorized by Legislature or OFM Director.

Example: An agency Director approves a salary increase for their exempt Deputy Director.

Y Rate / W Rate (07)

Definition: (For WGS employees) Use Y Rate / W Rate when an employee’s base salary is set above the salary range maximum.

Note: Y Rate / W Rate should remain on the employee’s Basic Pay (0008) infotype record as long as their salary is directly valued and set above the salary range maximum of their assigned job. Refer to collective bargaining agreements, Title 357 WAC, and Step M Q&As for specific language related to salaries above the salary range maximum.

(For WMS employees) Use Y Rate / W Rate when a WMS employee’s base salary is set above the salary standard maximum of the assigned management band as a result of involuntary downward movement.

Note: Y Rate / W Rate should remain on the employee’s Basic Pay (0008) infotype record as long as their salary is set above the assigned band. Refer to Title 357 WAC or OFM State Human Resources for specific rules related to WMS salaries above the assigned band.

• An employee's exempt Program Manager position has been converted to a classified Program Specialist 5. The employee's salary at the time of conversion exceeds the Program Specialist 5 salary range maximum, and will remain at the higher salary. The employee’s pay scale group is set to the Program Specialist 5 salary range, their pay scale level is set to step L, and their salary in set to the same amount as their previous exempt Program Manager salary.
• A WMS Band 3 employee's duties involuntarily changed, causing the position to be reevaluated. The position is re-banded to WMS Band 2, and the employee’s pay grade is set to Band 2. Because the employee's salary was towards the top of Band 3, their salary will be set above the salary standard maximum of the newly assigned Band 2. The employee’s pay grade and pay grade level are set to Band 2, and the employee’s salary is set to the same amount as their previous Band 3 salary.

Obsolete Pay Adjust Reasons

To retain data integrity in reporting, the following obsolete Pay Adjust Reasons must not be used under any circumstance :

• ZDNU - No Reason (00)
• ZDNU-Add WMS Extra Resp (23)
• ZDNU-Pay Adj Align, Dev Train (22)
• ZDNU-Range Adjust-Multi Level (15)
• ZDNU-Remove WMS Extra Resp (24)
• ZDNU-W Rate (WMS Only) (06)
• ZDNU-WMS Raise - Int Slry Rel (08)
• ZDNU-WMS Raise - Recruit/Ret (10)

Pay Scale Area / Pay Grade Area  (PS Area)

Definition:   A collection of pay ranges/steps and bands – coincides with the type of Position

Pay Schedule for Position:   Non-standard pay schedules, such as Bands, are assigned to Position using Pay Grade Area in InfoType 1005 - Display Planned Compensation.   Standard, incremental pay schedules, such as steps, are assigned to Positions using Pay Scale Area in InfoType 1005 - Display Planned Compensation. – included in HRMS F1 Help

Pay Schedule for Employee:   Non-standard as well as standard pay schedules for the Employee are both assigned using Pay Scale Area in InfoType 0008 - Basic Pay. – included in HRMS F1 Help

Sub Object:  Sub Objects are used in the Agency Financial Reporting System (AFRS) to classify expenditures in accordance with the OFM State Administrative & Accounting Manual (SAAM) uniform chart of accounts.  AFRS Sub Object is assigned by Pay Scale Area* coding in HRMS.  For Sub Object definitions see SAAM Chapter 75.70 ( /sites/default/files/public/legacy/policy/75.70.htm )

 *Some Pay Scale Area coding is superseded by hierarchal coding in HRMS. Employee Groups F and G are assigned to Sub Object Special Employment Compensation (NW), and Personnel Sub Areas 0007, 0008, 0009 in Personnel Area 2201 are assigned to Sub Object Pension Benefits Payments (NU).

Attorney General (36)

Definition:  Attorney General is unique to the Office of the Attorney General employees.

Assigned to AFRS Sub Object: State Exempt (AC)

Board Members (55)

Definition:  Board Members is unique to all Board and Commission Members.

Assigned to AFRS Sub Object: State Special (AE)

DES Printing (73)

Definition:  DES Printing is unique to Department of Enterprise Services “Printing” bargaining units.

Assigned to AFRS Sub Object: State Classified (AA)

DES Printing Range G (72)

Definition:  DES Printing Range G is unique to Department of Enterprise Services “Printing” bargaining units. A “G” range is a standard range with the first six steps removed.  Thus, the first step of such a range is the same as Step G of the standard range having the same range number. Periodic increases through the steps of this range are made at the same intervals as through standard ranges, i.e., a two-step increase after six months at Step G and two annually thereafter up to the maximum step of the range.

DFW FWOG Captain (61)

Definition:  DFW FWOG Captain is unique to Department of Fish and Wildlife.

DFW FWOG Chief (63)

Definition:  DFW FWOG Chief is unique to Department of Fish and Wildlife.

DFW FWOG Dep Chief (62)

Definition:  DFW FWOG Dep Chief is unique to Department of Fish and Wildlife.

DFW FWOG Lieutenant (60)

Definition:  DFW FWOG Lieuntenant is unique to Department of Fish and Wildlife.

DFW FWOG Officer (58)

Definition:  DFW FWOG Officer is unique to Department of Fish and Wildlife.

DFW FWOG Recruit (57)

Definition:  DFW FWOG Recruit is unique to Department of Fish and Wildlife.

DFW FWOG Sergeant (59)

Definition:  DFW FWOG Sergeant is unique to Department of Fish and Wildlife.

Elected Official (34)

Definition:  Use Elected Official for salaries determined by the Washington Citizens’ Commission on Salaries for Elected Officials.  State law requires the commission to base the state's elected officials' salaries on realistic standards and to pay them according to the duties of their offices. They set the salaries of: The Governor, Lieutenant Governor, Secretary of State, Treasurer, Auditor, Attorney General, Superintendent of Public Instruction, Commissioner of Public Lands, and the Insurance Commissioner; Legislators, Speaker of the House, Senate Majority Leader, House Minority Leader, and the Senate Minority Leader.

Assigned to AFRS Sub Object: Elected Officials (AR)

Definition:  Use EMS (Exempt Management Service) to identify positions exempt from state civil service law and under the salary setting authority of the State HR Director.  A position can be designated exempt either by statute or by the State HR Director at the request of the Governor or other elected official. All positions are “broad banded” or grouped into broad salary range categories known as Exempt Management Service (EMS) Management Bands. Management bands are a series of levels composed of a salary minimum and maximum dollar level.  The State HR Division Classification Team recommends band placement that is approved by the State HR Director.

GS1-Standard Prog. (74)

Definition:  Use GS1-Standard Prog. for specific job classes not eligible for the 2017-19 general wage increases. The specific job classes are: Physician 2-4, Psychiatric Social Worker 1-4, and Psychiatrist. Periodic increases through the steps of this range are made at the same intervals as other standard ranges.

Higher Ed Classified (42)

Definition:  Higher Ed Classified is unique to Student Achievement Council (salary structure is the same as Standard Progression 01).

Assigned to AFRS Sub Object: Higher Education Classified (AB)

Higher Ed Exempt (43)

Definition:  Higher Ed Exempt is unique to Student Achievement Council Exempt employees.

Assigned to AFRS Sub Object: Higher Education Exempt (AD)

IT-Standard Prog. (11)

Definition:  Use IT-Standard Prog. for the Information Technology Professional Structure Salary Schedule. Only ITPS job classes are assigned to this salary schedule. Ranges in this salary schedule are independent and not related to each other.

Justices and Judges (37)

Definition:  Justices and Judges is used by all Supreme Court Justices and judges of the court of appeals, superior courts, and district courts.

Assigned to AFRS Sub Object: Justices and Judges (AN)

Legislative (35)

Definition:  Use Legislative for non-elected legislative staff.

Non-Pay Scale (40)

Definition:  Use Non-Pay Scale for positions under Washington Citizens’ Commission on Salaries for Elected Officials as well as other “at will” employees (i.e., confidential secretaries) with a band structure up to $600,000. 

Nurses (03)

Definition:   “N” RANGE:   Use this range for classes requiring licensure as a registered nurse and having a prevailing pay range which is longer than Washington’s standard ranges.  An “N” range is a standard range, step A through L, with nine added steps, M through U.  Periodic increases through step L of these ranges are made at the same intervals as through standard ranges.  Thereafter, an employee receives a one-step increase based on years of experience up to the maximum step of the range. The salary of employees in classes requiring licensure as a registered nurse or physician assistant is governed by the “N” Range salary schedule.  An employee’s experience as a registered nurse or physician assistant, and/or licensed practical nurse, calculated as follows, will determine the placement on the proper step within the range: Registered nurse or physician assistant experience will be credited year for year; Up to ten (10) years licensed practical nurse experience will be credited at the rate of two (2) years licensed practical nurse experience equals one (1) year of registered nurse or physician assistant experience, for a maximum credit of five (5) years.

“N1” RANGE:  Use this range for nurses represented by local 1199, WFSE-GG, WFSE-HE, WPEA-HE, and the Coalition and is used for classes requiring licensure as a registered nurse and having a prevailing pay range which is longer than Washington’s standard ranges.  This is a standard range, step A through L, with nine added steps, M through U.  Periodic increases through step L of these ranges are made at the same intervals as through standard ranges.  Thereafter, an employee receives a one-step increase based on years of experience up to the maximum step of the range.

“N2” RANGE:  Use this range for nurses represented by the Teamster, and is used for classes requiring licensure as a registered nurse and having a prevailing pay range which is longer than Washington’s standard ranges.  This is a standard range, step A through L, with nine added steps, M through U.  Periodic increases through step L of these ranges are made at the same intervals as through standard ranges.  Thereafter, an employee receives a one-step increase based on years of experience up to the maximum step of the range.

School fr Blind/Deaf (69)

Definition:  Use School fr Blind/Deaf for certificated employees of the State School for the Blind or the Washington State Center for Childhood Deafness and Hearing Loss who are represented by WPEA.

Special Range C (06)

Definition: “C” RANGE:   Use this range for classes having a prevailing pay range that is shorter than Washington’s standard ranges.  A “C” range is a standard range with the first two steps removed.  Thus, the first step of such a range is the same as Step C of the standard range having the same range number.  Periodic increases through the steps of this range are made at the same intervals as through standard ranges, i.e., a two-step increase after six months at Step C and two annually thereafter up to the maximum step of the range.

Special Range E (05)

Definition:  “E” RANGE:    Use this range for classes having a prevailing pay range that is shorter than Washington’s standard ranges.  An “E” range is a standard range with the first four steps removed.  Thus, the first step of such a range is the same as Step E of the standard range having the same range number.  Periodic increases through the steps of this range are made at the same intervals as through standard ranges, i.e., a two-step increase after six months at Step E and two annually thereafter up to the maximum step of the range.

Special Range G (07)

Definition:  “G” RANGE:    Use this range for classes having a prevailing pay range that is shorter than Washington’s standard ranges.  A “G” range is a standard range with the first six steps removed.  Thus, the first step of such a range is the same as Step G of the standard range having the same range number.  Periodic increases through the steps of this range are made at the same intervals as through standard ranges, i.e., a two-step increase after six months at Step G and two annually thereafter up to the maximum step of the range.

Standard Progression (01)

Definition:  Use Standard Progression for the General Service Salary Schedule.  This is Washington’s standard pay ranges, step A through M.

Assigned to AFRS Sub Object: State Classified (AA) – All agencies except agencies 0450, 0460, 0480, 0550 Assigned to AFRS Sub Object: State Exempt (AC) – Agencies 0450, 0460, 0480, 0550 Only

State Patrol (04)

Definition: “SP” RANGE:  Use this range for employees represented by the WFSE-HE, Local 17, WPEA-GG, WPEA-HE, and the Coalition; this range is used by the State Patrol and colleges for the commercial vehicle enforcement officer, commercial vehicle officer, and communication officer series. 

Definition:  Use WMS if agencies determine a position is appropriate for Washington Management Service.  All positions are “broad banded” or grouped into broad salary range categories known as Washington Management Service (WMS) Management Bands.  Management bands are a series of management levels composed of a salary minimum and maximum dollar level. 

Work Study Students (44)

Definition:  Use Work Study Students for all work study students.

Assigned to AFRS Sub Object: Higher Education Students (AL)

WSF BU A (23)

Definition:  WSF BU A is unique to Washington State Ferries Office and Professional Employees International Union (OPEIU) Local 8 bargaining unit.

WSF BU C (24)

Definition:  WSF BU C is unique to Washington State Ferries Metal Trades bargaining unit.

WSF BU D (50)

Definition:  WSF BU D is unique to Washington State Ferries Masters, Mates and Pilots (MM&P) - Mates bargaining unit.

WSF BU E (56)

Definition:  WSF BU E is unique to Washington State Ferries Masters, Mates and Pilots (MM&P) Watch Center Supervisors bargaining unit.

WSF BU F (68)

Definition:  WSF BU F is unique to Washington State Ferries Masters, Mates and Pilots (MM&P) Masters bargaining unit.

WSF BU G (70)

Definition:  WSF BU G is unique to Washington State Ferries Pacific Northwest Regional Council of Carpenters bargaining unit.

WSF BU J (28)

Definition:  WSF BU J is unique to Washington State Ferries Service Employees International Union (SEIU) Local 6 bargaining unit.

WSF BU L (25)

Definition:  WSF BU L is unique to Washington State Ferries Marine Engineer Beneficial Association (MEBA) Licensed Engineer Officers bargaining unit.

WSF BU M (49)

Definition:  WSF BU M is unique to Washington State Ferries Marine Engineer Beneficial Association (MEBA) Port Engineer bargaining unit.

WSF BU N (26)

Definition:  WSF BU N is unique to Washington State Ferries Marine Engineer Beneficial Association (MEBA) Unlicensed Engine Room Employees bargaining unit.

WSF BU O (48)

Definition:  WSF BU O is unique to Washington State Ferries Master Mates and Pilots (MM&P) Workforce Development Lead bargaining unit.

WSF BU P (51)

Definition:  WSF BU P is unique to Washington State Ferries Ferry Agents, Supervisors and Project Administrators Association (FASPAA) bargaining unit.

WSF BU S (27)

Definition:  WSF BU S is unique to Washington State Ferries Inlandboatmen’s Union of the Pacific (IBU) Shore Gang bargaining unit.

WSF BU T (52)

Definition:  WSF BU T is unique to Washington State Ferries Inlandboatmen’s Union of the Pacific (IBU) Terminal bargaining unit.

WSF BU U (53)

Definition:  WSF BU U is unique to Washington State Ferries Inlandboatmen’s Union of the Pacific (IBU) Deck bargaining unit.

WSF BU Z (29)

Definition:  WSF BU Z is unique to Washington State Ferries Inlandboatmen’s Union of the Pacific (IBU) Information bargaining unit.

WSP Captains (14)

Definition:  WSP Captains is unique to Washington State Patrol by classification.

Assigned to AFRS Sub Object: Commissioned State Patrol Officers (AG)

WSP Lieutenants (18)

Definition:  WSP Lieutenants is unique to Washington State Patrol by classification.

WSP Sergeants (16)

Definition:  WSP Sergeants is unique to Washington State Patrol by classification.

WSP Trooper Cadet (22)

Definition:  WSP Trooper Cadet is unique to Washington State Patrol by classification.    

WSP Troopers (17)

Definition:  WSP Troopers is unique to Washington State Patrol by classification.

Obsolete Pay Scale/Grade Areas

To retain data integrity in reporting, the following obsolete Pay Scale/Grade Areas must not be used under any circumstance:

• ZDNU_CMTY_CORRECTION (71)
• ZDNU - DSHS (10)
• ZDNU - HE Spcl Rng C (66)
• ZDNU - HE Spcl Rng E (65)
• ZDNU - HE Spcl Rng G (67)
• ZDNU-Higher Ed Stude (45)
• ZDNU - Liquor Board (08)
• ZDNU – PNTR Admin
• ZDNU - PNTR Bindery (30)
• ZDNU - PNTR CWA (32)
• ZDNU - PNTR Press (31)
• ZDNU_OLD Sc fr Df/Bl (09)
• ZDNU-Volunteers (33)
• ZDNU-WSP Asst Chief (19)
• ZDNU-WSP Chief (21)
• ZDNU-WSP Dep Chief (20)
• ZDNU-WSP Trps 0-5 yr (15)

Definition:  A group of duties and responsibilities to be performed by an employee. 

In HRMS, Position is an object that represents the responsibilities that one individual fullfils in an organization. Each employee is assigned a position which contains information about where an employee fits in the organization. The employee holding the position (the incumbent) inherits many of the position’s (and job’s) attributes.

Relationship Type:  The following table lists the objects that can be related to a Position:

Other position relationships are not supported at this time. 

Definition: Indicates the sensitivity level and security risk of a position.

Infotype: Job Attributes (1660) – included in HRMS F1 Help

High Risk (HR) Public Trust Position (6)

Definition: Positions which have a high risk to the enterprise and require a national level criminal background check. Agencies may require that employees maintain FBI security policy training certification. Such positions may involve, public safety and health, law enforcement duties, fiduciary responsibilities or have access to records containing personal identifiable information, with a significant risk for causing damage or realizing personal gain. 

Moderate Risk (MR) Public Trust Position (5)

Definition: Positions which have a moderate risk to the enterprise and require a standard State of Washington criminal background check, such as the Washington Access to Criminal History (WATCH) or other similar service. Such positions may involve public safety and health, fiduciary responsibilities or have access to records containing personal identifiable information, with a moderate risk for causing damage or realizing personal gain. 

Noncritical-Sensitive (NCS) National Security Risk (2)

Definition: Positions which have a moderate risk to the enterprise and/or national security and require a special background check or security clearance. 

(Department of Transportation) Indicates positions that have access to secure areas of maritime facilities and vessels. Employees in such positions are required to carry the Transportation Worker Identification Credential (TWIC) which is issued following a TSA security threat assessment (background check).

Not Designated (0)

Definition: Positions which have a low sensitivity level or security risk or do not have a sensitivity level or security risk identified.

Obsolete Position Sensitivity Codes

To retain data integrity in reporting, the following obsolete Position Sensitivity codes do not apply to the State of Washington and must not be used under any circumstance:

• Nonsensitive (NS) National Security Risk (1)
• Critical-Sensitive (CS) National Security Risk (3)
• Special-Sensitive (SS) National Security Risk (4)

Definition:  Use Primary Inclusion to identify the primary reason the position is included in the WMS structure. A Primary Inclusion should be assigned to all WMS positions.

Relationship Type:  Assigned To (A Z07)

Adm one or more SW Policies/Prgms (80149055)

Definition: Administers one or more statewide policies or programs of an agency or agency subdivision.

Abbreviation: Admin SWP

Form SW Policy or Dir Wk of Agy/SAgy (80149054)

Definition: Formulates statewide policy or directs the work of an agency or agency subdivision.

Abbreviation: Form SWP

Funct Abv Fst Lvl Sup /Use Indep Jdgment (80149058)

Definition: Functions above the first level of supervision and exercises authority that is not merely routine or clerical in nature and requires the consistent use of independent judgment. 

Abbreviation: Funct AFLS

Mngs, Adm, and Ctrls Local Branch Off (80149056)

Definition: Manages, administers, and controls a local branch office of an agency or an agency subdivision, including the physical, financial, or personnel resources.

Abbreviation: Mngs ACLB

Sub Resp Pers/Leg/Info Admin of Bdgt (80149057)

Definition: Has substantial responsibility in personnel administration, legislative relations, public information, or the preparation and administration of budgets.

Abbreviation: SUB RPAB

Definition: The date an employee's PSLF opt in or opt out status is effective, or the date the employee's employment was last certified.

Note: When the employee's PSLF Status is set to Opt In (1), this should reflect the date employment was last certified, and should be updated annually to reflect the new date. When the employee's PSLF Status is set to Opt Out (2), this should reflect the date the employee opted out of PSLF employment certification.

Definition:  Indicates whether an employee has opted into or out of the Public Student Loan Forgiveness (PSLF) employment certification process for Washington state agencies.

Notes: See OFM’s PSLF webpage for more details.

Consider using the PSLF Recertification (45)  task type to track the due date of an employee’s annual PSLF employment recertification.

Definition: Use this selection for an employee who has requested PSLF employment certification.

Note: When Opt In (1) is selected, the employer should recertify employment as part of the PSLF program for the employee on an annual basis and upon separation.

Opt Out (2)

Definition: Use Opt Out for an employee who has opted out of the PSLF employment certification process.

Note: When Opt Out (2) is selected, the employer is not required to certify the employee’s employment for the PSLF program upon separation. If an employee has opted out, they can opt back in by requesting PSLF employment certification at any time.

Unspecified (0)

Definition: Use Unspecified for an employee who has not opted in or opted out of the PSLF employment certification process.

Note: Unspecified (0) is the default value for this field (or blank if the record hasn’t been maintained since this field was added). In both cases, Unspecified and blank, the employer is required to certify the employee’s employment for the PSLF program upon separation. 

Definition: Indicates the race as selected by the employee. Employee may select multiple races or may choose to not disclose their race.

Note: This field, along with Ethnicity (New), will be the primary sources of data for "persons of color" headcount in federal EEO-4 reports.

American Indian/Alaskan Native

Definition: A person having origins in any of the original peoples of North and South America (including Central America) and who maintains a tribal affiliation or community attachment.

Definition: A person having origins in any of the original people of the Far East, Southeast Asia or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand and Vietnam.

Black or African American

Definition: A person having origins in any of the Black racial groups of Africa.

Native Hawaiian or Other Pac Islander

Definition: A person having origins in any of the original peoples of Hawaii, Guam, Samoa or other Pacific Islands.

Two or More Races (Optional)

Definition: A person indicating more than one race. Use this option in addition to the other race selections. This option should not be used by itself.

Definition: A person having origins in any of the original peoples of Europe, the Middle East or North Africa.

Definition: Use Redaction Indicator to indicate an agency should inquire further before releasing the employee’s personally identifying information outside the agency. The Redaction Indicator should be used only under the following conditions:

• Employee has provided a sworn statement in accordance with RCW 42.56.250.
• Employee has provided proof of participation in the Secretary of State’s Address Confidentiality Program (ACP) in accordance with RCW 42.56.250.
• Employee has otherwise been identified by the agency as being at risk due to stalking, harassment, or domestic violence.
• Employee is an undercover law enforcement officer.
• Employee is in a position that falls under Sensitive Security Information as defined in 49 C.F.R. 1520 (Washington State Department of Transportation Marine Division).

Employees who have otherwise been identified by the agency as being at risk due to stalking, harassment, or domestic violence (third bullet above) should provide their agency’s HR Office appropriate documentation prior to receiving designation. The agency is responsible for ensuring each instance where it uses the indicator is supported by sufficient documentation.

Critical Notes:   The Redaction Indicator is a flag and will not automatically redact records. The Redaction Indicator does not mean an employee’s information is categorically exempt under the Public Records Act. It is the agency’s responsibility to redact data from reports as necessary and as permitted by law. Use of the Redaction Indicator indicates only that the agency should inquire further before releasing identifying information about an employee. Each agency will need to determine on a case by case basis what information, if any, may be released, depending on the type of data request and the employee’s particular circumstances.

Agencies are responsible for internally tracking and distiguishing those employees who meet the specific criteria of RCW 42.56.250 from other uses of the Redaction Indicator. For further guidance on implementation of RCW 42.56.250, agencies should consult with their assigned counsel in the Attorney General's Office.

The agency is responsible for determining the appropriateness of redacting the personally identifiable information (PII) data of employees that meet the criteria. The agency’s Privacy Officer and/or Public Records Officer should be engaged in the decision making. In the case of public records requests or discovery requests, it is recommended that the agency consult with its assigned counsel in the Attorney General’s Office prior to redacting or withholding records.

Infotype: Personal Data (0002) – included in HRMS F1 Help

Definition:  Use Retirement to identify a position’s retirement plan eligibility.

Relationship Type:  Assigned to (A Z07)

Public Safety Employees Retirement Sys (80237311)

Definition: Position is eligible for the Public Safety Employees Retirement System retirement plan.

Abbreviation: PSERS

Definition:  Select Retirement Eligible for a position that is eligible for membership in a DRS retirement plan; leave this box blank for ineligibile positions.

Note: Refer to DRS for details on position eligibility rules.

Example: The Office of Financial Management establishes a new position. The agency completes the DRS Position Eligibility Worksheet and determines the new position is eligible for PERS membership. The position's Retirement Eligible box should be checked.

Infotype:  Position Acct. Assignment Features (1008) - included in HRMS F1 Help

Definition:  Identifies the HRMS role a position is assigned. A role is a collection of activities that can be performed in HRMS. 

A position is assigned to a role, or multiple roles, to grant transactional and view access in HRMS. The employee in the position inherits these roles and are authorized to perform functions within HRMS.

Refer to the HRMS Security web page for more information on HRMS roles and access.

Relationship Type:  is described by (B 007)

Definition:  Use Secondary Inclusion to identify the secondary reason the position is included in the WMS structure. A Secondary Inclusion is only needed for WMS positions that have a secondary reason for inclusion in the WMS structure.

Relationship Type:  Assigned To (A Z08)

ADM ONE OR MORE SW POLICIES/PRGMS (80166332)

Abbreviation: ADMIN SWP

FORM SW POLICY OR DIR WK OF AGY/SAGY (80166330)

Abbreviation: FORM SWP

FUNCT ABV FST LVL SUP/USE INDEP (80166331)

Definition: Functions above the first level of supervision and exercises authority that is not merely routine or clerical in nature and requires the consistent use of independent judgment.

Abbreviation: FUNCT AFLS

MNGS, ADM, AND CTRLS LOCAL BRANCH OFF (80166333)

Abbreviation: MNGS ACLB

SUB RESP PERS/LEG/INFO ADMIN OF BDGT (80166334)

Definition: Indicates whether security clearance (background checks) is required for the position.

Background Check Required (1)

Definition: Positions which require a background check be conducted.

Background Check Not Required (Blank)

Definition: Positions which do not require a background check be conducted, or the agency does not use this field to track background check requirements.

Social Security Number (SSN)

Definition: The employee’s nine-digit social security number assigned by the Social Security Administration. This number is used to identify and accurately record covered wages and earnings to the IRS and SSA. Other organizations may also use this number to uniquely identify individuals. 

Notes: It is extremely important to enter the correct Social Security Number in HRMS. There are several downstream systems that use SSN as the employee’s unique identifier, including our healthcare and retirement systems. Manual corrections by both the agency processors and OFM ITS staff will be required if an incorrect SSN is used. One way to help prevent incorrect SSNs in HRMS is to verify names and SSNs online through the SSA’s Social Security Number Verification Service .

Do not accept an IRS individual taxpayer identification number (ITIN) in place of an SSN for employee identification or for Form W-2 reporting. An ITIN is available only to resident and nonresident aliens who are not eligible for U.S. employment and need identification for other tax purposes. An individual with an ITIN who later becomes eligible to work in the United States must obtain an SSN from the Social Security Administration. There are special employer responsibilities when hiring workers who have applied for and are waiting to receive a SSN and card. Refer to the SSA’s fact sheet: Employer Responsibilities When Hiring Foreign Workers . 

If you have hired a worker who has applied for a Social Security Number but has not received it, contact [email protected]  for guidance on what to enter in the SSN field in HRMS.

The SSN is categorized as Category 3 “Confidential information” and should be safeguarded.

Definition: Identifies the Standard Occupational Classification (SOC) that has been assigned to the position.  

Notes:  Beginning in January 2023, the SOC code is reported to Employment Security Department as part of the state’s quarterly reporting requirements for unemployment insurance. The Standard Occupational Classification system is a federal statistical standard used to classify workers into occupational categories for the purpose of collecting, calculating, or disseminating data.

For a complete list of SOC codes, titles, and definitions, refer to the BLS 2018 Standard Occupational Classification System webpage . 

Infotype:  WC State, Code, Attribute (1613) - included in HRMS F1 Help

Definition: Statewide Job Groupings are groups of job classes that are linked by a common purpose, skill set, or education or certification requirement. They allow agencies and the enterprise to more precisely identify the availability of that type of work. They also provide skill-related groups that can be used for workforce planning and study. 

The Statewide Job Grouping is assigned to each job class code in HRMS by State Human Resources. Positions and employees inherit the Statewide Job Grouping from the Job. State Human Resources uses the Statewide Job Groupings in enterprise affirmative action reporting.

Infotype: Job Relationships (1001) – included in HRMS F1 Help

Relationship Type : Assigned To (A Z11)

Office and Clerical (80277680)

Definition: Occupations in which workers are responsible for internal and external communication, recording and retrieval of data and/or information and other paperwork required in an office. Includes: bookkeepers, messengers, clerk-typist, stenographers, court transcribers, hearing reporters, statistical clerks, dispatchers, license distributors, payroll clerks, office machine and computer operators, telephone operators, legal assistants, sales workers, cashiers, toll collectors, and kindred workers.

Abbreviation : Office

Officials and Administrators (80277682)

Definition: Occupations in which employees set broad policies, exercise overall responsibility for execution of these policies, or direct individual departments or special phases of the agency's operations. Includes: department heads, bureau chiefs, division chiefs, directors, deputy directors, controllers, superintendents, and kindred workers.

Abbreviation : Officials

Paraprofessionals (80277683)

Definition: Occupations in which workers perform some of the duties of a professional or technician in a supportive role, which usually require less formal training and/or experience normally required for professional or technical status. Such positions may fall within an identified pattern of staff development and promotion under a "New Careers" concept. Included: research assistants, medical aides, child support workers, policy auxiliary welfare service aides, recreation assistants, homemakers aides, home health aides, library assistants and clerks, and kindred workers.

Abbreviation : Paraprof

Professional - Administrative (80277684)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Work in support of the business of the agency. May include grant administration and/or consultation to outside businesses or industries. (Administrative market segment)

Abbreviation : Admin

Professional - Auditor (80277685)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Requires auditor license or similar knowledge & experience (Finance market segment)

Abbreviation : Auditor

Professional - Budget and Accounting (80277686)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Requires some level of education in accounting or economics (Finance market segment)

Abbreviation : Budget

Professional - Claims Adjudicator (80277687)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Handles claims for benefits (Insurance market segment)

Abbreviation : Claims

Professional - Communications-Marketing (80277690)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Provide information for the purposes of public relations or sales of a program (Marketing and Communication market segment)

Abbreviation : Comm

Professional - Engineering (80277692)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Requires engineering degree or similar knowledge & experience (Engineering market segment)

Abbreviation : Eng

Professional - Human Resources (80277694)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Human resource and labor relations jobs (Human Resources market segment)

Abbreviation : HR

Professional - Insurance Business Servcs (80277693)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Requires expertise/specialization in areas relating to the administration or oversight of an insurance program. Includes actuaries. (Insurance market segment)

Abbreviation : Insurance

Professional - Investigator (80277695)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Investigates a complaint of malfeasance or misconduct, responding to an allegation (Licensing, Regulation, and Safety market segment)

Abbreviation : Inv

Professional - IT (80277696)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Develops and maintains information technology systems, hardware, or software (Information Technology Services market segment)

Abbreviation : IT

Professional - Legal (80277697)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Provides legal services requiring a law degree or similar knowledge & experience (Legal market segment)

Abbreviation : Legal

Professional - Licensing and Regulation (80277699)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Administration of licenses/certifications and regulatory review of programs and/or license holders (Licensing, Regulation, and Safety market segment)

Abbreviation : License

Professional - Medical (80277725)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Provides medical services requiring medical (physical) licensing or certification - doctors, nurses, physician assistants, physical therapists, etc. Does not include social workers. (Public Health and Medical Sciences market segment)

Abbreviation : Medical

Professional - Natural Resources (80277726)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Foresters, land managers, environmental/natural resource planners, outreach, and specialists, etc. (Natural Resources/Sciences market segment)

Jobs requiring a Master’s or PhD in science or Forestry are grouped under Science. Jobs requiring a degree in engineering or architecture are grouped under Engineering. 

Abbreviation : Natural

Professional - Public Health (80277727)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Work that is for the purposes of public health but typically doesn’t require direct delivery of medical services. Often does not require medical certification/licensure. May include science skill requirements and/or public health expertise. (Public Health and Medical Sciences market segment)

Abbreviation : Pubhlth

Professional - Safety (80277728)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Jobs that assure public safety, often in a workplace setting, but separate from homeland security. (Licensing, Regulation, and Safety market segment)

Abbreviation : Safety

Professional - Science (80277729)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Work includes study and evaluation of data, with resulting decisions, often including statistical analysis. Typically requires a Master’s degree or above in a scientific area. (No market segment match)

Abbreviation : Science

Professional - Social Services (80277730)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Counselors, clergy, probation & correctional treatment specialists, vocational rehab counselors and other non-medical personnel who provide aid to citizens challenged by disability, age, unemployment, probation, etc. Includes licensed social workers. Also, those who are part of an organization's social service program such as program managers, regulators reviewing only the State of WA's program, etc. (Social Services market segment)

Abbreviation : SocServ

Professional - Tax Professional (80277731)

Definition: Occupations which require specialized and theoretical knowledge which is usually acquired through college training or through work experience and other training which provides comparable knowledge. Work related to setting and collecting tax revenues. Requires specialized tax knowledge. May be financially or legally based. (Finance market segment)

Abbreviation : Tax

Protective Service Workers (80277732)

Definition: Occupations in which workers are entrusted with public safety, security, and protection from destructive forces. Includes: police patrol officers, firefighters, guards, deputy sheriffs, bailiffs, correctional officers, detectives, marshals, harbor patrol officers, game and fish wardens, park rangers (except maintenance), and kindred workers. Also includes those with managerial oversight of such workers.

Abbreviation : Protective

Service-Maintenance (80277733)

Definition: Occupations in which workers perform duties which result in or contribute to the comfort, convenience, hygiene, or safety of the general public or which contribute to the upkeep and care of buildings, facilities or grounds of public property. Workers in this group may operate machinery. Includes: chauffeurs, laundry and dry-cleaning operatives, truck drivers, bus drivers, garage laborers, custodial employees, gardeners, and groundskeepers, refuse collectors, construction laborers, park rangers (maintenance), farm workers (except managers), craft apprentices/trainees/helpers, and kindred workers.

Abbreviation : Mainten

Skilled Craft Workers (80277734)

Definition: Occupations in which workers perform jobs which require special manual skill and a thorough and comprehensive knowledge of the process involved in the work which is acquired through on-the-job training and experience or through apprenticeship or other formal training programs. Includes: mechanics and repairers electricians, heavy equipment operators, stationary engineers, skilled machining occupations, carpenters, compositors and typesetters, power plant operators, water and sewage treatment plant operators, and kindred workers.

Abbreviation : Skilled

Technicians (80277735)

Definition: Occupations which require a combination of basic scientific or technical knowledge and manual skill which can be obtained through specialized post-secondary school education or through equivalent on-the-job training. Technician jobs typically require some form of certification or training. Includes: drafters, survey and mapping technicians, licensed practical nurses, photographers, radio operators, technical illustrators, highway technicians, technicians (medical, dental, electronic, physical sciences), inspectors (production or processing inspectors, testers and weighers), and kindred workers.

Abbreviation : Tech

Definition: A future event or task; will have a related date of task.

Infotype: Monitoring of Tasks (0019) – included in HRMS F1 Help

Annual Eval Due Date (20)

Definition: Use Annual Eval Due Date to track the due date of an employee's annual performance evaluation.

Annual Eval Ext Due (34)

Definition: Use Annual Eval Ext Due to track the due date of an employee's annual performance evaluation when it has been extended due to special circumstances.

Apprntc Lvl Complete (41)

Definition: Use Apprntc Lvl Complete to track the scheduled completion date of an employee's apprenticeship salary level. Upon completion, the employee should be moved to the next salary level according to the Apprentice Salary Schedule.

Apprentice Complete (42)

Definition: Use Apprentice Complete to track the scheduled completion date of an employee's apprenticeship appointment. Upon completion, the employee should be moved to the journey level job class and salary.

Backgrnd Ck Complete (08)

Definition: Use Backgrnd Ck Complete to track the scheduled completion date of an employee’s background check.

Board Mem End Date (16)

Definition: Use Board Mem End Date to track the scheduled end date of an employee’s appointment as a board member.

DJA End Date (17)

Definition: Use DJA End Date to track the scheduled end date of an employee’s developmental job assignment.

Dual Language Expiry (33)

Definition: Use Dual Language Expiry to track the date a required dual language certification expires.

Evaluation Due Date (35)

Definition: Use Evaluation Due Date to track the due date of an employee's performance evaluation.

Evaluation Ext Due (27)

Definition: Use Evaluation Ext Due to track the due date of an employee's performance evaluation when it has been extended due to special circumstances.

Exempt Appt End Date (14)

Definition: Use Exempt Appt End Date to track the scheduled end date of an employee's exempt appointment.

Exempt Review Period (19)

Definition: Use Exempt Review Period to track the scheduled completion date of an employee's exempt review period.

Expectations Due (21)

Definition: Use Expectations Due to track the due date of an employee's performance expectations.

Flex Work Sched End (28)

Definition: Use Flex Work Sched End to track the scheduled end date of a flexible work schedule that was granted to an employee on a temporary basis.

Interim Eval Due (25)

Definition: Use Interim Eval Due to track the due date of an employee's interim performance evaluation.

Interim Eval Ext (36)

Definition: Use Interim Eval Ext to track the due date of an employee's interim performance evaluation when it has been extended due to special circumstances.

In-Training Complete (03)

Definition: Use In-Training Complete to track the scheduled in-training series completion date of an employee’s in-training appointment.

In-Training Step Com (15)

Definition: Use In-Training Step Com to track the scheduled in-training step completion date of an employee's in-training appointment.

Leave End Date (05)

Definition: Use Leave End Date to track the scheduled end date of an employee's leave of absence.

Non-Perm End Date (09)

Definition: Use Non-Perm End Date to track the scheduled end date of an employee's non-permanent appointment.

OT Status Chng Date (32)

Definition: Use OT Status Chng Date to track the date an employee is projected to be eligible to move from overtime eligible to overtime exempt status in an overtime exempt position.

Note: This task would only be necessary for employees who meet the duties test for overtime exemption and are in a split range, where the salary threshold to make a determination on overtime eligibility falls within the middle of the salary range. For example, if the employee meets the duties test and the salary threshold is equivalent to step G within an employee's salary range, then use the OT Status Chng Date to track when the employee is projected to reach step G or higher after future periodic increases.

The salary threshold is expected to change each January 1 from 2021 through 2028, so the OT Status Chng Date may need to be reassessed each year based on a new threshold, changes to the state salary schedules, and/or changes to the employee's salary or assigned duties.

Prior to moving the employee to overtime exempt status, ensure they meet all eligibility criteria.

Prob Eval Due Date (22)

Definition: Use Prob Eval Due Date to track the due date of an employee's probationary performance evaluation.

Prob Eval Ext Due (37)

Definition: Use Prob Eval Ext Due to track the due date of an employee's probationary performance evaluation when it has been extended due to special circumstances.

Prob Period End Date (01)

Definition: Use Prob Period End Date to track the scheduled completion date of an employee's probationary period.

Project End Date (11)

Definition: Use Project End Date to track the scheduled end date of an employee's project appointment.

PSLF Recertification (45)

Definition: Use PSLF Recertification to track the due date of an employee's annual PSLF employment recertification, which should be set one year from the opt in date or one year from the last recertification.

Review Per End Date (44)

Definition: Use Review Per End Date to track the scheduled end date of a represented employee's review period following an employee initiated transfer, demotion or elevation from a different agency.

Resource Share End (31)

Definition: Use Resource Share End to track the scheduled end date of an employee's resource share assignment.

Salary Rdctn End (29)

Definition: Use Salary Rdctn End to track the scheduled end date of an employee's disciplinary salary reduction.

Step M Date (43)

Definition: Use Step M Date to track the date an employee is projected to move to Step M.

Notes: This task would only be necessary for employees currently at a step lower than L with prior time at Step L or M that counts toward their eligibility for Step M. For example, an IT employee was at Step L on June 30, 2019 and transitioned into the IT Professional Structure at Step G on July 1, 2019.

Refer to WAC 357, collective bargaining agreements, or guidance from OFM State HR for determining when prior time at Step L or M counts towards eligibility for Step M.

Suspension End Date (30)

Definition: Use Suspension End Date to track the scheduled end date of an employee's suspension.

Telework End Date (18)

Definition: Use Telework End Date to track the end date of an employee's telework agreement.

Trans Review End (12)

Definition: Use Trans Review End to track the scheduled completion date of an employee's transitional review period.

Trial Eval Due Date (23)

Definition: Use Trial Eval Due Date to track the due date of an employee's trial service performance evaluation.

Trial Eval Ext Due (38)

Definition: Use Trial Eval Ext Due to track the due date of an employee's trial service performance evaluation when it has been extended due to special circumstances.

Trial Service End (02)

Definition: Use Trial Service End to track the scheduled completion date of an employee's trial service period.

Trial/Annual Combine (24)

Definition: Use Trial/Annual Combine to track the due date of an employee's trial service and annual performance evaluation when due at the same time.

Trial/Annual Ext (39)

Definition: Use Trial/Annual Ext to track the due date of an employee's trial service and annual performance evaluation when they have both been extended due to special circumstances.

WMS Acting Appt End (13)

Definition: Use WMS Acting Appt End to track the scheduled end date of an employee's WMS acting appointment.

WMS Eval Due Date (26)

Definition: Use WMS Eval Due Date to track the due date of an employee's WMS performance evaluation.

WMS Eval Ext Due (40)

Definition: Use WMS Eval Ext Due to track the due date of an employee's WMS performance evaluation when it has been extended due to special circumstances.

WMS Review Period (10)

Definition: Use WMS Review Period to track the scheduled completion date of an employee's WMS review period.

Work Permit Expires (06)

Definition: Use Work Permit Expires to track the expiration date of an employee's work permit.

Obsolete Task Types

To retain data integrity in reporting, the following obsolete Task Types must not be used under any circumstance :

• ZDNU Ecol apptmt end (07)
• ZDNU Next Appraisal (04)

Definition:  Identifies the tax authority for unemployment insurance reporting. This field should always be set to Washington (WA).

Infotype: Unemployment State (0209) - included in HRMS F1 Help

Definition: Identifies the type of tax levied upon an employee or employer by a tax authority. 

Notes: The tax types listed and defined below are only those maintained on the Other Taxes (0235) infotype. All tax types used by the state of Washington are set to apply to all employees unless systematically excluded or manually exempted. Groups of employees who have been identified as not subject to the tax, may be systematically excluded from the tax type (refer to each tax type below for which groups have been systematically excluded). Other employees who are not liable will need to be exempted manually on this infotype by entering an “R” or “Y” in the Exempt column :

•      R – Exempt, reportable: use for an employee who is exempt from taxation, but whose earnings are reportable. •    Y – Exempt, not reportable: use for an employee that is both exempt from certain taxes and whose earnings should not be reported.

Infotype: Other Taxes (0235) – included in HRMS F1 Help

The State of Washington uses the following tax types under Tax Authority FED:

Employee Social Security Tax (003)

Definition: Employee portion of the US social security tax; also known as the old-age, survivors’, and disability insurance program (OASI or OASDI).

Exempt Status:

•     Blank: means no exemptions entered; taxes will be collected and wages will be reported to the SSA and IRS. •     Y – Exempt , not reportable : using this exemption means no tax is collected and wages are not reported to the SSA and IRS.

Employees and employers both pay social security taxes. If no taxes should be collected, be sure to exempt both the employee and employer tax types. See Employer Social Security Tax (004) . 

Note: Refer to SSA and IRS rules for determining when an individual is exempt from U.S. Social Security taxes. 

Employee groups systematically excluded:

•    Personnel Areas 2201, 2251 •    Personnel Area 3050 and Employee Group F

Associated wage type for tax collection: 

•    /403 TX EE Social Security Tax

Employer Social Security Tax (004)

Definition: Employer portion of the US social security tax; also known as the old-age, survivors’, and disability insurance program (OASI or OASDI).

Employees and employers both pay social security taxes. If no taxes should be collected, be sure to exempt both the employee and employer tax types. See Employee Social Security Tax (003) . 

•    /404 TX ER Social Security Tax

Employee Medicare Tax (005)

Definition: Employee portion of the US Medicare tax; also known as the hospital insurance program (HI).

Employees and employers both pay medicare taxes. If no taxes should be collected, be sure to exempt both the employee and employer tax types; see Employer Medicare Tax (006) . 

Note: Refer to SSA and IRS rules for determining when an individual is exempt from Medicare taxes. 

•    /405 TX EE Medicare Tax

Employer Medicare Tax (006)

Definition: Employer portion of the US Medicare tax; also known as the hospital insurance program (HI).

Employees and employers both pay medicare taxes. If no taxes should be collected, be sure to exempt both the employee and employer tax types; see Employee Medicare Tax (005) . 

•    /406 TX ER Medicare Tax  

The State of Washington uses the following tax types under Tax Authority WA:

Employer Unemployment Tax (010)

Definition: Washington’s unemployment program; also known as unemployment insurance (UI or SUI). 

The State of Washington does not pay unemployment insurance taxes or premiums; instead, agencies are billed for approved claims. This tax type is used for necessary reporting to ESD.

•    Blank: means no exemptions entered and wages will be reported to ESD. •     Y – Exempt, not reportable: using this exemption means wages are not reported to ESD.

Note: Refer to RCW and Washington Employment Security Department rules for determining when an individual is not reportable to ESD for state unemployment insurance quarterly reporting. 

•    Personnel Areas 2201, 2251, 2451, 3040, 3460, 4612, 5401-5411 •    Personnel Areas 0110, 0120, 0450, 0480, 0550 and Employee Group 8 •    Personnel Area 3050 and Employee Group F

Employer Accident Fund Tax (032)

Definition: Washington Workers’ Compensation Accident Fund tax. Only employers pay into the accident fund.

•     Blank: means no exemptions entered; taxes will be collected and wages will be reported to LNI. •     Y – Exempt, not reportable: using this exemption means no tax is collected and wages are not reported to LNI.

There are five tax types for the workers’ compensation program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types; see Employer Medical Aid Fund Tax (033) , Employer Suplmtal Pension Tax (034) , Employee Suplmtal Pension Tax (042) , and Employee Medical Aid Fund Tax (043) . 

Note: The Accident Fund is one of four funds under the Workers’ Compensation program. Refer to RCW and Washington State Department of Labor & Industries rules for determining when an individual is exempt from Washington Workers’ Compensation taxes. 

•    Personnel Areas 2201, 2251, 2451, 5411

•    /432 TX ER Accident Fund Tax

Employer Medical Aid Fund Tax (033)

Definition: Employer portions of the Washington Workers’ Compensation Medical Aid Fund and Stay at Work Program taxes.

There are five tax types for the workers’ compensation program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types; see Employer Accident Fund Tax (032) , Employer Suplmtal Pension Tax (034) , Employee Suplmtal Pension Tax (042) , and Employee Medical Aid Fund Tax (043) . 

Note: The Medical Aid Fund and Stay at Work Program are two of the four funds under the Workers’ Compensation program. Refer to RCW and Washington State Department of Labor & Industries rules for determining when an individual is exempt from Washington Workers’ Compensation taxes. 

•    /433 TX ER Medical Aid Fund Ta

Employer Suplmtal Pension Tax (034)

Definition: Employer portion of the Washington Workers’ Compensation Supplemental Pension tax.

There are five tax types for the workers’ compensation program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types; see Employer Accident Fund Tax (032) , Employer Medical Aid Fund Tax (033) , Employee Suplmtal Pension Tax (042) , and Employee Medical Aid Fund Tax (043) . 

Note: The Supplemental Pension Fund is one of four funds under the Workers’ Compensation program. Refer to RCW and Washington State Department of Labor & Industries rules for determining when an individual is exempt from Washington Workers’ Compensation taxes. 

•    /434 TX ER Suplmtal Pension Tx

Employee Suplmtal Pension Tax (042)

Definition:  Employee portion of the Washington Workers’ Compensation Supplemental Pension tax.

There are five tax types for the workers’ compensation program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types; see Employer Accident Fund Tax (032) , Employer Medical Aid Fund Tax (033) , Employer Suplmtal Pension Tax (034) , and Employee Medical Aid Fund Tax (043) .  

•    /442 TX EE Suplmtal Pension Tx

Employee Medical Aid Fund Tax (043)

Definition:  Employee portion of the Washington Workers’ Compensation Medical Aid Fund and Stay at Work Program taxes.

There are five tax types for the workers’ compensation program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types; see Employer Accident Fund Tax (032) , Employer Medical Aid Fund Tax (033) , Employer Suplmtal Pension Tax (034) , and Employee Suplmtal Pension Tax (042) . 

•    /443 TX EE Medical Aid Fund Ta

Employee Family Leave Insurance Tax (087)

Definition:  Washington Paid Family Leave tax. Only employees pay premiums for the Family Leave portion of the Paid Family and Medical Leave program. 

•    Blank: means no exemptions entered, taxes will be collected, and wages will be reported to ESD. •     Y – Exempt, not reportable: using this exemption means no tax is collected and wages are not reported to the ESD.

There are three tax types for the paid family and medical leave program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types. See Employee Medical Leave Insurance Tx (099) and Employer Medical Leave Insurance Tx (100) .  

Note: Refer to RCW, Washington State Employment Security Department rules, and Employer LTSS & PFML IT0235 Decision Matrix for determining when an individual is exempt from Washington’s Paid Family and Medical Leave taxes. 

•    Personnel Areas 2201, 2451, 4612 •    Personnel Area 3050 and Employee Group F

•    /487 TX EE Family Leave Insur

Employee Medical Leave Insurance Tx (099)

Definition:  Employee portion of the Washington Paid Medical Leave tax. 

There are three tax types for the paid family and medical leave program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types. See Employee Family Leave Insurance Tax (087) and Employer Medical Leave Insurance Tx (100) . 

•    /499 TX EE Medical Leave Insur

Employer Medical Leave Insurance Tx (100)

Definition:  Employer portion of the Washington Paid Medical Leave tax. Employers only pay premiums for the Medical Leave portion of the Paid Family and Medical Leave program. 

There are three tax types for the paid family and medical leave program. If no taxes should be collected, be sure to exempt all the related employee and employer tax types. See Employee Family Leave Insurance Tax (087) and Employee Medical Leave Insurance Tx (099) . 

•    /4A0 TX ER Medical Leave Insur

WA Cares Fund LTC Tax - EE (113)

Definition:  This tax type is currently turned off in HRMS. Premium collection is scheduled to begin July 1, 2023.

WA Cares Fund, also referred to as Long Term Services and Support (LTSS), long-term care tax. Only employees pay WA Cares Fund premiums.

•     Blank: means no exemptions entered; taxes will be collected and wages will be reported to ESD. •    Y – Exempt, not reportable: using this exemption means no tax is collected and wages are not reported to the ESD. •     R – Exempt, reportable: using this exemption means no tax is collected but wages are reported to the ESD.

Note:  Refer to RCW, Washington State Employment Security Department rules, Employer Long Term Services and Supports FAQ , and Employer LTSS & PFML IT0235 Decision Matrix for determining when an individual is exempt from WA Cares Fund taxes. 

•    /4B3 TX EE WA Cares Fund LTC T

Obsolete Tax Types 

The following Tax Types are not set-up for use by the State of Washington under the Tax Authority FED and should not be used :

•  Employer Unemployment Tax (010)
•  Employee Railroad Rtmt Tier1 Soc S (055)
•  Employee Railroad Rtmt Tier2 Soc S (056)
•  Employer Railroad Rtmt Tier1 Soc S (057)
•  Employer Railroad Rtmt Tier2 Soc S (058)
•  Employee Railroad Rtmt Tier1 Medic (059)
•  Employer Railroad Rtmt Tier1 Medic (060)
•  Pension Periodic Withholding (070)
•  Pension N.P. Eligible Rollover (071)
•  Pension N.P. Nonqualifying (072)

The following Tax Types are not set-up for use by the State of Washington under the Tax Authority WA and should not be used :

•   Employer Worker Compensation Tax (030)
•   Employment Administration Fund (039)
•   Employee Worker Compensation Tax (040)
•   Employee Retirement Plan-S.S. (061)
•   Employee Retirement Plan-Med (062)
•   Employer Retirement Plan-S.S. (063)
•   Employer Retirement Plan-Med. (064)
•   Employee Family Leave Ins-vol Tax (088)
•   Employer Stay At Work Program Tax (090)
•   Employee Stay At Work Program Tax (091)
•   Employer Family Leave Insurance Tax (098)
•   Employer Family Leave Ins-vol Tax (101)
•   Employee Medical Leave Ins-vol Tax (102)
•   Employer Medical Leave Ins-vol Tax (103)
•   WA Cares Fund LTC Tax - ER (114)

Definition: Telework is the practice of working from home or other alternative locations closer to home through the use of technology which allows the employee to access normal work material (email, telephone, electronic documents, etc.). Telework may be scheduled or done on an ad hoc basis.

Notes:  Telework data, combined with position and employee UFI address data, is used to help inform the state's long-term facilities planning and modern work policy decisions and monitoring. Refer to Executive Order 16-07 Building a Modern Work Environment and OFM's Statewide Space Use Policy for more information on how this data is used.

Refer to the State Facility Space Use Guidelines to view the Telework Schedule Crosswalks. Be aware that OFM Facilities Oversight uses amounts of time spent in the office, where HRMS captures amounts of time spent teleworking.

All employees should have an active Telework (EE) participation selection value; do not leave this field blank.

See Telework (POS) for the position's eligibility to telework. If a position has been marked as Not Eligible (NE) for telework but an employee in that position is currently participating in telework, then consider updating the position's eligibility.

Four days per week (EP8)

Definition: Use Four days per week if the employee is teleworking four days per week or approximately 76-90% of working hours.

Example: An employee working a 9/80 schedule (eight nine-hour days and one eight-hour day over two weeks) works in the office one day every two weeks and from home the remainder of the week. Set the employee's telework participation to Four days per week (EP8).

Full time/near full time remote (EP9)

Definition: Use Full time/near full time remote if the employee is teleworking on a full-time basis, more than four days per week, or 91-100% of working hours.

Example: An employee working a four-ten schedule (four 10-hour days each week) works remotely every day. Set the employee's telework participation to Full time/near full time remote (EP9).

Less than one day/ad hoc (EP0)

Definition: Use Less than one day/ad hoc if the employee is teleworking less than one day per week, less than 20% of working hours, or on an ad hoc basis.

Example: An employee working a five-eight schedule (five eight-hour days each week) works remotely one day per month. Set the employee's telework participation to Less than one day/ad hoc (EP0).

Definition: Use Not Participating if the employee is not currently teleworking.

Example: An employee works all hours at their assigned state facility. Set the employee's telework participation to Not Participating (NP).

One day per week (EP5)

Definition: Use One day per week if the employee is teleworking one day per week or approximately 20-39% of working hours.

Example: A 60% part-time employee working four six-hour days per week works in the office three days each week and from home one day each week. Set the employee's telework participation to One day per week (EP5).

Three days per week (EP7)

Definition: Use Three days per week if the employee is teleworking three days per week or approximately 51-75% of working hours.

Example: An employee working a five-eight schedule (five eight-hour days each week) works two days each week in the office and three days each week remotely. Set the employee's telework participation to Three days per week (EP7).

Two days per week (EP6)

Definition: Use Two days per week if the employee is teleworking two days per week or approximately 40-50% of working hours.

Example: An employee working a four-ten schedule (four 10-hour days each week) alternates working one week in the office and one week remotely; over a two-week period this equates to working remotely 50%. Set the employee's telework participation to Two days per week (EP6).

Obsolete Telework (EE) codes

To retain data integrity in reporting, the following obsolete Telework (EE) codes must not be used under any circumstance :

• ZDNU - Less than 1 day every two weeks/adhoc (EP1)
• ZDNU - EE Participating: 1-2 days every two weeks (EP2)
• ZDNU - EE Participating: 3-4 days every two weeks (EP3)
• ZDNU - EE Participating: 5 or more days every two weeks (EP4)

See Telework (EE) for the employee's telework participation.

Definition: Use Position Eligible if any of the work the position performs can be done remotely via telework from home or other alternative location closer to home.

Definition: Use Not Eligible if the position does not perform any work that can be done remotely via telework.

Definition: Determines how leave accruals are calculated in the time evaluation process. The selection in this field should be based on the employee’s Employee Subgroup.

1 – Time evaluation of actual times

Definition: Use 1 – Time evaluation of actual times for employees with a daily or hourly Employee Subgroup.

Example: An employee is paid hourly with Employee Subgroup H-OT Elig>40hrs/wk (05).

9 – Time evaluation of planned times

Definition: Use 9 – Time evaluation of planned times for employees with a monthly Employee Subgroup.

Example: An employee is paid monthly with Employee Subgroup M-OT Elig>40hrs/wk (06).

Obsolete Time Management Statuses

To retain data integrity in reporting, the following obsolete Time Management Statuses must not be used under any circumstance: 0 – No time evaluation 2 – PDC time evaluation 7 – Time evaluation without payroll integration 8 – External services

Definition: Unique Facility Identifier (UFI) Code is assigned to all state facilities listed in the state’s Facilities Inventory maintained by the Office of Financial Management. UFI codes are also available to identify a home-based assignment or field assignment based on city. There is also a non-disclosure option for work locations that are required to be kept confidential, such as undercover officers. The non-disclosure option is not a replacement for use of the Redaction Indicator to identify records for redaction consideration. 

Position UFI: Use the position UFI code and address to identify the location of the position’s official duty station. If an employee’s home is their official duty station you may select “home based” and the city in which the home is located. Do not use the actual employee’s address. 

See the  State Administrative and Accounting Manual (SAAM) glossary for Official Duty Station.

Employee UFI: Use the employee UFI code and address to identify the location where the employee primarily conducts their work if different than their position’s official duty station. If an employee UFI override does not exist, the employee inherits their position’s UFI address.

See the  State Administrative and Accounting Manual (SAAM) glossary for Official Worksite.

Notes: This data, combined with telework data, is used to help inform the state’s long-term facilities planning and modern work policy decisions and monitoring. UFI data is also shared with many downstream systems including but not limited to Statewide HR Database (SWHR), Salary Projection System (SPS), Compensation Impact Model (CIM), the Washington State Learning Center, eUnion reports, WA Agency Alerts emergency notification system.  

UFI Codes are added to HRMS for state owned or leased facilities when an agency Facilities Portfolio Management Tool (FPMT) user selects the HRMS check box in the FPMT. UFI Codes are added to HRMS for home based and field assignment cities by OFM Facilities Oversight staff upon agency request. Refer to the Unique Facility Identifier (UFI) FAQs for more information on this process.

The UFI address does not need to be updated for short duration or temporary changes if the employee is reasonably expected to return to their current location. 

Refer to the  State Administrative and Accounting Manual (SAAM)  for further definitions and travel regulations. Also, refer to any applicable rules under Title 357 WAC or collective bargaining agreements as needed.

• A position’s official duty station is assigned to 128 10th Ave SW, Olympia, WA. The position’s UFI Code is set to A03116. The employee primarily works at the same location, so a UFI override is not entered on the employee.
• Using the example above, employees assigned to the office building at 128 10th Ave SW, Olympia are unable to work in the building for approximately six months because of a water leak and subsequent construction repairs needed. If the employees are expected to return to the office building once it’s operable, then changes to the UFI codes are not necessary.  
• A position’s official duty station is assigned to 1500 Jefferson St SE, Olympia, WA. The position’s UFI Code is set to A10186. The employee has an approved telework agreement to work from their home in Tacoma, WA three days per week. The employee’s UFI Code is set to Z00320 to override the position’s code. Note: This example would apply to three or more days, up to and including full-time remote work, where the agency assigns the position's official duty station as a state facility worksite. This is different than the next example where the position's official duty station is assigned to the inbumbent's home.
• A position has been designated as fully remote and the official duty station will be the employee’s home. The current incumbent lives in Union Gap, WA. The position’s UFI Code is set to Z00334. A UFI override is not entered on the employee. 
• A position’s official duty station is assigned to 1111 Washington St SE, Olympia, WA. The position’s UFI Code is set to A02641. The employee primarily works in the field in Lewis County. The employee’s UFI Code is set to Z00430 to override the position’s code. 

Infotypes: Address (1028) – included in HRMS F1 Help Duty Station Address (9105) – included in HRMS F1 Help

Definition: Availability of the position to be filled; for example, for layoff, recruitment, and reasonable accommodation purposes.

Infotype: Vacancy (1007) – included in HRMS F1 Help

Definition: For positions with Employee Group Permanent, Seasonal, Elected, Appointed, Board/Commission, Civil Service Exempt, Project, NWSpeclEmplymntComp, and NW SupportedEmplymnt use Open when:

• The position is not filled and no employees have return rights or are expected to return to that specific position; or
• The position is filled by an employee with an Acting, NonPerm On Call, NonPerm Limited, or Temporary appointment and no employees have return rights or are expected to return to that specific position.

For positions with Employee Group Temporary, Non-Perm On Call, Relief, Retired FireFighters, Non-Perm Limited, Non-Employee, and WSP NonEE Disab always use Open. Examples:

• An employee leaves a permanent position to accept a trial service appointment.
• A position is filled with a non-perm limited appointment during the recruitment process.
• A non-perm on call position is filled.

Vacancy Filled (2)

Definition: For positions with Employee Group Permanent, Seasonal, Elected, Appointed, Board/Commission, Civil Service Exempt, Project, NWSpeclEmplymntComp, and NW SupportedEmplymnt use Vacancy Filled when:

• The position is filled by an employee with one of the following permanent or intent to become permanent appointment statuses: Permanent, In Training, Probationary, Trial Service, InTrng/Prob, InTrng/Trl Srv, Apprentice, Apprntc/Prob, Apprntc/Trl Srv, Transitional, Apprntc/Trnstnl, Exempt, Seasonal, Seasonal TrSvc, Seasonal – Prob, Project, Project TrSvc, Project – Prob, WMS Review, or Board/Comm;
• The position is filled by an employee with an Acting, NonPerm On Call, NonPerm Limited, or Temporary appointment and an employee has return rights or is expected to return to that specific position; or
• The position is not filled and an employee has return rights or is expected to return to that specific position.
• A seasonal position is filled with a seasonal probationary appointment.
• A permanent position is filled with a non-perm limited appointment, and the previous permanent holder has return rights to this specific position.
• A civil service exempt position is not filled, but the previous holder is expected to return to this specific position after a temporary appointment.

Definition: Indicates whether or not an employee has actively served in the Armed Forces of the United States.

Discharge Date

Definition: The most recent discharge date from active military service in any branch of the armed forces, as indicated on the employee’s Certificate of Release or Discharge from Active Duty form DD214 or similar discharge paperwork.

Disabled Veteran

Definition: A veteran who is entitile to compensation under laws administered by the Department of Veteran Affairs or a person who was discharged or released from active duty because of a service-connected disability. This includes veterans who would be entitled to disability compensation if they were not receiving military retirement pay instead.

Non-veteran

Definition: A person who does not qualify for Veteran’s Status or has not disclosed any military service. This includes individuals who received a dishonorable discharge or do not meet other necessary qualifications for veteran status under “ Other Protected Veteran ”.

Other Protected Veteran

Definition: A person who:

• served on active duty for a period of more than 180 days and was discharged or released therefrom with other than a dishonorable discharge;
• was discharged or released from active duty because of a service-connected disability (see also Special Disabled Veteran );
• as a member of a reserve component, served on active duty during a period of war or in a campaign or expedition for which a campaign badge is authorized and was discharged or released from such duty with other than a dishonorable discharge; or
• was discharged or released from active duty by reason of sole surviorship discharge.

Note: This field will be the primary source of data for “all veterans” headcount in enterprise reports. Individuals who have been coded in any other veteran category (other than Non-veteran) should also be coded in this field .

Prefers Not to Answer

Definition: A person whose veteran status is unknown or who has indicated they prefer not to provide this information.

Special Disabled Veteran

Definition: A veteran who is entitled to compensation under laws administered by the Department of Veteran Affairs for:

• a disability rated at 30 percent or more; or,
• a disability rated at 10 or 20 percent in the case of a veteran who has been determined under 38 U.S.C. 3106 to have a serious employment handicap; or,
• a discharge or release from active duty because of a service-connected disability.

This includes veterans who would be entitled to disability compensation if they were not receiving military retirement pay instead.

Note: This field will be the primary source of data for "Veterans with Disabilities” headcount in enterprise reports (see also Other Protected Veteran ).

Vietnam-era Veteran

Definition: A veteran of the U.S. military, ground, naval or air service, any part of whose service was during the period August 5, 1964 through May 7, 1975, who served on active duty for a period of more than 180 days and was discharged or released with other than a dishonorable discharge, or was discharged or released from active duty because of a service-connected disability. Includes any veteran of the U.S. military, ground, naval or air service who served in the Republic of Vietnam between February 28, 1961 and May 7, 1975 (see also Other Protected Veteran ).

Note: This field will be the primary source of data for "Vietnam Era Veterans" headcount in enterprise reports.

Obsolete Veteran Status Codes

To retain data integrity in reporting, the following obsolete Veteran Status codes must not be used under any circumstance :

• Armed Forces Service Medal Veteran
• Not a Protected Veteran
• Recently Separated Veteran

Definition: A type of payment that separates amounts and time units for various business processes.

5xbase Fri Harbr - 4051 (1300)

Definition : (WSDOT Marine Only) When dispatched to Friday Harbor, employees in relief status receive five (5) hours of pay for each day assigned.

24/7 Facility Prem-BasePy (1893)

Definition : (DCYF, DSHS and DVA only) Employees assigned to a 24x7 facility that provides direct care to residents, patients and/or clients and whose duties are required to be performed on identified location and meet specified requirements will receive an additional five percent (5%) premium pay for all hours worked. For 23-25 biennium only. Hours worked does not include holidays not worked and hours designated as vacation leave, sick leave and compensatory time.

24/7 Facility Prem-Hrly (1894)

Aag retent prem 5-9 yrs (1910).

Definition : (Office of Attorney General only) Additional pay for AAGs who have worked as AAG for 5-9 cumulative years at AGO. Employee will receive basic salary plus five percent (5%) . For 2023-25 biennium, premium is 5%.

AAG Retent Prem 10+ Yrs (1911)

Definition : Office of Attorney General only) Additional pay for AAGs who have worked as AAG for 10 or more cumulative years at AGO. Employee will receive basic salary plus five percent (5.0%) .

Acting Attndt Counselor 2 (1702)

Definition : (Department of Social and Health Services Only) Additional payment given to employees in job classification Attendant Counselor 1 for performing the duties of a shift charge in an emergent situation in the absence of an Attendant Counselor 2 or 3. Employee receives basic salary range plus two (2) ranges for that shift.

Acting Attndt Counselor 3 (1703)

Definition: (Department of Social and Health Services Only) Additional payment given to employees in job classification Attendant Counselor 2 for filling behind an Attendant Counselor 3 for fifteen (15) consecutive workdays in a calendar month. Employee receives basic salary range plus three (3) ranges beginning on the 16th day of the Attendant Counselor 3 absence.

Absences related to annual leave are excluded .

Acting Charge Nurse (1808)

Definition: (Department of Social and Health Services Only) Additional payment given to Registered Nurse 2s at Eastern State Hospital, Western State Hospital and Juvenile Rehabilitation who are assigned by the employer to act as charge nurse for a full shift. Employee receives base rate plus one dollar ($1.00) per hour premium for the assigned shift as charge nurse.

Acting PSA MHT 1 (1810)

Definition: (Department of Social and Health Services Only) Additional payment given to Mental Health Technician 1 employees who work Psychiatric Security Attendant (PSA) duties. Employee receives basic salary plus three (3) ranges.

Acting PSA MHT 2 (1811)

Definition: (Department of Social and Health Services Only) Additional payment given to Mental Health Technician 2 employees who work Psychiatric Security Attendant (PSA) duties. Employee receives basic salary plus one (1) range.

AGO Acting Division Chief (1105)

Definition: (Office of the Attorney General Only) Acting pay for performing duties of a division Chief.

State Bar Reimbursmnt (1107)

Definition: (Office of the Attorney General and Office of Administrative Hearings Only) Reimbursement for annual state bar license dues paid by employee. Includes $1,200 reciprocity for OAH only.

AP REF 1 Pat Res S/T/C (1820)

Definition: (Department of Social and Health Services and Department of Children, Youth and Families Only) Assignment pay given to DSHS employees for the supervision, training, and mentoring of individuals with intellectual disabilities or individuals with symptoms and behaviors related to significant mental illness; or to DCYF employees for the supervision, training, and mentoring of Juvenile Rehabilitation Institution residents or Department of Corrections offenders residing in JR facilities. Employee receives basic salary plus five (5) percent.

Group ‘B’ Patient Resident Supervision Requirement

AP REF 2 Forklift Op (1697)

Definition:  Assignment pay given for full-time assignment to forklift operators. Employees working in job class Warehouse Operator 1 receive basic salary plus ten dollars ( $10.00) a month assignment pay for full-time assignment to forklift operations.

Group ‘A’ Job Class: 117I

AP REF 3B SCUBA (1699)

Definition: Assignment pay given to employees in any class for required SCUBA diving and/or serving as the Designated Person In Charge (DPIC). Employees receive basic salary plus ten dollars ( $10.00) per diving or DPIC hour.

Group 'A' Job Classes: 627F, 627G or Group ‘B’ SCUBA Diving / DPIC Requirement

AP REF 4 PBX/Tel Suprvsn (1821)

Definition: Assignment pay given to employees for direct supervisory responsibility over PBX and Telephone Operators. Employees receive basic salary plus five (5)  percent.

Group ‘A’ Job Class: 101H

AP REF 5 Highway Equip (1701)

Definition: (Department of Transportation Only) Assignment pay for assigned operation of highway equipment rated above the employee’s classification. Employees operating this equipment shall be paid for actual operations that continue for at least one hour. Equipment operation that lasts for less than one continuous hour shall not qualify the operator for premium pay. Employees operating this equipment in a bona fide training assignment are not entitled to the higher rate. Employees receive an additional three dollars eleven cents ($3.11) per hour.

Group ‘A’ Job Classes: 596I, 596J, 596P, 596R, 596S, 597F, 597G, 597K, 597N, 626L, 653P

AP REF 7 171-H/28-D (1822)

Definition: Assignment pay for law enforcement employees assigned a 171-hour, 28-day work period. Employees receive basic salary plus ten (10) percent.

Group ‘A’ Job Classes: 387R, 388A, 388B, 388E

AP REF 9 Floor Care Crew (1823)

Definition: Assignment pay for full-time assignment to a floor care crew and the operation of heavy-duty cleaning and waxing equipment, or the designated working supervisor of the floor care crew. Employees receive basic salary plus five (5)  percent.

Group ‘A’ Job Class: 678I, 678J

AP REF10 Out of State (1824)

Definition: (Department of Revenue Only) Assignment pay given to employees in the Revenue Auditor and Financial Examiner classifications that are permanently assigned to maintain an out-of-state location or are on a one-year roving assignment out-of-state. Employees receive basic salary plus ten (10) percent.

Group ‘A’ Job Classes: 155A - 155C, 161E-161H

AP REF11 Core Curriculum (1825)

Definition: (Department of Social and Health Services Only) Assignment pay given for the successful completion of the approved core curriculum which consists of 45 college quarter credit hours or its equivalent in semester hours and current participation in the development and implementation of assigned aspects of individual resident treatment activities. Employees receive basic salary plus five (5)  percent.

Group ‘A’ Job Classes: 347J, 347L - 347N, 501A, 501B

AP REF12 Higher Lvl Eq (1711)

Definition:  (Teamsters Local 117 Only) Assignment pay given to employees assigned to operate equipment above this level. Employees receive four (4) ranges above their base rate, and shall be credited with a minimum of four (4) hours at the higher rate on each day they operate the higher-level equipment.

Group ‘A’ Job Classes: 618R, 618S, 632I, 632J

AP REF12 Higher Lvl Eq (1826)

Definition: Assignment pay given to employees assigned to operate equipment above this level. Employees receive basic salary salary plus  ten (10) percent, and shall be credited with a minimum of four (4) hours at the higher rate on each day they operate the higher-level equipment.

AP REF14 Bridge Paint Ins (1827)

Definition: Assignment pay given for all hours worked when assigned to bridge painting inspection duties which involve climbing and work in exposed positions at heights from which an employee might fall 30 feet or more; excludes work on bridges or overpasses within areas protected by walls or guardrails. Employee receives basic salary plus ten (10) percent.

Group ‘A’ Job Classes: 530K-530M, 538R-538T, 596S, 626J-626L

AP REF16 Pesticide (1715)

Definition: (Department of Transportation Only) Assignment pay given for mixing, record keeping, and application of pesticides by a licensed Department of Transportation spray operator. Employees who are responsible for actual mixing, record keeping, and spraying of pesticide as documented by completion and signature of a "Pesticide Application Record" shall be paid for actual hours of operation that continues for at least one hour. Mixing, record keeping, and application of pesticides that last for less than one hour shall not qualify employees for assignment pay. Employees receive an additional three dollars eleven cents ($3.11) per hour.

Group ‘A’ Job Classes: 596P, 596R, 596S, 626L or Group ‘B’ Pesticide Sprayer Requirement

AP REF17 Non Truck Dr (1828)

Definition: (Department of Social and Health Service Only) Payable to staff in classification below the Truck Driver salary range when they are qualified to operate and are operating equipment which is on the DSHS equipment list calling for Truck Driver 1, 2, or 3. Assignment pay is to be paid for the greater of actual operating time or two hours. Employees receive basic salary plus ten (10)  percent.

Group ‘B’ Patient Transport Requirement

AP REF18 Dual Lang BasePy (1719)

Definition: (Teamsters Local 117 Only) Assignment pay given to employees in any position whose current, assigned job responsibilities include proficient use of written and oral English and proficiency in speaking and/or writing one or more foreign languages, American Sign Language, or Unified English Braille, provided that proficiency or formal training in such additional language is not required in the specifications for the job class. Employee receives basic salary plus two (2) additional ranges.

Group ‘B’ Dual Language Requirement

AP REF18 Dual Lang BasePy (1829)

Definition: Assignment pay given to employees in any position whose current, assigned job responsibilities include proficient use of written and oral English and proficiency in speaking and/or writing one or more foreign languages, American Sign Language, or Unified English Braille, provided that proficiency or formal training in such additional language is not required in the specifications for the job class. Employee receives basic salary plus five (5)  percent.

AP REF18 Dual Lang Hrly (1720)

Definition:  (Teamsters Local 117 Only) Assignment pay given to employees on an hourly basis when current, assigned job responsibilities include proficient use of written and oral English and proficiency in speaking and/or writing one or more foreign languages, American Sign Language, or Unified English Braille, provided that proficiency or formal training in such additional language is not required in the specifications for the job class. Employee receives basic salary plus two (2) additional ranges per hour.

AP REF18 Dual Lang Hrly (1830)

Definition: Assignment pay given to employees on an hourly basis when current, assigned job responsibilities include proficient use of written and oral English and proficiency in speaking and/or writing one or more foreign languages, American Sign Language, or Unified English Braille, provided that proficiency or formal training in such additional language is not required in the specifications for the job class. Employee receives basic salary plus  five (5) percent.

AP REF20 Asbestos (1831)

Definition: Assignment pay for certified asbestos workers while they are required to wear and change into or out of full-body protective clothing and pressurized respirator. Employees receive basic salary plus ten (10) percent.

Group ‘A’ Job Class: 631B, 631D or Group ‘B’ Certified Asbestos Worker Requirement

AP REF21 Tacoma Narrows (1832)

Definition: Assignment pay when assigned to perform repairs or maintenance on the Tacoma Narrows Bridge excluding routine maintenance on roadway, sidewalks, railing, bridge approaches, signs, etc. Employees receive basic salary plus ten (10)  percent for a minimum of four hours per working day.

Group ‘A’ Job Classes: 596L, 596S, 597F, 597G, 597N

AP REF22 UBIT/Bridge Deck (1833)

Definition: Assignment pay while either operating an under-bridge inspection truck (UBIT) from the bucket or while serving as back-up operator on the bridge deck. Employees receive basic salary plus ten (10)  percent for a minimum of four hours per working day.

Group ‘A’ Job Classes: 530L - 530O, 531E - 531J, 538R - 538T, 596P, 596R, 596S, 597F, 597G, 597K, 597N

AP REF24A Perm Spill (1834)

Definition : (Department of Ecology Only) Assignment pay for designated employees permanently assigned to the Emergency Spill Response Team. Employees receive basic salary plus ten (10)  percent.

For WMS Emergency Spill Response Team, see AP VAR Exceptions Base (1775).

Group ‘B’ Emergency Spill Response Team Requirement

AP REF24B Temp Spill (1731)

Definition: (Department of Ecology Only) Assignment pay for each hour on duty in the assigned duty week outside of normal work hours to designated employees not permanently assigned to the Emergency Spill Response Team. Employees receive an additional two dollars forty-four cents ( $2.44) per hour.

AP REF25 CrimeLab Support (1835)

Definition: (Washington State Patrol Only) Assignment pay for crime lab support staff performing evidence-handling activities. Employees receive basic salary plus five (5) percent.

Group ‘B’ Clerical Crime Lab Support Requirement

AP REF26 Fish Hauling (1836)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees with a Class A or Class B Commercial Driver’s License performing the following duties: driving CDL fish-hauling trucks to transport fish or to deliver a CDL truck for authorized maintenance, fish loading or unloading, pre and post trip inspections, fuel stops. The advanced pay level shall be for a one hour minimum and thereafter on an hour for hour basis, rounded up to an hour. Employees receive basic salary plus ten (10)  percent.

Group ‘B’ Driving Fish Hauling Trucks Requirement

AP REF27 WSP Forensics (1735)

Definition: (Washington State Patrol Only) Assignment pay for designated forensic scientists assigned to the Crime Scene Response Team and/or Statewide Incident Response Team. Employees receive base salary plus  three (3) percent.

Group ‘B’ CSR Team and SIR Team Requirement

AP REF29 GroupC Loc 1 Rg (1736)

Definition: (Teamsters Local 117 Only) Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus one (1) range.

AP REF29 GroupC Loc 2 Rg (1737)

Definition: (Teamsters Local 117 Only) Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus two (2) ranges.

AP REF29 GroupC Loc 2.5% (1837)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus two and one-half (2.5)  percent.

AP REF29 GroupC Loc 5% (1838)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus five (5)  percent.

AP REF29 GroupC Loc 7.5% (1839)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus seven and one-half (7.5)  percent.

AP REF29 GroupC Loc 10% (1840)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus ten (10)  percent.

AP REF29 GroupC Loc 12.5% (1841)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus twelve and one-half (12.5)  percent.

AP REF29 GroupC Loc 15% (1842)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus fifteen (15)  percent.

AP REF29 GroupC Loc 17.5% (1843)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus seventeen and one-half (17.5)  percent.

AP REF29 GroupC Loc 20% (1844)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus twenty (20)  percent.

AP REF29 GroupC Loc 22.5% (1845)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus twenty two and one-half (22.5)  percent.

AP REF29 GroupC Loc 25% (1846)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus twenty five (25)  percent.

AP REF29 GroupC Loc 27.5% (1847)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus twenty seven and one-half (27.5)  percent.

AP REF29 GroupC Loc 30% (1848)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus thirty (30)  percent.

AP REF29 GroupC Loc 32.5% (1849)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus thirty two and one-half (32.5)  percent.

AP REF29 GroupC Loc 35% (1850)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus thirty five (35)  percent.

AP REF29 GroupC Loc 37.5% (1851)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus thirty seven and one-half (37.5)  percent.

AP REF29 GroupC Loc 40% (1852)

Definition: Assignment pay authorized by the Office of Financial Management State HR for specific job classes located where the cost of living impacts the agency’s ability to recruit and/or retain employees. Employees receive basic salary plus forty (40)  percent.

AP REF30 Computer Audit (1853)

Definition: (Department of Revenue Only) Assignment pay for permanent employees in Revenue Auditor classifications assigned to the Computer Assisted Audit Program Unit and who are responsible for performing the retrieval and analysis of electronic data, the development of statistical sampling plans, or the evaluations of results. Employees receive basic salary plus five (5)  percent.

Group ‘A’ Job Classes: 155A - 155C

AP REF32 McNeil Fuel Oil (1854)

Definition: Assignment pay for employees located at McNeil Island Special Commitment Center who are fully trained and qualified, and perform fuel oil transfer duties at the McNeil Island Oil Transfer Facility. Entitlement to assignment pay under this reference shall be on an hour-for-hour basis for all hours while actually performing all relevant fuel oil transfer duties.

These duties include: maintenance of all tanks and affiliated systems, the transfer of fuel from bulk storage tanks to oil tankers, and relevant training. Employees receive basic salary range plus ten (10)  percent.

Group ‘A’ Job Classes: 602K, 602L, 652R

AP REF33 Tech Audit (1855)

Definition: (Office of State Auditor Only) Assignment pay for employees assigned to the IT Audit Team and who are responsible for developing technical tools to address audit risks; deconstruct electronic financial transaction processes to identify risk; or conduct evaluations of technological security controls. Employees in these positions make recommendations to address the audit risk and protect the confidentiality and integrity of data and recommend security controls and receive basic salary plus five (5)  percent.

Group ‘A’ Job Classes: 156C, 156D, 156E

AP REF34 Firearm (1856)

Definition: (Military Department Only) Assignment pay for employees qualified and required to carry a firearm while on duty. Employees receive basic salary plus ten (10)  percent.

Group ‘A’ Job Classes: 107R, 385L, 385M

AP REF35 Pres Steward (1857)

Definition: (Washington Horse Racing Commission Only) Assignment pay for each day an eligible employee is assigned the role of the Presiding Steward. Employees receive basic salary plus five (5)  percent.

AP REF36 Back Flow (1858)

Definition: Assignment pay for employees while performing back flow valve testing. Employees receive basic salary plus ten (10) percent.

Group ‘A’ Job Classes: 596P, 596R, 596S

AP REF37A-D Train/Recert (1758)

Definition:  Assignment pay for certified instructors of hazardous materials, defensive tactics, tactical advanced first aid (excluding basic first aid/AED training), firearms fitness, bicycle, boating safety, MOCC, EVOC, and pistol maintenance. Employees will be compensated for every hour engaged in giving instruction to or receiving recertification training. Pistol maintenance instructors are eligible for this additional compensation when instructing in a classroom setting, providing one-on-one instruction or repairing at the firing range. Employees receive basic salary plus ten dollars ( $10.00) per hour.

Refer to AP reference and collective bargaining agreement language for eligibility requirements; varies slightly among A, B, C, and D. 

Group ‘A’ Job Classes: 390I, 396E or Group ‘B’ Certified Instructors Requirement

AP REF37E CVEO Instructor (1922)

Definition:  (Washington State Patrol only) Assignment pay for Commercial Vehicle Officers and Commercial Vehicle Enforcement Officers of the Washington State Patrol for instructors of Hazardous Materials/Dangerous Goods, defensive tactics, post collision/brake technician, CVSA course materials, firearms and EVOC.  For every hour engaged in giving instruction to or receiving re-certification or instructor training, employees will be compensated $10.00 (ten dollars) per hour over and above regular salary and benefits. 

Group ‘A’ Job Classes: 457E, 457K - 457N

AP REF38 Def Tactics (1798)

Definition: (Department of Social and Health Services Only) Assignment pay for Defensive Tactics Instructors with a current certification from the Criminal Justice Training Commission. Employees will be compensated an additional ten dollars ($10.00) per hour, over and above regular salary and benefits, for every hour engaged in giving instruction in defensive tactics to or in receiving defensive tactics re-certification training.

Group ‘A’ Job Classes: 355M

AP REF39 Class C Equip (1760)

Definition: Assignment pay for Construction and Maintenance Project Lead and Construction and Maintenance Project Supervisor positions assigned to marine crew. Employees receive ten percent (10%) of their base pay and will be credited with a minimum of four (4) hours at the higher rate on each day they operate Class C equipment.

Group ‘A’ Job Classes: 627F, 627G

AP REF41 Flt/ClassB Drug (1860)

Definition: (Department of Fish and Wildlife Only) Assignment pay for performing low level flight operations or chemical immobilization utilizing Schedule 2 drugs vessel-to-vessel transfers in marine waters of Columbia River below Bonneville Dam, or for employees who are licensed and engaged in set up and detonation for blasting operations. Employees receive base pay plus fifteen (15)  percent while engaged in those duties.

Group ‘A’ Job Classes: 516F, 516G, 516K, 516M, 516N, 522E-522H, 523N, 523O, 523Y, 523Z

AP REF42 Train/Recert (1765)

Definition: (Department of Corrections Only) Assignment pay for certified instructors of defense tactics, firearms and fitness for every hour engaged in giving instruction or in receiving re-certification training. Employees receive an additional fifteen dollars ($15.00) per hour.

Group ‘A’ Job Classes: 384A – 384D

AP REF43 EDL Course (1861)

Definition: (Department of Licensing Only) Assignment pay for employees who have successfully completed the DOL-sponsored Enhanced Driver’s License Training Course and permanently assigned to denote US Citizenship and issue a Washington State enhanced driver’s license or enhanced identification card. Employees receive basic salary plus ten (10)  percent.

Group ‘B’ Enhanced Drivers License Requirement

AP REF48 Illeg Encamp (1862)

Definition: (Department of Transportation Only) Assignment pay for Department of Transportation employees when assigned by the employer to work in or remove illegal encampments within State Right of Way. Employees receive base pay plus ten (10)  percent while engaged in those duties.

Group ‘B’ Illegal Encampment Cleanup Requirement

AP REF49 Night Hazard (1786)

Definition: (Department of Transportation Only) Assignment pay for employees permanently or temporarily assigned to crews that maintain designated corridors on night shift because heavy congestion on the roadway prevents these activities from occurring during the day. Employees receive basic salary plus  two dollars ( $2.00) per hour. Employees temporarily assigned to night shift to perform snow and ice removal do not qualify for this premium.

Group ‘B’ Designated Corridor Night Shift Requirement

AP REF49 NightHazard-Hrly (1772)

Definition: (Department of Transportation Only) Assignment pay for employees permanently or temporarily assigned to crews that maintain designated corridors on night shift because heavy congestion on the roadway prevents these activities from occurring during the day. Employees receive basic salary plus  two dollars ( $2.00) per hour. Employees temporarily assigned to night shift to perform snow and ice removal do not qualify for this premium.

AP REF50 Train/Recert (1790)

Definition: (Department of Corrections Only) Assignment pay for certified instructors of defensive tactics, firearms, taser, verbal tactics, and pistol maintenance for every hour engaged in giving instruction to or in receiving re-certification training. Excludes employees assigned to the Training and Development Unit and Emergency Operations Unit. Employees receive basic salary plus  fifteen dollars ( $15.00) per hour.

Group ‘B’ Certified Instructor Requirement

AP REF51 HIGH VOLTAGE (1863)

Definition: (Department of Enterprise Services Only) Assignment pay for work assigned on and/or testing high voltage distribution systems of 751 volts or more. Employees receive basic salary plus  five (5)  percent, rounded up to the nearest hour.

Group ‘A’ Job Class: 608F

AP REF53 LEO FTO (1864)

Definition: (Liquor and Cannabis Board and the Washington State Parks and Recreation Commission Only) Assignment pay for performing duties as a Field Training Officer (FTO), as assigned in writing and as directed by management. Employee receives basic pay plus seven and one-half (7.5)  percent.

Group ‘A’ Job Classes: 390G, 398B, 398C

AP REF54 LIC SPRAY OPS (1865)

Definition: (Department of Fish and Wildlife Only) Assignment pay for designated employees who are licensed spray operators. The designated employees are responsible for actual mixing, record keeping, and spraying of pesticide as documented by completion and signature of a “Pesticide Application Record.” Employees receive basic salary plus ten (10)  percent for actual hours of operation that continues for at least one hour. Mixing, record keeping, and application of pesticides that last for less than one hour shall not qualify employees for assignment pay. 

Group ‘B’ Pesticide Spraying Requirement

AP REF55 DSHS FIRESUPRSN (1866)

Definition: (Department of Social and Health Services Only) Assignment pay for Security Guards and Residential Rehabilitation Counselors assigned to the Special Commitment Center (SCC) firefighting response team. Employee receives two and one-half (2.5) percent.

Group ‘A’ Job Classes: 347F - 347H, 385L, 385M

AP REF56A HAZARDOUS WORK (1867)

Definition:  (Department of Labor and Industries Only) Assignment pay given to Industrial Hygienists and Safety & Health Specialists for each hour they are required to use personal protective equipment (excluding hard hat, boots, hearing and eye protection) to enter a hazardous worksite to conduct, inspect or investigate where hazards are present. Employees receive basic salary plus ten (10)  percent.

Group ‘A’ Job Classes: 392E - 392H, 406A - 406F

AP REF56B HAZARDOUS WORK (1938)

Definition:  (Department of Labor and Industries only) Assignment pay given to Electrical Construction Inspector, Electrical Construction Inspector Lead, Electrical Inspector Field Supervisor/Technician Specialist, Electrical Plans Examiner, and Factory & Mobile Home Plan Examiner for each hour they are required to use personal protective equipment (excluding hard hat, boots, hearing and eye protection) to enter a hazardous worksite to consult, inspect or investigate where serious hazards are present. Employee receives basic salary plus ten percent (10%) . 

Group ‘A’ Job Classes: 391I - 391L, 391R 

AP REF57 MOCC/FIREARMS (1695)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees who are certified instructors of the Motorboat Operator Certification Course (MOCC) or firearms.

Employees will be compensated an additional ten dollars ($10.00) per hour for every hour engaged in giving instruction to or in receiving re-certification training.

Group ‘B’ MOCC or Firearms Requirement

AP REF58 BFOQ (1769)

Definition: Assignment pay given to Corrections and Custody Officers for all hours worked in a BFOQ position if and only if the facility in question assigned more than 30% more mandatory overtime hours to female Corrections and Custody Officers than to male Corrections and Custody Officers during the preceding calendar quarter (January through March, April through June, July through September and October through December). Employee receives basic salary plus two (2) ranges.

Group ‘A’ Job Classes: 384A - 384C

AP REF59 Speclty Teams (1868)

Definition: Assignment pay given to trained and qualified employees who are assigned members of the following designated specialty teams: Emergency Response Team (ERT), Special Emergency Response Team (SERT), Inmate Recovery Team (IRT), Crisis Negotiation Team (CRT) and Critical Incident Stress Management (CISM). Assignment pay shall be paid on an hour for hour basis for every hour worked during an authorized team related assignment or training. Employee receives basic salary plus five (5)  percent.

Group ‘B’ Specialty Teams Requirement

AP REF62 NW High Int Drug (1869)

Definition: (Washington State Patrol Only) Assignment pay for employees assigned to Northwest High Intensity Drug Trafficking Area performing criminal intelligence and investigative analysis work. Activities include de-confliction communications with other government public safety agencies for officer safety, developing criminal link to associates and family members for known or potential criminal activities, and interviewing individuals and their attorneys. Employee receives basic salary plus five (5) percent.

Group ‘B’ Criminal Intelligence and Investigative Analysis Requirement

AP REF63 Tree Felling (1870)

Definition: (Department of Transportation Only) Assignment pay for employees in positions permanently assigned duties that include tree evaluation and felling. Employee receives an additional three dollars eleven cents ($3.11) per hour for each hour evaluating and/or tree felling trees greater than six inches in diameter.

Group ‘B’ Tree Felling Duties Requirement

AP REF64 NW Reg Traff Mgm (1871)

Definition: (Department of Transportation Only) Assignment pay for employees in the Northwest Region Traffic Management Center permanently assigned to independently operate and integrate Active Traffic Management Systems, Tolling/Managed Lane Systems, and/or Tunnel Supervisory Control and Data Acquisition (SCADA) Systems. Employee receives basic salary plus five (5) percent.

Group ‘A’ Job Classes: 530K - 530M, 538S, 538T

AP REF66 Pharmacists Clin (1873)

Definition: (Department of Social and Health Services Only) Assignment pay for Pharmacists, Clinical within a state facility who are approved to practice under a Collaborative Practice Agreement when performing recognized patient treatment to include anticoagulation treatment and management; Hepatitis C treatment and monitoring; medication management during palliative care; medication management for patients in the community to maintain stability; and prescribing for chronic conditions for patients in the state facilities once acuity is stabilized. Employee receives basic salary plus ten (10) percent.

Group ‘A’ Job Class: 295L

AP REF67 DFW Detective (1887)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees who are assigned by the Chief as Detective. Employee receives basic salary plus four and one-half (4.5) percent.

Group 'A' Job Class: 388B

AP REF68 Instruc DT/Fire (1890)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees who are assigned by the Chief as a Master Instructor of Defensive Tactics and Firearms. Employee receives basic salary plus five (5) percent.

AP REF69 Instruc Other (1891)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees who are assigned by the Chief as a Master Instructor of EVOC, First Aid, and Boating. Employee receives basic salary plus two and one-half (2.5) percent.

AP REF70A DFW FTO (1888)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees who are assigned by the Chief as a Field Training Officer (FTO). Employee receives an additional ten  (10) percent for all time worked while assigned a student officer and completing daily observation and end of phase reports.

AP REF70B DFW FTO (1889)

Definition: (Department of Fish and Wildlife Only) Assignment pay for employees who are assigned by the Chief as a Senior Field Training Officer (FTO). Employee receives an additional three (3) percent for all time worked when assigned as Senior FTO for a student officer while the student officer is in field training status.

AP REF71 CVEO Compl Rev (1895)

Definition: (Washington State Patrol only)  Assignment pay for Commercial Vehicle Enforcement Officers (CVEO) permanently assigned to Compliance Review. Employee receives basic salary plus five percent (5%) .

Group ‘A’ Job Classes: 457K - 457N

AP REF72 CVEO New Entrant (1896)

Definition: (Washington State Patrol only) Assignment pay for CVEOs permanently assigned to the New Entrant program completing duties to include performing the safety investigations on motor carriers in the State of Washington. Employee receives basic salary plus five percent (5%) .

AP REF73 CVEO FTO (1897)

Definition: (Washington State Patrol only) Assignment pay for employees who are assigned by the appointing authority to work as a Field Training Officer (FTO).  Employee is compensated for up to one (1) hour at the overtime rate for each duty day worked as an FTO, and up to one (1) hour at the overtime rate for time spent on the end of phase report.

Group 'B' Field Training Officer Requirement

AP REF74 CVEO Cert Cargo (1898)

Definition: (Washington State Patrol only) Assignment pay for Commercial Vehicle Officers and Commercial Vehicle Enforcement Officers of the Washington State Patrol. Instructors of Hazardous Materials/Dangerous Goods, defensive tactics, post collision/brake technician, CVSA course materials, firearms and EVOC will be compensation an additional $10.00 (ten dollars) per hour over and above regular salary and benefits for every hour engaged in giving instruction to or receiving re-certification or instructor training.

Group 'B' Certified Cargo Tank or Level VI Radioactive Materials Requirement

AP REF75 Heavy Equip (1932)

Definition: Assignment pay for heavy equipment mechanics, within the Equipment Technician series, required to regularly perform as part of their assigned duties hands-on mechanical maintenance, diagnostics, fabrication, calibration, and repair work on heavy equipment and vehicles greater than 26,000 GVW. Employee receives base salary plus twenty percent (20%) .

Group 'B' Heavy Equipment Mechanic Work Greater Than 26,000 GVW Requirement

AP REF75 Hvy Equip BasePy (1942)

Ap ref76 com tower (1936).

Definition: (Washington State Patrol only) Assignment pay for required work at heights above four feet at communication tower sites or at the same remote location supervising an employee performing these duties. Employee receives basic salary plus ten percent (10%) for a minimum of four (4) hours on each day they perform work at a remote communication tower site or are at the same remote location supervising an employee performing these duties. The higher rate of pay is not to be paid for travel to/from remote tower locations, and does not include administrative time. 

Group 'B' Communications Tower Maintenance Requirement

AP REF77A DSHS (1933)

Definition: (Department of Social and Health Services only) Assignment pay for Social Service Specialists 3, 4 and 5s who perform unannounced visits in unregulated environments, such as private residences, to conduct investigations for allegations of abuse and/or neglect of vulnerable adults. Employee receives base salary range plus ten percent (10%) . 

Group ‘A’ Job Classes: 351M, 351Q, 351R

AP REF77B DCYF (1934)

Definition: (Department of Children, Youth and Family Only) Assignment pay for Social Service Specialists 3, 4 and 5s who perform visits in unregulated environments, such as private residences, to conduct investigations for allegations of abuse and/or neglect to assess the safety of vulnerable children. Employee receives base salary range plus ten percent (10%) .

AP REF78 CJTC (1935)

Definition: (Criminal Justice Training Commission Only) Assignment pay for certified instructors of defensive tactics, firearms, taser, verbal tactics, and pistol maintenance. Employee will receive basic salary plus ten dollars ($10.00) per hour for every hour engaged in giving instruction in certification and re-certification training. 

Group ‘B’ Training Certification and Re-Certification Requirement

AP VAR Exceptions Base (1775)

Definition: Variable amount assignment pay added to an employee’s base salary when the employee’s salary has been Y-rated and the existing range based AP wage type would create an inaccurate computation. This exception may also be used by Department of Labor and Industries for apprentices and by Department of Ecology for WMS spill responders.

AP VAR Exceptions Hrly (1776)

Definition: Variable amount assignment pay given to an employee when the employee’s salary has been Y-rated and the existing hourly AP wage type would create an inaccurate computation. This exception may also be used for:

• Department of Labor and Industries apprentices,
• Department of Ecology WMS spill responders, and
• State Lottery Commission District Sales Representatives incentives.

Associates Degree (1019)

Definition: (Washington State Patrol & Department of Fish and Wildlife Only) Education incentive paid to qualifying employees who have an Associates degree from an accredited institution. Employee receives an additional two percent (2%) of monthly base rate of pay.

Bachelors Degree (1028)

Definition: (Washington State Patrol & Department of Fish and Wildlife Only) Education incentive paid to qualifying employees who have a Bachelors degree from an accredited institution. Employee receives an additional four percent (4%) of monthly base rate of pay.

Board Certification ARNP (1899)

Definition: (Department of Social & Health Services only) Additional pay for DSHS Behavior Health Administration ARNPs who obtain the ANCC Psychiatric Mental Health Board Certification. Employee receives one-time payment of two thousand five hundred dollars ($2,500.00) . Applies to ARNP Behavioral Health only.

Board Certification (1797)

Definition: Additional compensation for current board certification in an area relevant to patient care from an accredited program. Employee receives ten thousand dollars ($10,000.00) added to base rate and paid out in twelve (12) equal monthly installments each fiscal year and prorated based on one (1.0) full-time equivalent.

Cash Recognition (1146)

Definition:  Use this wage type to award cash recognition to an employee as a one-time payment. This wage type pays the recognition award through HRMS.

Cash recognition awards paid under this wage type are included in the legislatively-mandated annual Performance Based Incentives and Recognition Report prepared by State Human Resources.

Note:  Agencies should indicate the reason for the recognition, such as "Longevity", "Safety", or "EE Suggestion" in the Assignment Number text field on the Additional Payments (0015) infotype record.

CDL Renewal Reimb (1900)

Definition: Provide CDL renewal fee reimbursement; positions where a CDL is required. Employees recieve reimbursement up to two hundred dollars ($200.00) .

CDL Wellness Incentive (1188)

Definition: Payment for additional wellness incentive for bargaining unit employees required to have a Commercial Driver’s License (CDL) and who earn the annual wellness incentive in accordance with the Public Employee Benefits Board requirements. Employees receive one hundred twenty-five dollars ($125.00) .

Civil Commitment Unit (1920)

Definition: (Department of Corrections Only) Additional pay for eligible employees assigned to the Civil Commitment Unit. Employee receives basic salary plus five percent (5%) .

Community Response Unit (1919)

Definition: (Department of Corrections Only) Additional pay for eligible employees assigned to the Community Response Unit. Employee receives basic salary plus ten percent (10%) .

COVID19 Up-to-Date-Dues (1940)

Definition:  Lump sum payment for providing proof of being up-to-date with COVID-19 vaccinations, based on terms contained within applicable bargaining agreements or Title 357 WAC. Payment subject to union dues. Employee receives one thousand dollars ($1,000.00) paid in one-lump sum.

COVID19 Up-to-Date-No Due (1901)

Definition:  Lump sum payment for providing proof of being up-to-date with COVID-19 vaccinations, based on terms contained within applicable bargaining agreements or Title 357 WAC. Payment not subject to union dues. Employee receives one thousand dollars ($1,000.00) paid in one-lump sum.

DFW Longev prem 5-9 yrs (1906)

Definition:  (Department of Fish and Wildlife Only) Additional longevity pay as outlined in the CBA shall be added for all employees with five (5) through nine (9) years of commissioned service as a DFW enforcement officer. Employee receives base salary plus three percent (3%) based upon the top pay step of the salary schedule.

DFW Longev prem 10-14 yrs (1902)

Definition:  (Department of Fish and Wildlife Only) Additional longevity pay as outlined in the CBA shall be added for all employees with ten (10) through fourteen (14) years of commissioned service as an DFW enforcement officer. Employee will receive base pay plus five percent (5%) .

DFW Longev prem 15-19 yrs (1903)

Definition:  (Department of Fish and Wildlife Only) Additional longevity pay as outlined in the CBA shall be added for all employees with fifteen (15) through nineteen (19) years of commissioned service as an DFW enforcement officer. Employee receives base salary plus seven percent (7%) .

DFW Longev prem 20-24 yrs (1904)

Definition:  (Department of Fish and Wildlife Only) Additional longevity pay as outlined in the CBA shall be added for all employees with twenty (20) through twenty-four (24) years of commissioned service as an DFW enforcement officer. Employee receives base salary plus nine percent (9%) .

DFW Longev prem 25 yrs+ (1905)

Definition:  (Department of Fish and Wildlife Only) Additional longevity pay as outlined in the CBA shall be added for all employees with twenty-five (25) or more years of commissioned service as an DFW enforcement officer. Employee receives base salary plus ten percent (10%) .

DFW Pierce (1907)

Definition:  (Department of Fish & Wildlife only) Premium pay for employees assigned to a permanent duty station in Pierce county. Employee receives base salary plus two percent (2%) .

DFW Snohomish (1908)

Definition:  (Department of Fish & Wildlife only) Premium pay for  employees assigned to a permanent duty station in Snohomish county. Employee receives base salary plus three percent (3%) .

Dog/Equine Handler Day Off (1768)

Definition: Compensation payable to eligible service dog and equine handlers for the care of the animal on the handler’s scheduled day off. Employees receive twenty-five dollars ($25.00) per day.

Dog Handler (1782)

Definition: Compensation equivalent to the State’s minimum wage payable to employees required to care for the dog in their charge while they are off duty. Paid time includes, but is not limited to, time required for daily feeding, exercising, grooming and emergency health care of the dog, and care and cleaning of the kennel. Employees receive  sixteen dollars twenty-eight cents ($16.28)  per hour.

Dog Handler OT (1884)

Definition: Compensation equivalent to the State’s minimum wage multiplied by 1.5 payable to employees required to care for the dog in their charge while they are off duty and in overtime status . Paid time includes, but is not limited to, time required for daily feeding, exercising, grooming and emergency health care of the dog, and care and cleaning of the kennel. Employees receive  twenty-four dollars forty-two cents ($24.42) per hour.

DSHS Preceptor Pay (1806)

Definition: (Department of Social and Health Services Only) Additional pay given to experienced nurses assigned and performing precepting duties. Employee receives basic salary plus one dollar fifty cents ($1.50) per hour when engaged in precepting duties.

Duty Pay 10% of Base-4051 (1909)

Definition: (WSDOT Marine Only) Additional pay for employees required to participate in Duty rotation. The daily rate of pay is ten percent (10%) of monthly base wage across a seven day week.

EMS Performance Comp (1151)

Definition:  Use this wage type to award a one-time payment to an at-will employee to recognize outstanding performance for the achievement of predefined work goals.

Performance compensation paid under this wage type are included in the legislatively-mandated annual Performance Based Incentives and Recognition Report prepared by State Human Resources.

Extra Duty Hrs workd 1.25 (1693)

Definition: (Department of Social and Health Services Western State and Eastern State Hospital Only) Additional pay for psychiatrists covered by the Coalition Master Agreement for working “extra duty” hours for 180 days beginning December 1, 2015, and may be extended for an additional 180 days by DSHS if the psychiatrist vacancies are not filled. Employees receive one hundred twenty-five percent (125%) of their regular rate of pay.

Float Pool Premium Pay (1807)

Definition: Additional pay given to employees in designated float pool positions. Employee receives basic salary plus three dollars ($3.00) per hour for all hours in pay status.

Higher Lvl Duties 2 Rng (1783)

Definition: Additional pay for employees who have been assigned the full scope of duties and responsibilities of a higher classification in accordance with their collective bargaining agreement. Employee receives basic salary range plus two (2) ranges.

Higher Lvl Duties 4 Rng (1784)

Definition: Additional pay for employees who have been assigned the full scope of duties and responsibilities of a higher classification in accordance with their collective bargaining agreement. Employee receives basic salary range plus four (4) ranges.

Higher Lvl Duties Var (1785)

Definition: Additional pay for employees who have been assigned the full scope of duties and responsibilities of a higher classification in accordance with their collective bargaining agreement. Employee receives basic salary range plus a variable percent as appropriate.

IBU Passenger Counting (1714)

Definition: (WSDOT Marine Only) Compensation for counting passengers. Employee receives an additional five percent (5%) of base rate per hour.

Intern Watch Crew (1097)

Definition: (WSDOT Marine Only) $1.50 per hour for all hours worked when a WSF employee is assigned to an internship watch crew.

ITPS Supervisor Premium (1115)

Definition: Premium pay for employees within the Information Technology Professional Structure in the Entry, Journey, Senior/Specialist levels who are permanently assigned supervisory duties. Employee receives basic salary plus five (5) percent.

Note: Employees receiving this supervisor premium must have reporting relationships setup on their position identifying the positions they supervise.

King Co Premium Pay (1102)

Definition: Premium pay for employees permanently assigned to a duty station located in King County. Employee receives basic salary plus five (5) percent.

L&I Risk Class Code (1103)

Definition: Additional pay given annually to eligible employees assigned to Labor and Industries risk class code 7200 or 7201. Employee receives five hundred dollars ($500.00) and payment is treated as wages.

Lump Sum - No Union Dues (1912)

Definition: Additional lump sum payment to eligible employees, based on terms contained within applicable bargaining agreements, Title 357 WAC, or enacted budgets. Payment not subject to union dues. 

MEBA Wage Supplement (1168)

Definition: (WSDOT Marine Only) Employee receives wage supplement of an additional sixty dollars ($60) per day for up to 90 days.

Nurse Preceptor Premium (1914)

Definition: (Teamsters 117 DOC only) Nurse preceptor premium pay for Nurses while they are assigned as mentors. Employee will receive additional two dollars fifty cents ($2.50) per hour. 

Oiler License - 4051 (1915)

Definition: (WSDOT Marine Only) Premium pay for oilers who have their Assistant Engineer license or above. Employee receives basic salary plus ten percent (10%) .

OT Shift Df 1.50 all (1916)

Definition: Supplemental shift premium paid to eligible employees assigned to specific job classifications or related job classes requiring licensures. Employee receives additional  one dollar fifty cents ($1.50) per eligible hour worked in overtime status.

OT Shift Df 2.50 all (1941)

Definition: Use this wage type to pay:

• shift premium paid to employees in overtime status; or
• supplemental shift premium paid to eligible employees assigned to specific job classifications or related job classes requiring licensures.

Employee receives additional two dollar fifty cents ($2.50) per eligible hour worked in overtime status.

OT Shift Df 4.00 all (1917)

Definition: Supplemental shift premium paid to eligible employees assigned to specific job classifications or related job classes requiring licensures. Employee receives additional  four dollars ($4.00) per eligible hour worked in overtime status.

PE Licensure Lump Sum (1108)

Definition: (Department of Transportation Only) Additional pay given to employees in Transportation Engineer 2 and Transportation Engineer 3 job classes who achieve their Professional Engineer license. Employee receives five thousand dollars ($5,000.00) paid in one-lump sum.

Prison Backfill Rentention (1921)

Definition: (Department of Corrections Only) Retention bonus awarded to employees identified as essential and could be deployed to backfill in prisons. Employee recieves retention bonus of three percent (3%) of base pay.

Psych Hiring Incentive (1113)

Definition: (Department of Social and Health Services Only) Additional pay for newly hired psychiatrists as part of a recruitment incentive. Up to ten thousand dollars ($10,000.00) will be paid upon hiring into a permanent appointment. Payment is made following a prescribed schedule within a permanent position.

Qualified Assessor (1098)

Definition: (WSDOT Marine Only) $2.00 per hour when a WSF employee has received a Qualified Assessor’s endorsement through the National Maritime Center and has an intern on their watch.

Rec/Ret Over 15% Base (1771)

Definition: Compensation approved by the State HR Director which exceeds 15% of the employee’s base salary to support the recruitment and/or retention of a specific position . Additional pay is not part of base salary and is to be used only as long as the circumstances it is based on are in effect.

Rec/Ret Over 15% Lump (1774)

Definition: Compensation approved by the State HR Director which exceeds 15% of the employee’s base salary to support the recruitment and/or retention of a specific position . In advance of authorizing a lump sum recruitment or retention payment, employers must establish express conditions in writing for the payment, including a specified period of employment or continue employment.

Rec/Ret Up to 15% Base (1770)

Definition: Compensation up to 15% of the employee’s base salary as approved by the agency to support the recruitment and/or retention of a specific position . Additional pay is not part of base salary and is to be used only as long as the circumstances it is based on are in effect.

Rec/Ret Up to 15% Lump (1773)

Definition: Additional lump sum payment up to 15% of the employee’s base salary as approved by the agency to support the recruitment and/or retention of a specific position . In advance of authorizing a lump sum recruitment or retention payment, employers must establish express conditions in writing for the payment, including a specified period of employment or continue employment.

WMS Only: OFM State HR Director approval required.

Recog Cash Equiv (1131)

Definition:  Use this wage type to tax an employee who has been awarded recognition in the form of cash and cash-equivalent benefit, paid outside of HRMS, such as a separate award check, gift card, or gift certificate. This wage type allows HRMS to appropriately tax the value of the amount without adding additional funds to their paycheck.

Cash and cash-equivalent recognition awards taxed under this wage type are included in the legislatively-mandated annual Performance Based Incentives and Recognition Report prepared by State Human Resources.

Recruitment/Retention (1132)

Definition:  Recruitment and retention incentive based on terms contained within applicable bargaining agreements. 

Recruit/Ret Inc-No Union (1913)

Definition:  Additional lump sum payment to eligible employees for recruitment and/or retention purposes, based on terms contained within applicable bargaining agreements, Title 357 WAC, or enacted budgets. Payment not subject to union dues. 

Referral Incentive (1133)

Definition: Referral incentive based on terms contained within applicable bargaining agreements.

Relief WCSupr 4% - 4051 (1781)

Definition: (WSODT Marine Only) Compensation when a Watch Center Supervisor (WCS) relieves another WCS who is on leave. Employee receives an additional four percent ( 4.0%) of base rate per hour.

Remote Work Allowance (1119)

Definition:  Compensation payable to eligible employees for an authorized remote work allowance.

Note: This wage type is not to be used for employees in executive branch entities that report to the Governor and/or employees who fall within the scope and authority of the State Human Resources Director to establish and adjust compensation plans. If you have questions, please contact State Human Resources. 

Represented Lump Sum Pmt (1194)

Definition:  Additional lump sum payment to represented staff as authorized within collective bargaining agreements and payable upon applicable contract terms.

SCC Work Premium Pay (1104)

Definition: Additional pay given to employees assigned to work on McNeil Island at the Special Commitment Center when physically working on the island. Employee receives ten dollars ($10.00) per day physically working on the island.

Shft Dff $2.50 all Agys (1924)

Definition:  Shift premium paid to eligible employees for hours worked entitled to shift premium. Employee receives additional  two dollars fifty cents ($2.50) per eligible hour worked.

Shift df $2.50 Nurses (1106)

Definition: (Teamsters Local 117 Only) Shift premium paid to employees assigned Certified Nursing Assistant, Medical Assistant, Nurses, and related job classes requiring licensure as a nurse, and licensed practical nurses. Employee receives additional two dollars fifty cents ($2.50) per hour shift differential for evening shift and night shift work.

Shift df $2.50 Nurses OT (1111)

Definition: (Teamsters Local 117 Only) Shift premium paid to employees assigned Certified Nursing Assistant, Medical Assistant, Nurses, and related job classes requiring licensure as a nurse, and licensed practical nurses in overtime status. Employee receives additional two dollars fifty cents ($2.50) per hour shift differential for evening shift and night shift work in overtime status.

ShipyrdCmpt OT 1.5-4051 (1885)

Definition: (WSDOT Marine Only) Shipyard competent employees receive a ten percent (10%) per hour premium while performing such duties. While performing this work in OT-1.5 status, employee receives the OT rate, and this becomes a fifteen percent (15%) premium on the hourly rate (1.5 x 10%).

ShipyrdCmpt OT 2.0-4051 (1886)

Definition: (WSDOT Marine Only) Shipyard competent employees receive a ten percent (10%) per hour premium while performing such duties. While performing this work in OT-1.5 status, employee receives the OT rate, and this becomes a twenty percent (20%) premium on the hourly rate (2.0 x 10%).

Specialty Team Premium (1925)

Definition: (Teamsters 117 DOC only) Additional pay for being a member of a specialty team. Employee receives basic salary plus two (2) ranges .

Standby $100/day (1112)

Definition: Additional payment given to overtime-exempt health services classes identified within collective bargaining agreement(s) when placed into standby status. Employee receives one hundred dollars ($100.00) per day placed in standby status.

Student Loan Repayment (1809)

Definition: (Department of Social and Health Services Only) Tuition loan repayments for medical physicians and psychiatrists employed between July 1, 2019 and June 30, 2021 at Western State Hospital or Eastern State Hospital. Up to twenty-five thousand dollars ($25,000.00) per qualified employee is allowed upon proof of debt.

Supplement Shift Df (1937)

Definition: Supplemental shift premium paid on the basic pay screen (0008) instead of by hour on the CATS screen.

Supplement Shift Df 1.50 (1926)

Definition: Supplemental shift premium paid to eligible employees assigned to specific job classifications or related job classes requiring licensures. Employee receives additional  one dollar fifty cents ($1.50) per eligible hour worked in regular pay status.

Supplement Shift Df 2.50 (1927)

Definition: Supplemental shift premium paid to eligible employees assigned to specific job classifications or related job classes requiring licensures. Employee receives additional  two dollars fifty cents ($2.50) per eligible hour worked in regular pay status.

Supplement Shift Df 4.00 (1928)

Definition:  Supplemental shift premium paid to eligible employees assigned to specific job classifications or related job classes requiring licensures. Employee receives additional  four dollars ($4.00) per eligible hour worked in regular pay status.

Term Lead Acting as Supv (1789)

Definition: (WSDOT Marine Only) Compensation for Terminal Lead Positions when acting on behalf of an unavailable supervisor. Employee receives an additional five and one-quarter percent (5.25%) of base rate per hour.

Tool Allowance (Variable) (1939)

Definition:  Tool allowance for employees who are required by their employer to provide their own tools to perform their work. Employee can receive up to one thousand two hundred dollars ($1,200) per fiscal year as allowed by CBA language.

Training Premium-4051 (1892)

Definition: (WSDOT Marine Only) Premium pay for employees assigned to train another employee. Employee receives an additional one dollar ($1.00) per hour.

Training Sergeant Premium (1929)

Definition: (Department of Corrections only) Premium pay for trainers in the COFTD program. Employee receives base salary plus three percent (3%) . 

Travel Notice Penalty (1918)

Definition: (PROTEC17 only) If the employer requires overnight travel of an overtime-eligible employee without giving at least seven (7) days’ notice, employees will be paid one and one-half (1.5) times their base rate for the duration of the notice period not to exceed eight (8) hours.

VAR Draw Duty (1780)

Definition: (State Lottery Commission Only) (Special Range J) Hourly pay awarded to employees assigned to draw lottery numbers.

VAR Emergency Ops/Fire (1778)

Definition: Additional pay for performing fire suppression duties or other emergency/disaster duties. The amount is added to an employee’s regular rate for each hour worked.

VAR Emergency Ops/Fire OT (1779)

Definition: Additional pay for performing fire suppression duties or other emergency/disaster duties while in overtime status . The amount is added to an employee’s regular rate for each hour worked.

WFSE-Maint of Membership (4575)

Definition: Payment to the Washington Federation of State Employees (WFSE) for union dues. WFSE must provide authorization to cease payment of dues through this deduction code.

WSP Auto Theft of the YR (1048)

Definition: (Washington State Patrol Only) Specialty pay for the WSP Trooper selected as Auto Theft Trooper of the Year. Employee receives an additional three percent (3%) of monthly base rate of pay for twelve months.

Recognition awards paid under this wage type are included in the legislatively-mandated annual Performance Based Incentives and Recognition Report prepared by State Human Resources.

WSP BAC Technician (1794)

Definition: (Washington State Patrol Only) Specialty pay for employees designated as Breath Alcohol Concentration (BAC) Technicians. Employees receive an additional three percent (3%) of monthly base rate of pay.

WSP Cert Recon (1099)

Definition: (Washington State Patrol Only) Specialty pay for employees who are certified reconstructionist. Employees receive an additional three percent (3%) of monthly base rate of pay.

WSP Cert Tech of the Year (1025)

Definition: (Washington State Patrol Only) Specialty pay for the WSP Trooper selected as Certified Technician of the Year. Employee receives an additional three percent (3%) of monthly base rate of pay for twelve months.

WSP Cert Tech Specialist (1100)

Definition: (Washington State Patrol Only) Specialty pay for employees certified as technical specialists. Employees receive an additional two percent (2%) of monthly base rate of pay.

WSP Drug Recog Expert (1096)

Definition: (Washington State Patrol Only) Specialty pay for employees certified as Drug Recognition Experts (DRE). Employees receive an additional two percent (2%) of monthly base rate of pay.

WSP FTOP Lt. 5% (1101)

Definition: (Washington State Patrol Only) Premium pay for Lieutenants when performing the work of a field training officer. Employee receives an additional five percent (5%) of monthly base rate of pay for hours worked as a FTO.

WSP FTOP Lt. OT (1114)

Definition: (Washington State Patrol Only) Premium pay for Lieutenants when performing the work of a field training officer in overtime status. Employee receives overtime rate plus five percent (5%) for hours worked in overtime status as a FTO.

WSP FTOP Sgt (1651)

Definition: (Washington State Patrol Only) Premium pay for Sergeants when performing the work of a field training officer. Employee receives an additional ten percent (10%) of their regular rate of pay for all hours worked as a FTO.

WSP FTOP Sgt OT(1664)

Definition: (Washington State Patrol Only) Premium pay for Sergeants when performing the work of a field training officer in overtime status. Employee receives overtime rate plus  ten percent (10%)  for hours worked in overtime status as a FTO.

WSP RDF (1931)

Definition: (Washington State Patrol Only) Premium pay for employees assigned to the Rapid Deployment Force (RDF). Employee receives an additional five percent (5%) for all hours deployed with RDF.

WSP Trooper of the year (1024)

Definition: (Washington State Patrol Only) Specialty pay for the WSP Trooper selected as Trooper of the Year. Employee receives an additional three percent (3%) of monthly base rate of pay for twelve months.

WTO R Alt Staff Chief Eng (1671)

Definition: (WSDOT Marine Only) Stipend given to Alternate Staff Chief Engineer for performing running watch turnover duties. Employee receives eight dollars and forty-one cents ($8.41) per hour.

WTO R Asst Engineer (1674)

Definition: (WSDOT Marine Only) Stipend given to Assistant Engineer for performing running watch turnover duties. Employee receives six dollars and ninety-five cents ($6.95) per hour.

WTO R Chief Engineer (1672)

Definition: (WSDOT Marine Only) Stipend to Chief Engineer for performing running watch turnover duties. Employee receives eight dollars and twenty-five cents ($8.25) per hour.

WTO R Oiler (1676)

Definition: (WSDOT Marine Only) Stipend given to Oilers for performing running watch turnover duties. Employee receives four dollars and seventy-one cents ($4.71) per hour.

WTO R Relief Asst Eng (1675)

Definition: (WSDOT Marine Only) Stipend given to Relief Assistant Engineer for performing running watch turnover duties. Employee receives eight dollars and thirty-seven cents ($8.37) per hour.

WTO R Relief Chief Eng (1673)

Definition: (WSDOT Marine Only) Stipend given to Relief Chief Engineer for performing running watch turnover duties. Employee receives nine dollars and ninety-five cents ($9.95) per hour.

WTO R Relief Oiler (1677)

Definition: (WSDOT Marine Only) Stipend given to Relief Oilers for performing running watch turnover duties. Employee receives five dollars and sixty-nine cents ($5.69) per hour.

WTO R Relief Yard Oiler (1668)

Definition: (WSDOT Marine Only) Stipend given to Relief Yard Oiler for performing running watch turnover duties. Employee receives five dollars and ninety-seven cents ($5.97) per hour.

WTO R Staff Chief Eng (1670)

Definition: (WSDOT Marine Only) Stipend given to Staff Chief Engineer for performing running watch turnover duties. Employee receives ten dollars and eighty-seven cents ($10.87) per hour.

WTO R Wiper (1679)

Definition: (WSDOT Marine Only) Stipend given to Wipers for performing running watch turnover duties. Employee receives four dollars and sixteen cents ($4.16) per hour.

WTO R Yard Oiler (1678)

Definition: (WSDOT Marine Only) Stipend given to Yard Oilers for performing running watch turnover duties. Employee receives four dollars and ninety-eight cents ($4.98) per hour.

WTO R Yard Wiper (1680)

Definition: (WSDOT Marine Only) Stipend given to Yard Wipers for performing running watch turnover duties. Employee receives four dollars and thirty-seven cents ($4.37) per hour.

WTO S Alt Staff Chief Eng (1682)

Definition: (WSDOT Marine Only) Stipend given to Alternate Staff Chief Engineer for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives four dollars and twenty-one cents ($4.21) per hour.

WTO S Asst Engineer (1685)

Definition: (WSDOT Marine Only) Stipend given to Assistant Engineer for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives three dollars and fifty cents ($3.50) per hour.

WTO S Chief Engineer (1683)

Definition: (WSDOT Marine Only) Stipend given to Chief Engineer for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives four dollars and thirteen cents ($4.13) per hour.

WTO S Oiler (1687)

Definition: (WSDOT Marine Only) Stipend paid to Oilers for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives two dollars and forty-one cents ($2.41) per hour.

WTO S Relief Asst Eng (1686)

Definition: (WSDOT Marine Only)  Stipend given to Relief Assistant Engineer for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives four dollars and twenty cents ($4.20) per hour.

WTO S Relief Chief Eng (1684)

Definition: (WSDOT Marine Only) Stipend given to Relief Chief Engineer for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives four dollars and ninety-eight cents ($4.98) per hour.

WTO S Relief Oiler (1688)

Definition: (WSDOT Marine Only) Stipend given to Relief Oilers for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives two dollars and eighty-five cents ($2.85) per hour.

WTO S Relief Yard Oiler (1669)

Definition: (WSDOT Marine Only) Stipend given to Relief Yard Oiler for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives two dollars and ninety-nine cents ($2.99) per hour.

WTO S Staff Chief Eng (1681)

Definition: (WSDOT Marine Only) Stipend given to Staff Chief Engineer for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives ten dollars and eighty-seven cents ($10.87) per hour.

WTO S Wiper (1690)

Definition: (WSDOT Marine Only) Stipend given to Wipers for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives two dollars and seven cents ($2.07) per hour.

WTO S Yard Oiler (1689)

Definition: (WSDOT Marine Only) Assignment pay given to Yard Oilers for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives two dollars and forty-seven cents ($2.47) per hour.

WTO S Yard Wiper (1691)

Definition: (WSDOT Marine Only) Stipend given to Yard Wipers for performing commercial shipyard or Eagle Harbor watch turnover duties. Employee receives two dollars and twenty-one cents ($2.21) per hour.

Obsolete Wage Types

To retain data integrity in reporting, the following obsolete Wage Types must not be used under any circumstance :

• Acting Assistant Chief (1660)
• AP REF 1 Pat Res S/T/C (1696)
• AP REF 3A SCUBA (1698)
• AP REF 4 PBX/Tel Suprvsn (1700)
• AP REF 7 171-H/28-D (1705)
• AP REF 9 Floor Care Crew (1708)
• AP REF10 Out of State (1709)
• AP REF11 Core Curriculum (1710)
• AP REF14 Bridge Paint Ins (1713)
• AP REF17 Non Truck Dr (1717)
• AP REF19 Bus Driver (1722)
• AP REF20 Asbestos (1724)
• AP REF21 Tacoma Narrows (1726)
• AP REF22 UBIT/Bridge Deck (1728)
• AP REF24A Perm Spill (1730)
• AP REF25 CrimeLab Support (1732)
• AP REF26 Fish Hauling (1733)
• AP REF29 GroupC Loc  3 Rg (1738)
• AP REF29 GroupC Loc  4 Rg (1739)
• AP REF29 GroupC Loc  5 Rg (1740)
• AP REF29 GroupC Loc  6 Rg (1741)
• AP REF29 GroupC Loc  7 Rg (1742)
• AP REF29 GroupC Loc  8 Rg (1743)
• AP REF29 GroupC Loc  9 Rg (1744)
• AP REF29 GroupC Loc 10 Rg (1745)
• AP REF29 GroupC Loc 11 Rg (1746)
• AP REF29 GroupC Loc 12 Rg (1799)
• AP REF29 GroupC Loc 13 Rg (1800)
• AP REF29 GroupC Loc 14 Rg (1801)
• AP REF29 GroupC Loc 15 Rg (1802)
• AP REF29 GroupC Loc 16 Rg (1755)
• AP REF30 Computer Audit (1747)
• AP REF31 Sandstone (1748)
• AP REF32 McNeil Fuel Oil (1750)
• AP REF33 Tech Audit (1752)
• AP REF34 Firearm (1753)
• AP REF35 Pres Steward (1754)
• AP REF36 Back Flow (1756)
• AP REF40 I-90 Tunnel (1762)
• AP REF40 I-90 Tunnel (1859)
• AP REF41 Flt/ClassB Drug (1763)
• AP REF43 EDL Course (1767)
• AP REF48 Illeg Encamp (1692)
• AP REF51 HIGH VOLTAGE (1791)
• AP REF53 LEO FTO (1792)
• AP REF54 LIC SPRAY OPS (1793)
• AP REF55 DSHS FIRESUPRSN (1704)
• AP REF56 HAZARDOUS WORK (1777)
• AP REF59 Speclty Teams (1706)
• AP REF60 FTO (1707)
• AP REF61 CISM WFSE-DOC (1712)
• AP REF65 Specialty Teams (1872)
• Assignment Pay $2.44-4610 (1612)
• Assignment Pay $5 SM all (1016)
• Assignment Pay $7.5-all (1609)
• Assignment pay $8.5-all (1610)
• Assignment Pay 10.0%-all (1603)
• Assignment Pay 12.5%-all (1604)
• Assignment Pay 2.5% all (1011)
• Assignment Pay 2.5%-all (1601)
• Assignment Pay 3% all (1015)
• Assignment Pay 5% all (1012)
• Assignment Pay 5.0%-all (1602)
• Assignment Pay 7.5% all (1013)
• Assignment Pay by Range (1007)
• Assignmnt Pay Vry Amt-all (1611)
• Assn pay $7.5 OT-all agys (1639)
• assn pay $8.5 OT-all agys (1640)
• Assn Pay 10.0% OT-all agy (1633)
• Assn Pay 12.5% OT-all agy (1634)
• Assn Pay 2.5% OT -all agy (1631)
• Assn Pay 3.0% OT-all agys (1635)
• Assn Pay 5.0% OT-all agys (1632)
• Assn Pay Vry Amt OT-all (1641)
• Assn/Act pay Ot Var % (1636)
• Bike Patrol – 5500 (1619)
• Bike Patrol 0.5 OT-5500 (1649)
• Dual Language 5% all (1018)
• Dual Language 5% OT-all (1638)
• Dual Language 5%-all agys (1608)
• DutyPay 5 - $80 - 4051 (1815)
• DutyPay 4 - $100 - 4051 (1816)
• DutyPay 3 - $133 - 4051 (1817)
• DutyPay 2 - $200 - 4051 (1818)
• DutyPay 1 - $400 - 4051 (1819)
• Frway park Garage.50 5500 (1615)
• Frway prk Garg.50 OT-5500 (1645)
• GrpC Loc AssignPy by Rng (1008)
• Hazardous Materials Prem (1077)
• Hrly Var Assignment Pay (1045)
• Instructor - 10.00 (1622)
• Lead assign pay 1.25 5500 (1616)
• Lead Assign pay 2.5 5500 (1623)
• Lead assn py 1.25 OT-5500 (1646)
• Machinists CDL Prem Pay (1078)
• METROPOLITIAN LIFE (2771)
• OT Prem Assn- 4050 (1637)
• OT Shift Df Hrly all Agys (1079)
• Painter sp chem 1.00-5500 (1617)
• Performance Recognition (1170)
• Penalty confined sp 4051 (1074)
• Pnter spc chm 1.0 OT-5500 (1647)
• Recruit/Retent Premium (1621)
• Reg prm hrs Assn-4050 (1607)
• Salaried Var Assign Pay (1046)
• Schedule Chg Penalty Pay (1264)
• Scrty Ctrl rm 1.1 OT-5500 (1648)
• Sec Control rm 1.35-5500 (1618)
• Shift Diff $0.65 all Agys (1058)
• Qualified Moving Expense (1512)
• WMS Lumpsum recognition (1141)
• WSP Assignment Pay 3.0% (1605)

Definition: Identifies an employee’s scheduled working hours and how the hours are distributed for a specific period. This field, in conjunction with Employment Percent, establishes the employee’s daily work schedule. The daily work schedule sets the number of hours available for work or leave taken each day.

Note: There will not be a Work Schedule Rule in HRMS for every possible work schedule. When an employee’s schedule does not exist in HRMS, use a Work Schedule Rule that best fits.

• An employee is scheduled to work Monday through Friday, 7:30 a.m. – 4:30 p.m. Their Work Schedule Rule is set to 5-8s: M-F 8 hpd (FULL). With Employment Percent set to 100%, their daily work schedule would be Sun 0, Mon 8, Tues 8, Wed 8, Thurs 8, Fri 8, and Sat 0 each week.
• An employee is scheduled to work 80 hours over two weeks, with every other Friday off. Their Work Schedule Rule is set to 2Wk:M-Th 9, F 8, 2nd F 0 (R045). With Employment Percent set to 100%, their daily work schedule would be Sun 0, Mon 9, Tues 9, Wed 9, Thurs 9, Fri 8, and Sat 0 the first week and Sun 0, Mon 9, Tues 9, Wed 9, Thurs 9, Fri 0, and Sat 0 the second week. Note: For employees on a two-week schedule, the Work Schedule Rule will depend on the start date and the week of the employee’s flex day. Use the Work Schedule button on the Planned Working Time (0007) infotype to display the work schedule in a calendar view; and determine which Work Schedule Rule aligns with the employee’s work schedule, including flex days off.
• An employee is scheduled to work varying hours. Their Work Schedule Rule is set to 24/7: M-Sn, 24 hpd (R030). With Employment Percent set to 100%, their daily work schedule would be Sun 24, Mon 24, Tues 24, Wed 24, Thurs 24, Fri 24, and Sat 24 each week.

Definition:  Use Workforce Indicator to identify a job's type of employment.  The Workforce Indicator is assigned to each job class code in HRMS by State Human Resources. Positions and employees inherit the Workforce Indicator from the Job.

Workforce Indicator is the primary source of data for "types of employment" headcounts in enterprise reports.

Infotype:  Job Relationships (1001)

Relationship Type: Is assigned to (A 108)

At-Will (80148586)

Definition: Positions exempt from RCW 41.06 Civil Service Law. Incumbents serve at the pleasure of the appointing authority and are not covered under a bargaining agreement or regulation.

Abbreviation: AW

At-Will Governor’s Pool (80148587)

Definition: Positions under RCW 41.06.070(3) which provides for additional exempt positions limited to 1% of employees in classified service for the identified agencies.

Abbreviation: AWGP

At-Will State Officials’ Salaries (80171189)

Definition: Positions exempt from RCW 41.06 Civil Service Law and administered under the salary setting authority of RCW 43.03.028(1). Incumbents serve as the Agency Head at the pleasure of the appointing authority.

Abbreviation: AWSOSA

Classified WA General Service (80148588)

Definition: All positions in state service not exempt from the provisions of RCW 41.06 Civil Service Law. (WAC 357-01-085)

Abbreviation: CWGS

Classified WMS (80148589)

Definition: Positions under the jurisdiction of the Washington Management Service personnel system, RCW 41.06.022 and 41.06.500. (WAC 357-01-365)

Abbreviation: CWMS

Non Classified Covered (80148590)

Definition: Positions exempt from RCW 41.06 Civil Service Law but covered under a bargaining agreement or regulation.

Abbreviation: NCC

Not Assigned (80148591)

Definition: Positions for Board/Commission members and non-state employees such as Washington Conservation Corp, retired fire fighters, reservists, and work study students who receive payment(s) from the state payroll system (HRMS).

Abbreviation: NA

Definition: The average number of hours an employee works in one payroll period based on 2,088 full-time working hours in a calendar year. For indirectly valued employees with an hourly Employee Subgroup, this field calculates their Annual Salary and Base Rate / Hourly Wage once the range and step are entered.

Note: Capacity Utilization Level and Working Hours per Payroll Period should be aligned.

• A part-time employee with a monthly Employee Subgroup is expected to work thirty hours per week. Their Capacity Utilization Level is 75%, and their Working Hours per Payroll Period is 65.25 semi-monthly. Their Annual Salary and Pay Period Salary (wage type 1003) should reflect 75% of the full-time salary.

Definition:  Identifies the employee’s work county for unemployment insurance reporting. This field should reflect the employee’s primary work location. 

Notes: Prior to the addition of the Unique Facility Identifier (UFI) address field in HRMS in 2016, Worksite was used to identify the employee’s work location. It is still shared with several downstream systems including, Statewide HR Database (SWHR), Salary Projection System (SPS), and Compensation Impact Model (CIM). It is also used in back end payroll processing. 

Infotype: Unemployment State (0209) – included in HRMS F1 Help 

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How To Navigate The Real Estate Assignment Contract

What is assignment of contract?

Assignment of contract vs double close

How to assign a contract

Assignment of contract pros and cons

Even the most left-brained, technical real estate practitioners may find themselves overwhelmed by the legal forms that have become synonymous with the investing industry. The assignment of contract strategy, in particular, has developed a confusing reputation for those unfamiliar with the concept of wholesaling. At the very least, there’s a good chance the “assignment of contract real estate” exit strategy sounds more like a foreign language to new investors than a viable means to an end.

A real estate assignment contract isn’t as complicated as many make it out to be, nor is it something to shy away from because of a lack of understanding. Instead, new investors need to learn how to assign a real estate contract as this particular exit strategy represents one of the best ways to break into the industry.

In this article, we will break down the elements of a real estate assignment contract, or a real estate wholesale contract, and provide strategies for how it can help investors further their careers. [ Thinking about investing in real estate? Register to attend a FREE online real estate class and learn how to get started investing in real estate. ]

What Is A Real Estate Assignment Contract?

A real estate assignment contract is a wholesale strategy used by real estate investors to facilitate the sale of a property between an owner and an end buyer. As its name suggests, contract assignment strategies will witness a subject property owner sign a contract with an investor that gives them the rights to buy the home. That’s an important distinction to make, as the contract only gives the investor the right to buy the home; they don’t actually follow through on a purchase. Once under contract, however, the investor retains the sole right to buy the home. That means they may then sell their rights to buy the house to another buyer. Therefore, when a wholesaler executes a contact assignment, they aren’t selling a house but rather their rights to buy a house. The end buyer will pay the wholesale a small assignment fee and buy the house from the original buyer.

The real estate assignment contract strategy is only as strong as the contracts used in the agreement. The language used in the respective contract is of the utmost importance and should clearly define what the investors and sellers expect out of the deal.

There are a couple of caveats to keep in mind when considering using sales contracts for real estate:

Contract prohibitions: Make sure the contract you have with the property seller does not have prohibitions for future assignments. This can create serious issues down the road. Make sure the contract is drafted by a lawyer that specializes in real estate assignment contract law.

Property-specific prohibitions: HUD homes (property obtained by the Department of Housing and Urban Development), real estate owned or REOs (foreclosed-upon property), and listed properties are not open to assignment contracts. REO properties, for example, have a 90-day period before being allowed to be resold.

What Is An Assignment Fee In Real Estate?

An assignment fee in real estate is the money a wholesaler can expect to receive from an end buyer when they sell them their rights to buy the subject property. In other words, the assignment fee serves as the monetary compensation awarded to the wholesaler for connecting the original seller with the end buyer.

Again, any contract used to disclose a wholesale deal should be completely transparent, and including the assignment fee is no exception. The terms of how an investor will be paid upon assigning a contract should, nonetheless, be spelled out in the contract itself.

The standard assignment fee is $5,000. However, every deal is different. Buyers differ on their needs and criteria for spending their money (e.g., rehabbing vs. buy-and-hold buyers). As with any negotiations , proper information is vital. Take the time to find out how much the property would realistically cost before and after repairs. Then, add your preferred assignment fee on top of it.

Traditionally, investors will receive a deposit when they sign the Assignment of Real Estate Purchase and Sale Agreement . The rest of the assignment fee will be paid out upon the deal closing.

Assignment Contract Vs Double Close

The real estate assignment contract strategy is just one of the two methods investors may use to wholesale a deal. In addition to assigning contracts, investors may also choose to double close. While both strategies are essentially variations of a wholesale deal, several differences must be noted.

A double closing, otherwise known as a back-to-back closing, will have investors actually purchase the home. However, instead of holding onto it, they will immediately sell the asset without rehabbing it. Double closings aren’t as traditional as fast as contract assignment, but they can be in the right situation. Double closings can also take as long as a few weeks. In the end, double closings aren’t all that different from a traditional buy and sell; they transpire over a meeter of weeks instead of months.

Assignment real estate strategies are usually the first option investors will want to consider, as they are slightly easier and less involved. That said, real estate assignment contract methods aren’t necessarily better; they are just different. The wholesale strategy an investor chooses is entirely dependent on their situation. For example, if a buyer cannot line up funding fast enough, they may need to initiate a double closing because they don’t have the capital to pay the acquisition costs and assignment fee. Meanwhile, select institutional lenders incorporate language against lending money in an assignment of contract scenario. Therefore, any subsequent wholesale will need to be an assignment of contract.

Double closings and contract assignments are simply two means of obtaining the same end. Neither is better than the other; they are meant to be used in different scenarios.

Flipping Real Estate Contracts

Those unfamiliar with the real estate contract assignment concept may know it as something else: flipping real estate contracts; if for nothing else, the two are one-in-the-same. Flipping real estate contracts is simply another way to refer to assigning a contract.

Is An Assignment Of Contract Legal?

Yes, an assignment of contract is legal when executed correctly. Wholesalers must follow local laws regulating the language of contracts, as some jurisdictions have more regulations than others. It is also becoming increasingly common to assign contracts to a legal entity or LLC rather than an individual, to prevent objections from the bank. Note that you will need written consent from all parties listed on the contract, and there cannot be any clauses present that violate the law. If you have any questions about the specific language to include in a contract, it’s always a good idea to consult a qualified real estate attorney.

When Will Assignments Not Be Enforced?

In certain cases, an assignment of contract will not be enforced. Most notably, if the contract violates the law or any local regulations it cannot be enforced. This is why it is always encouraged to understand real estate laws and policy as soon as you enter the industry. Further, working with a qualified attorney when crafting contracts can be beneficial.

It may seem obvious, but assignment contracts will not be enforced if the language is used incorrectly. If the language in a contract contradicts itself, or if the contract is not legally binding it cannot be enforced. Essentially if there is any anti-assignment language, this can void the contract. Finally, if the assignment violates what is included under the contract, for example by devaluing the item, the contract will likely not be enforced.

How To Assign A Real Estate Contract

A wholesaling investment strategy that utilizes assignment contracts has many advantages, one of them being a low barrier-to-entry for investors. However, despite its inherent profitability, there are a lot of investors that underestimate the process. While probably the easiest exit strategy in all of real estate investing, there are a number of steps that must be taken to ensure a timely and profitable contract assignment, not the least of which include:

Find the right property

Acquire a real estate contract template

Submit the contract

Assign the contract

Collect the fee

1. Find The Right Property

You need to prune your leads, whether from newspaper ads, online marketing, or direct mail marketing. Remember, you aren’t just looking for any seller: you need a motivated seller who will sell their property at a price that works with your investing strategy.

The difference between a regular seller and a motivated seller is the latter’s sense of urgency. A motivated seller wants their property sold now. Pick a seller who wants to be rid of their property in the quickest time possible. It could be because they’re moving out of state, or they want to buy another house in a different area ASAP. Or, they don’t want to live in that house anymore for personal reasons. The key is to know their motivation for selling and determine if that intent is enough to sell immediately.

With a better idea of who to buy from, wholesalers will have an easier time exercising one of several marketing strategies:

Direct Mail

Real Estate Meetings

Local Marketing

2. Acquire A Real Estate Contract Template

Real estate assignment contract templates are readily available online. Although it’s tempting to go the DIY route, it’s generally advisable to let a lawyer see it first. This way, you will have the comfort of knowing you are doing it right, and that you have counsel in case of any legal problems along the way.

One of the things proper wholesale real estate contracts add is the phrase “and/or assigns” next to your name. This clause will give you the authority to sell the property or assign the property to another buyer.

You do need to disclose this to the seller and explain the clause if needed. Assure them that they will still get the amount you both agreed upon, but it gives you deal flexibility down the road.

3. Submit The Contract

Depending on your state’s laws, you need to submit your real estate assignment contract to a title company, or a closing attorney, for a title search. These are independent parties that look into the history of a property, seeing that there are no liens attached to the title. They then sign off on the validity of the contract.

4. Assign The Contract

Finding your buyer, similar to finding a seller, requires proper segmentation. When searching for buyers, investors should exercise several avenues, including online marketing, listing websites, or networking groups. In the real estate industry, this process is called building a buyer’s list, and it is a crucial step to finding success in assigning contracts.

Once you have found a buyer (hopefully from your ever-growing buyer’s list), ensure your contract includes language that covers earnest money to be paid upfront. This grants you protection against a possible breach of contract. This also assures you that you will profit, whether the transaction closes or not, as earnest money is non-refundable. How much it is depends on you, as long as it is properly justified.

5. Collect The Fee

Your profit from a deal of this kind comes from both your assignment fee, as well as the difference between the agreed-upon value and how much you sell it to the buyer. If you and the seller decide you will buy the property for $75,000 and sell it for $80,000 to the buyer, you profit $5,000. The deal is closed once the buyer pays the full $80,000.

Assignment of Contract Pros

For many investors, the most attractive benefit of an assignment of contract is the ability to profit without ever purchasing a property. This is often what attracts people to start wholesaling, as it allows many to learn the ropes of real estate with relatively low stakes. An assignment fee can either be determined as a percentage of the purchase price or as a set amount determined by the wholesaler. A standard fee is around $5,000 per contract.

The profit potential is not the only positive associated with an assignment of contract. Investors also benefit from not being added to the title chain, which can greatly reduce the costs and timeline associated with a deal. This benefit can even transfer to the seller and end buyer, as they get to avoid paying a real estate agent fee by opting for an assignment of contract. Compared to a double close (another popular wholesaling strategy), investors can avoid two sets of closing costs. All of these pros can positively impact an investor’s bottom line, making this a highly desirable exit strategy.

Assignment of Contract Cons

Although there are numerous perks to an assignment of contract, there are a few downsides to be aware of before searching for your first wholesale deal. Namely, working with buyers and sellers who may not be familiar with wholesaling can be challenging. Investors need to be prepared to familiarize newcomers with the process and be ready to answer any questions. Occasionally, sellers will purposely not accept an assignment of contract situation. Investors should occasionally expect this, as to not get discouraged.

Another obstacle wholesalers may face when working with an assignment of contract is in cases where the end buyer wants to back out. This can happen if the buyer is not comfortable paying the assignment fee, or if they don’t have owner’s rights until the contract is fully assigned. The best way to protect yourself from situations like this is to form a reliable buyer’s list and be upfront with all of the information. It is always recommended to develop a solid contract as well.

Know that not all properties can be wholesaled, for example HUD houses. In these cases, there are often anti-assigned clauses preventing wholesalers from getting involved. Make sure you know how to identify these properties so you don’t waste your time. Keep in mind that while there are cons to this real estate exit strategy, the right preparation can help investors avoid any big challenges.

Assignment of Contract Template

If you decide to pursue a career wholesaling real estate, then you’ll want the tools that will make your life as easy as possible. The good news is that there are plenty of real estate tools and templates at your disposal so that you don’t have to reinvent the wheel! For instance, here is an assignment of contract template that you can use when you strike your first deal.

As with any part of the real estate investing trade, no single aspect will lead to success. However, understanding how a real estate assignment of contract works is vital for this business. When you comprehend the many layers of how contracts are assigned—and how wholesaling works from beginning to end—you’ll be a more informed, educated, and successful investor.

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Wholetailing: A Guide For Real Estate Investors

What is chain of title in real estate investing, what is a real estate fund of funds (fof), reits vs real estate: which is the better investment, multi-family vs. single-family property investments: a comprehensive guide, what is reverse wholesaling: a guide for real estate investors.

Home » Education » What is the Difference Between Homework and Assignment

What is the Difference Between Homework and Assignment

The main difference between homework and assignment is that homework is a task or a work assigned to a student generally by a teacher to be completed outside the classroom setting, most probably at home, while an assignment is a task assigned to a student to be completed within the course of a particular study.

Assignments and homework vary from one another due to a wide range of distinctive elements such as the objective or the purpose of the task, main functions, and the benefits received.

Key Areas Covered

1.  What is Homework     – Definition, Features 2.  What is Assignment      – Definition, Features 3.  Similarities Between Homework and Assignment      – Outline of Common Characteristics 4.  Difference Between Homework and Assignment     – Comparison of Key Differences

What is Homework

Homework refers to the tasks assigned to the students by the schoolteachers.  They expect students to carry out the task during non-school hours. Teachers often give homework to complete at home in order to make their students practice the learning material already taught. Their aim is to reinforce learning and facilitate the mastery of specific competencies and skills .

Sometimes, a student might get preparation assignments as homework. The purpose of such homework is to introduce the student to the study material that the teacher will present in future lessons. Furthermore, it would help students to obtain the maximum benefit once the new material is being taught in class.

On the other hand, homework sometimes facilitates the transfer of previously acquired skills to new situations. For example, the students might learn in class about factors that led to World war I. Then, as homework, the teacher would ask the students to find out the factors that led to World war II. Here, the teacher gives an integration homework, which requires the student to apply separately learned skills to create a single product, such as science projects, newspaper reports, or creative writing.

In addition, homework can be used to build up proper communication between parents and children, as a constructive method of punishment and also to make the parents aware of what is happening in school.

What is Assignment

If you are a student, you might think that it is not your responsibility to learn by yourself; rather, it is the job of the teacher to teach you. But, a teacher cannot teach every little thing in a particular unit or subject to the students.

Such a spoon-feeding method of imparting knowledge can negatively influence the learning capabilities and the academic career of a student. Especially in academic establishments such as colleges or universities, teachers expect the students do some research to grasp the untaught concepts and to explore the subject on their own instead of teaching everything to the students using a lecture method.

The actual purpose of giving assignments is to enhance the learning skills of the students.  This enables the students to occupy their brains more and more. Academic assignments improve the creativity of the students as they naturally acquire and learn a lot when they read or practice a subject or art on their own.  Therefore, the main reason for giving assignments is to provide the student with a platform to practice and explore knowledge about a subject on their own.

Similarities Between Homework and Assignment

• Both aim at enhancing the learning skills of the students.
• Teachers or professors assign them to the students.
• It is possible to grade both homework and assignments.

Difference Between Homework and Assignment

Homework is a work or a task assigned to a student by a teacher to be completed during a non-school hour, whereas an assignment is a task assigned to a student in the course of study. In contrast to homework, an assignment usually provides the student with a clue about the objectives of the assigned task.

The main purpose of an assignment is to help a student understand the studying process well. In contrast,  homework basically helps the student to improve his/her skills.

Main Function

An assignment can be used to figure out what should be taught, while homework is basically used to identify the challenges encountered by students on a particular topic. 

Some advantages of assignments include supporting students to revise a particular topic and boosting the students’ confidence, whereas homework becomes helpful in understanding a specific topic and when preparing for an exam.

In brief, the main difference between homework and assignment is that homework is assigned to be completed outside the classroom while assignments are assigned to be completed within the course of a particular study. Nonetheless, no matter how beneficial they can be, for most students, homework and assignments are a massive source of unhappiness and irritation.

1. Levy, Sandra. “ Why Homework Is Bad: Stress and Consequences .” Healthline , Healthline Media.

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About the Author: Anuradha

Anuradha has a BA degree in English, French, and Translation studies. She is currently reading for a Master's degree in Teaching English Literature in a Second Language Context. Her areas of interests include Arts and Literature, Language and Education, Nature and Animals, Cultures and Civilizations, Food, and Fashion.

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Understanding the Assignment of Mortgages: What You Need To Know

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A mortgage is a legally binding agreement between a home buyer and a lender that dictates a borrower's ability to pay off a loan. Every mortgage has an interest rate, a term length, and specific fees attached to it.

Written by Attorney Todd Carney .  Updated November 26, 2021

If you’re like most people who want to purchase a home, you’ll start by going to a bank or other lender to get a mortgage loan. Though you can choose your lender, after the mortgage loan is processed, your mortgage may be transferred to a different mortgage servicer . A transfer is also called an assignment of the mortgage. 

No matter what it’s called, this change of hands may also change who you’re supposed to make your house payments to and how the foreclosure process works if you default on your loan. That’s why if you’re a homeowner, it’s important to know how this process works. This article will provide an in-depth look at what an assignment of a mortgage entails and what impact it can have on homeownership.

Assignment of Mortgage – The Basics

When your original lender transfers your mortgage account and their interests in it to a new lender, that’s called an assignment of mortgage. To do this, your lender must use an assignment of mortgage document. This document ensures the loan is legally transferred to the new owner. It’s common for mortgage lenders to sell the mortgages to other lenders. Most lenders assign the mortgages they originate to other lenders or mortgage buyers.

Home Loan Documents

When you get a loan for a home or real estate, there will usually be two mortgage documents. The first is a mortgage or, less commonly, a deed of trust . The other is a promissory note. The mortgage or deed of trust will state that the mortgaged property provides the security interest for the loan. This basically means that your home is serving as collateral for the loan. It also gives the loan servicer the right to foreclose if you don’t make your monthly payments. The promissory note provides proof of the debt and your promise to pay it.

When a lender assigns your mortgage, your interests as the mortgagor are given to another mortgagee or servicer. Mortgages and deeds of trust are usually recorded in the county recorder’s office. This office also keeps a record of any transfers. When a mortgage is transferred so is the promissory note. The note will be endorsed or signed over to the loan’s new owner. In some situations, a note will be endorsed in blank, which turns it into a bearer instrument. This means whoever holds the note is the presumed owner.

Using MERS To Track Transfers

Banks have collectively established the Mortgage Electronic Registration System , Inc. (MERS), which keeps track of who owns which loans. With MERS, lenders are no longer required to do a separate assignment every time a loan is transferred. That’s because MERS keeps track of the transfers. It’s crucial for MERS to maintain a record of assignments and endorsements because these land records can tell who actually owns the debt and has a legal right to start the foreclosure process.

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Assignment of Mortgage Requirements and Effects

The assignment of mortgage needs to include the following:

The original information regarding the mortgage. Alternatively, it can include the county recorder office’s identification numbers. 

The borrower’s name.

The mortgage loan’s original amount.

The date of the mortgage and when it was recorded.

Usually, there will also need to be a legal description of the real property the mortgage secures, but this is determined by state law and differs by state.

Notice Requirements

The original lender doesn’t need to provide notice to or get permission from the homeowner prior to assigning the mortgage. But the new lender (sometimes called the assignee) has to send the homeowner some form of notice of the loan assignment. The document will typically provide a disclaimer about who the new lender is, the lender’s contact information, and information about how to make your mortgage payment. You should make sure you have this information so you can avoid foreclosure.

Mortgage Terms

When an assignment occurs your loan is transferred, but the initial terms of your mortgage will stay the same. This means you’ll have the same interest rate, overall loan amount, monthly payment, and payment due date. If there are changes or adjustments to the escrow account, the new lender must do them under the terms of the original escrow agreement. The new lender can make some changes if you request them and the lender approves. For example, you may request your new lender to provide more payment methods.

Taxes and Insurance

If you have an escrow account and your mortgage is transferred, you may be worried about making sure your property taxes and homeowners insurance get paid. Though you can always verify the information, the original loan servicer is responsible for giving your local tax authority the new loan servicer’s address for tax billing purposes. The original lender is required to do this after the assignment is recorded. The servicer will also reach out to your property insurance company for this reason.  

If you’ve received notice that your mortgage loan has been assigned, it’s a good idea to reach out to your loan servicer and verify this information. Verifying that all your mortgage information is correct, that you know who to contact if you have questions about your mortgage, and that you know how to make payments to the new servicer will help you avoid being scammed or making payments incorrectly.

Let's Summarize…

In a mortgage assignment, your original lender or servicer transfers your mortgage account to another loan servicer. When this occurs, the original mortgagee or lender’s interests go to the next lender. Even if your mortgage gets transferred or assigned, your mortgage’s terms should remain the same. Your interest rate, loan amount, monthly payment, and payment schedule shouldn’t change. 

Your original lender isn’t required to notify you or get your permission prior to assigning your mortgage. But you should receive correspondence from the new lender after the assignment. It’s important to verify any change in assignment with your original loan servicer before you make your next mortgage payment, so you don’t fall victim to a scam.

Attorney Todd Carney

Attorney Todd Carney is a writer and graduate of Harvard Law School. While in law school, Todd worked in a clinic that helped pro-bono clients file for bankruptcy. Todd also studied several aspects of how the law impacts consumers. Todd has written over 40 articles for sites such... read more about Attorney Todd Carney

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Students' Achievement and Homework Assignment Strategies

Rubén fernández-alonso.

1 Department of Education Sciences, University of Oviedo, Oviedo, Spain

2 Department of Education, Principality of Asturias Government, Oviedo, Spain

Marcos Álvarez-Díaz

Javier suárez-Álvarez.

3 Department of Psychology, University of Oviedo, Oviedo, Spain

José Muñiz

The optimum time students should spend on homework has been widely researched although the results are far from unanimous. The main objective of this research is to analyze how homework assignment strategies in schools affect students' academic performance and the differences in students' time spent on homework. Participants were a representative sample of Spanish adolescents ( N = 26,543) with a mean age of 14.4 (±0.75), 49.7% girls. A test battery was used to measure academic performance in four subjects: Spanish, Mathematics, Science, and Citizenship. A questionnaire allowed the measurement of the indicators used for the description of homework and control variables. Two three-level hierarchical-linear models (student, school, autonomous community) were produced for each subject being evaluated. The relationship between academic results and homework time is negative at the individual level but positive at school level. An increase in the amount of homework a school assigns is associated with an increase in the differences in student time spent on homework. An optimum amount of homework is proposed which schools should assign to maximize gains in achievement for students overall.

The role of homework in academic achievement is an age-old debate (Walberg et al., 1985 ) that has swung between times when it was thought to be a tool for improving a country's competitiveness and times when it was almost outlawed. So Cooper ( 2001 ) talks about the battle over homework and the debates and rows continue (Walberg et al., 1985 , 1986 ; Barber, 1986 ). It is considered a complicated subject (Corno, 1996 ), mysterious (Trautwein and Köller, 2003 ), a chameleon (Trautwein et al., 2009b ), or Janus-faced (Flunger et al., 2015 ). One must agree with Cooper et al. ( 2006 ) that homework is a practice full of contradictions, where positive and negative effects coincide. As such, depending on our preferences, it is possible to find data which support the argument that homework benefits all students (Cooper, 1989 ), or that it does not matter and should be abolished (Barber, 1986 ). Equally, one might argue a compensatory effect as it favors students with more difficulties (Epstein and Van Voorhis, 2001 ), or on the contrary, that it is a source of inequality as it specifically benefits those better placed on the social ladder (Rømming, 2011 ). Furthermore, this issue has jumped over the school wall and entered the home, contributing to the polemic by becoming a common topic about which it is possible to have an opinion without being well informed, something that Goldstein ( 1960 ) warned of decades ago after reviewing almost 300 pieces of writing on the topic in Education Index and finding that only 6% were empirical studies.

The relationship between homework time and educational outcomes has traditionally been the most researched aspect (Cooper, 1989 ; Cooper et al., 2006 ; Fan et al., 2017 ), although conclusions have evolved over time. The first experimental studies (Paschal et al., 1984 ) worked from the hypothesis that time spent on homework was a reflection of an individual student's commitment and diligence and as such the relationship between time spent on homework and achievement should be positive. This was roughly the idea at the end of the twentieth century, when more positive effects had been found than negative (Cooper, 1989 ), although it was also known that the relationship was not strictly linear (Cooper and Valentine, 2001 ), and that its strength depended on the student's age- stronger in post-compulsory secondary education than in compulsory education and almost zero in primary education (Cooper et al., 2012 ). With the turn of the century, hierarchical-linear models ran counter to this idea by showing that homework was a multilevel situation and the effect of homework on outcomes depended on classroom factors (e.g., frequency or amount of assigned homework) more than on an individual's attitude (Trautwein and Köller, 2003 ). Research with a multilevel approach indicated that individual variations in time spent had little effect on academic results (Farrow et al., 1999 ; De Jong et al., 2000 ; Dettmers et al., 2010 ; Murillo and Martínez-Garrido, 2013 ; Fernández-Alonso et al., 2014 ; Núñez et al., 2014 ; Servicio de Evaluación Educativa del Principado de Asturias, 2016 ) and that when statistically significant results were found, the effect was negative (Trautwein, 2007 ; Trautwein et al., 2009b ; Lubbers et al., 2010 ; Chang et al., 2014 ). The reasons for this null or negative relationship lie in the fact that those variables which are positively associated with homework time are antagonistic when predicting academic performance. For example, some students may not need to spend much time on homework because they learn quickly and have good cognitive skills and previous knowledge (Trautwein, 2007 ; Dettmers et al., 2010 ), or maybe because they are not very persistent in their work and do not finish homework tasks (Flunger et al., 2015 ). Similarly, students may spend more time on homework because they have difficulties learning and concentrating, low expectations and motivation or because they need more direct help (Trautwein et al., 2006 ), or maybe because they put in a lot of effort and take a lot of care with their work (Flunger et al., 2015 ). Something similar happens with sociological variables such as gender: Girls spend more time on homework (Gershenson and Holt, 2015 ) but, compared to boys, in standardized tests they have better results in reading and worse results in Science and Mathematics (OECD, 2013a ).

On the other hand, thanks to multilevel studies, systematic effects on performance have been found when homework time is considered at the class or school level. De Jong et al. ( 2000 ) found that the number of assigned homework tasks in a year was positively and significantly related to results in mathematics. Equally, the volume or amount of homework (mean homework time for the group) and the frequency of homework assignment have positive effects on achievement. The data suggests that when frequency and volume are considered together, the former has more impact on results than the latter (Trautwein et al., 2002 ; Trautwein, 2007 ). In fact, it has been estimated that in classrooms where homework is always assigned there are gains in mathematics and science of 20% of a standard deviation over those classrooms which sometimes assign homework (Fernández-Alonso et al., 2015 ). Significant results have also been found in research which considered only homework volume at the classroom or school level. Dettmers et al. ( 2009 ) concluded that the school-level effect of homework is positive in the majority of participating countries in PISA 2003, and the OECD ( 2013b ), with data from PISA 2012, confirms that schools in which students have more weekly homework demonstrate better results once certain school and student-background variables are discounted. To put it briefly, homework has a multilevel nature (Trautwein and Köller, 2003 ) in which the variables have different significance and effects according to the level of analysis, in this case a positive effect at class level, and a negative or null effect in most cases at the level of the individual. Furthermore, the fact that the clearest effects are seen at the classroom and school level highlights the role of homework policy in schools and teaching, over and above the time individual students spend on homework.

From this complex context, this current study aims to explore the relationships between the strategies schools use to assign homework and the consequences that has on students' academic performance and on the students' own homework strategies. There are two specific objectives, firstly, to systematically analyze the differential effect of time spent on homework on educational performance, both at school and individual level. We hypothesize a positive effect for homework time at school level, and a negative effect at the individual level. Secondly, the influence of homework quantity assigned by schools on the distribution of time spent by students on homework will be investigated. This will test the previously unexplored hypothesis that an increase in the amount of homework assigned by each school will create an increase in differences, both in time spent on homework by the students, and in academic results. Confirming this hypothesis would mean that an excessive amount of homework assigned by schools would penalize those students who for various reasons (pace of work, gaps in learning, difficulties concentrating, overexertion) need to spend more time completing their homework than their peers. In order to resolve this apparent paradox we will calculate the optimum volume of homework that schools should assign in order to benefit the largest number of students without contributing to an increase in differences, that is, without harming educational equity.

Participants

The population was defined as those students in year 8 of compulsory education in the academic year 2009/10 in Spain. In order to provide a representative sample, a stratified random sampling was carried out from the 19 autonomous regions in Spain. The sample was selected from each stratum according to a two-stage cluster design (OECD, 2009 , 2011 , 2014a ; Ministerio de Educación, 2011 ). In the first stage, the primary units of the sample were the schools, which were selected with a probability proportional to the number of students in the 8th grade. The more 8th grade students in a given school, the higher the likelihood of the school being selected. In the second stage, 35 students were selected from each school through simple, systematic sampling. A detailed, step-by-step description of the sampling procedure may be found in OECD ( 2011 ). The subsequent sample numbered 29,153 students from 933 schools. Some students were excluded due to lack of information (absences on the test day), or for having special educational needs. The baseline sample was finally made up of 26,543 students. The mean student age was 14.4 with a standard deviation of 0.75, rank of age from 13 to 16. Some 66.2% attended a state school; 49.7% were girls; 87.8% were Spanish nationals; 73.5% were in the school year appropriate to their age, the remaining 26.5% were at least 1 year behind in terms of their age.

Test application, marking, and data recording were contracted out via public tendering, and were carried out by qualified personnel unconnected to the schools. The evaluation, was performed on two consecutive days, each day having two 50 min sessions separated by a break. At the end of the second day the students completed a context questionnaire which included questions related to homework. The evaluation was carried out in compliance with current ethical standards in Spain. Families of the students selected to participate in the evaluation were informed about the study by the school administrations, and were able to choose whether those students would participate in the study or not.

Instruments

Tests of academic performance.

The performance test battery consisted of 342 items evaluating four subjects: Spanish (106 items), mathematics (73 items), science (78), and citizenship (85). The items, completed on paper, were in various formats and were subject to binary scoring, except 21 items which were coded on a polytomous scale, between 0 and 2 points (Ministerio de Educación, 2011 ). As a single student is not capable of answering the complete item pool in the time given, the items were distributed across various booklets following a matrix design (Fernández-Alonso and Muñiz, 2011 ). The mean Cronbach α for the booklets ranged from 0.72 (mathematics) to 0.89 (Spanish). Student scores were calculated adjusting the bank of items to Rasch's IRT model using the ConQuest 2.0 program (Wu et al., 2007 ) and were expressed in a scale with mean and standard deviation of 500 and 100 points respectively. The student's scores were divided into five categories, estimated using the plausible values method. In large scale assessments this method is better at recovering the true population parameters (e.g., mean, standard deviation) than estimates of scores using methods of maximum likelihood or expected a-posteriori estimations (Mislevy et al., 1992 ; OECD, 2009 ; von Davier et al., 2009 ).

Homework variables

A questionnaire was made up of a mix of items which allowed the calculation of the indicators used for the description of homework variables. Daily minutes spent on homework was calculated from a multiple choice question with the following options: (a) Generally I don't have homework; (b) 1 h or less; (c) Between 1 and 2 h; (d) Between 2 and 3 h; (e) More than 3 h. The options were recoded as follows: (a) = 0 min.; (b) = 45 min.; (c) = 90 min.; (d) = 150 min.; (e) = 210 min. According to Trautwein and Köller ( 2003 ) the average homework time of the students in a school could be regarded as a good proxy for the amount of homework assigned by the teacher. So the mean of this variable for each school was used as an estimator of Amount or volume of homework assigned .

Control variables

Four variables were included to describe sociological factors about the students, three were binary: Gender (1 = female ); Nationality (1 = Spanish; 0 = other ); School type (1 = state school; 0 = private ). The fourth variable was Socioeconomic and cultural index (SECI), which is constructed with information about family qualifications and professions, along with the availability of various material and cultural resources at home. It is expressed in standardized points, N(0,1) . Three variables were used to gather educational history: Appropriate School Year (1 = being in the school year appropriate to their age ; 0 = repeated a school year) . The other two adjustment variables were Academic Expectations and Motivation which were included for two reasons: they are both closely connected to academic achievement (Suárez-Álvarez et al., 2014 ). Their position as adjustment factors is justified because, in an ex-post facto descriptive design such as this, both expectations and motivation may be thought of as background variables that the student brings with them on the day of the test. Academic expectations for finishing education was measured with a multiple-choice item where the score corresponds to the years spent in education in order to reach that level of qualification: compulsory secondary education (10 points); further secondary education (12 points); non-university higher education (14 points); University qualification (16 points). Motivation was constructed from the answers to six four-point Likert items, where 1 means strongly disagree with the sentence and 4 means strongly agree. Students scoring highly in this variable are agreeing with statements such as “at school I learn useful and interesting things.” A Confirmatory Factor Analysis was performed using a Maximum Likelihood robust estimation method (MLMV) and the items fit an essentially unidimensional scale: CFI = 0.954; TLI = 0.915; SRMR = 0.037; RMSEA = 0.087 (90% CI = 0.084–0.091).

As this was an official evaluation, the tests used were created by experts in the various fields, contracted by the Spanish Ministry of Education in collaboration with the regional education authorities.

Data analyses

Firstly the descriptive statistics and Pearson correlations between the variables were calculated. Then, using the HLM 6.03 program (Raudenbush et al., 2004 ), two three-level hierarchical-linear models (student, school, autonomous community) were produced for each subject being evaluated: a null model (without predictor variables) and a random intercept model in which adjustment variables and homework variables were introduced at the same time. Given that HLM does not return standardized coefficients, all of the variables were standardized around the general mean, which allows the interpretation of the results as classical standardized regression analysis coefficients. Levels 2 and 3 variables were constructed from means of standardized level 1 variables and were not re-standardized. Level 1 variables were introduced without centering except for four cases: study time, motivation, expectation, and socioeconomic and cultural level which were centered on the school mean to control composition effects (Xu and Wu, 2013 ) and estimate the effect of differences in homework time among the students within the same school. The range of missing variable cases was very small, between 1 and 3%. Recovery was carried out using the procedure described in Fernández-Alonso et al. ( 2012 ).

The results are presented in two ways: the tables show standardized coefficients while in the figures the data are presented in a real scale, taking advantage of the fact that a scale with a 100 point standard deviation allows the expression of the effect of the variables and the differences between groups as percentage increases in standardized points.

Table ​ Table1 1 shows the descriptive statistics and the matrix of correlations between the study variables. As can be seen in the table, the relationship between the variables turned out to be in the expected direction, with the closest correlations between the different academic performance scores and socioeconomic level, appropriate school year, and student expectations. The nationality variable gave the highest asymmetry and kurtosis, which was to be expected as the majority of the sample are Spanish.

Descriptive statistics and Pearson correlation matrix between the variables .

Table ​ Table2 2 shows the distribution of variance in the null model. In the four subjects taken together, 85% of the variance was found at the student level, 10% was variance between schools, and 5% variance between regions. Although the 10% of variance between schools could seem modest, underlying that there were large differences. For example, in Spanish the 95% plausible value range for the school means ranged between 577 and 439 points, practically 1.5 standard deviations, which shows that schools have a significant impact on student results.

Distribution of the variance in the null model .

Table ​ Table3 3 gives the standardized coefficients of the independent variables of the four multilevel models, as well as the percentage of variance explained by each level.

Multilevel models for prediction of achievement in four subjects .

β, Standardized weight; SE, Standard Error; SECI, Socioeconomic and cultural index; AC, Autonomous Communities .

The results indicated that the adjustment variables behaved satisfactorily, with enough control to analyze the net effects of the homework variables. This was backed up by two results, firstly, the two variables with highest standardized coefficients were those related to educational history: academic expectations at the time of the test, and being in the school year corresponding to age. Motivation demonstrated a smaller effect but one which was significant in all cases. Secondly, the adjustment variables explained the majority of the variance in the results. The percentages of total explained variance in Table ​ Table2 2 were calculated with all variables. However, if the strategy had been to introduce the adjustment variables first and then add in the homework variables, the explanatory gain in the second model would have been about 2% in each subject.

The amount of homework turned out to be positively and significantly associated with the results in the four subjects. In a 100 point scale of standard deviation, controlling for other variables, it was estimated that for each 10 min added to the daily volume of homework, schools would achieve between 4.1 and 4.8 points more in each subject, with the exception of mathematics where the increase would be around 2.5 points. In other words, an increase of between 15 and 29 points in the school mean is predicted for each additional hour of homework volume of the school as a whole. This school level gain, however, would only occur if the students spent exactly the same time on homework as their school mean. As the regression coefficient of student homework time is negative and the variable is centered on the level of the school, the model predicts deterioration in results for those students who spend more time than their class mean on homework, and an improvement for those who finish their homework more quickly than the mean of their classmates.

Furthermore, the results demonstrated a positive association between the amount of homework assigned in a school and the differences in time needed by the students to complete their homework. Figure ​ Figure1 1 shows the relationship between volume of homework (expressed as mean daily minutes of homework by school) and the differences in time spent by students (expressed as the standard deviation from the mean school daily minutes). The correlation between the variables was 0.69 and the regression gradient indicates that schools which assigned 60 min of homework per day had a standard deviation in time spent by students on homework of approximately 25 min, whereas in those schools assigning 120 min of homework, the standard deviation was twice as long, and was over 50 min. So schools which assigned more homework also tended to demonstrate greater differences in the time students need to spend on that homework.

Relationship between school homework volume and differences in time needed by students to complete homework .

Figure ​ Figure2 2 shows the effect on results in mathematics of the combination of homework time, homework amount, and the variance of homework time associated with the amount of homework assigned in two types of schools: in type 1 schools the amount of homework assigned is 1 h, and in type 2 schools the amount of homework 2 h. The result in mathematics was used as a dependent variable because, as previously noted, it was the subject where the effect was smallest and as such is the most conservative prediction. With other subjects the results might be even clearer.

Prediction of results for quick and slow students according to school homework size .

Looking at the first standard deviation of student homework time shown in the first graph, it was estimated that in type 1 schools, which assign 1 h of daily homework, a quick student (one who finishes their homework before 85% of their classmates) would spend a little over half an hour (35 min), whereas the slower student, who spends more time than 85% of classmates, would need almost an hour and a half of work each day (85 min). In type 2 schools, where the homework amount is 2 h a day, the differences increase from just over an hour (65 min for a quick student) to almost 3 h (175 min for a slow student). Figure ​ Figure2 2 shows how the differences in performance would vary within a school between the more and lesser able students according to amount of homework assigned. In type 1 schools, with 1 h of homework per day, the difference in achievement between quick and slow students would be around 5% of a standard deviation, while in schools assigning 2 h per day the difference would be 12%. On the other hand, the slow student in a type 2 school would score 6 points more than the quick student in a type 1 school. However, to achieve this, the slow student in a type 2 school would need to spend five times as much time on homework in a week (20.4 weekly hours rather than 4.1). It seems like a lot of work for such a small gain.

Discussion and conclusions

The data in this study reaffirm the multilevel nature of homework (Trautwein and Köller, 2003 ) and support this study's first hypothesis: the amount of homework (mean daily minutes the student spends on homework) is positively associated with academic results, whereas the time students spent on homework considered individually is negatively associated with academic results. These findings are in line with previous research, which indicate that school-level variables, such as amount of homework assigned, have more explanatory power than individual variables such as time spent (De Jong et al., 2000 ; Dettmers et al., 2010 ; Scheerens et al., 2013 ; Fernández-Alonso et al., 2015 ). In this case it was found that for each additional hour of homework assigned by a school, a gain of 25% of a standard deviation is expected in all subjects except mathematics, where the gain is around 15%. On the basis of this evidence, common sense would dictate the conclusion that frequent and abundant homework assignment may be one way to improve school efficiency.

However, as noted previously, the relationship between homework and achievement is paradoxical- appearances are deceptive and first conclusions are not always confirmed. Analysis demonstrates another two complementary pieces of data which, read together, raise questions about the previous conclusion. In the first place, time spent on homework at the individual level was found to have a negative effect on achievement, which confirms the findings of other multilevel-approach research (Trautwein, 2007 ; Trautwein et al., 2009b ; Chang et al., 2014 ; Fernández-Alonso et al., 2016 ). Furthermore, it was found that an increase in assigned homework volume is associated with an increase in the differences in time students need to complete it. Taken together, the conclusion is that, schools with more homework tend to exhibit more variation in student achievement. These results seem to confirm our second hypothesis, as a positive covariation was found between the amount of homework in a school (the mean homework time by school) and the increase in differences within the school, both in student homework time and in the academic results themselves. The data seem to be in line with those who argue that homework is a source of inequity because it affects those less academically-advantaged students and students with greater limitations in their home environments (Kohn, 2006 ; Rømming, 2011 ; OECD, 2013b ).

This new data has clear implications for educational action and school homework policies, especially in compulsory education. If quality compulsory education is that which offers the best results for the largest number (Barber and Mourshed, 2007 ; Mourshed et al., 2010 ), then assigning an excessive volume of homework at those school levels could accentuate differences, affecting students who are slower, have more gaps in their knowledge, or are less privileged, and can make them feel overwhelmed by the amount of homework assigned to them (Martinez, 2011 ; OECD, 2014b ; Suárez et al., 2016 ). The data show that in a school with 60 min of assigned homework, a quick student will need just 4 h a week to finish their homework, whereas a slow student will spend 10 h a week, 2.5 times longer, with the additional aggravation of scoring one twentieth of a standard deviation below their quicker classmates. And in a school assigning 120 min of homework per day, a quick student will need 7.5 h per week whereas a slow student will have to triple this time (20 h per week) to achieve a result one eighth worse, that is, more time for a relatively worse result.

It might be argued that the differences are not very large, as between 1 and 2 h of assigned homework, the level of inequality increases 7% on a standardized scale. But this percentage increase has been estimated after statistically, or artificially, accounting for sociological and psychological student factors and other variables at school and region level. The adjustment variables influence both achievement and time spent on homework, so it is likely that in a real classroom situation the differences estimated here might be even larger. This is especially important in comprehensive education systems, like the Spanish (Eurydice, 2015 ), in which the classroom groups are extremely heterogeneous, with a variety of students in the same class in terms of ability, interest, and motivation, in which the aforementioned variables may operate more strongly.

The results of this research must be interpreted bearing in mind a number of limitations. The most significant limitation in the research design is the lack of a measure of previous achievement, whether an ad hoc test (Murillo and Martínez-Garrido, 2013 ) or school grades (Núñez et al., 2014 ), which would allow adjustment of the data. In an attempt to alleviate this, our research has placed special emphasis on the construction of variables which would work to exclude academic history from the model. The use of the repetition of school year variable was unavoidable because Spain has one of the highest levels of repetition in the European Union (Eurydice, 2011 ) and repeating students achieve worse academic results (Ministerio de Educación, 2011 ). Similarly, the expectation and motivation variables were included in the group of adjustment factors assuming that in this research they could be considered background variables. In this way, once the background factors are discounted, the homework variables explain 2% of the total variance, which is similar to estimations from other multilevel studies (De Jong et al., 2000 ; Trautwein, 2007 ; Dettmers et al., 2009 ; Fernández-Alonso et al., 2016 ). On the other hand, the statistical models used to analyze the data are correlational, and as such, one can only speak of an association between variables and not of directionality or causality in the analysis. As Trautwein and Lüdtke ( 2009 ) noted, the word “effect” must be understood as “predictive effect.” In other words, it is possible to say that the amount of homework is connected to performance; however, it is not possible to say in which direction the association runs. Another aspect to be borne in mind is that the homework time measures are generic -not segregated by subject- when it its understood that time spent and homework behavior are not consistent across all subjects (Trautwein et al., 2006 ; Trautwein and Lüdtke, 2007 ). Nonetheless, when the dependent variable is academic results it has been found that the relationship between homework time and achievement is relatively stable across all subjects (Lubbers et al., 2010 ; Chang et al., 2014 ) which leads us to believe that the results given here would have changed very little even if the homework-related variables had been separated by subject.

Future lines of research should be aimed toward the creation of comprehensive models which incorporate a holistic vision of homework. It must be recognized that not all of the time spent on homework by a student is time well spent (Valle et al., 2015 ). In addition, research has demonstrated the importance of other variables related to student behavior such as rate of completion, the homework environment, organization, and task management, autonomy, parenting styles, effort, and the use of study techniques (Zimmerman and Kitsantas, 2005 ; Xu, 2008 , 2013 ; Kitsantas and Zimmerman, 2009 ; Kitsantas et al., 2011 ; Ramdass and Zimmerman, 2011 ; Bembenutty and White, 2013 ; Xu and Wu, 2013 ; Xu et al., 2014 ; Rosário et al., 2015a ; Osorio and González-Cámara, 2016 ; Valle et al., 2016 ), as well as the role of expectation, value given to the task, and personality traits (Lubbers et al., 2010 ; Goetz et al., 2012 ; Pedrosa et al., 2016 ). Along the same lines, research has also indicated other important variables related to teacher homework policies, such as reasons for assignment, control and feedback, assignment characteristics, and the adaptation of tasks to the students' level of learning (Trautwein et al., 2009a ; Dettmers et al., 2010 ; Patall et al., 2010 ; Buijs and Admiraal, 2013 ; Murillo and Martínez-Garrido, 2013 ; Rosário et al., 2015b ). All of these should be considered in a comprehensive model of homework.

In short, the data seem to indicate that in year 8 of compulsory education, 60–70 min of homework a day is a recommendation that, slightly more optimistically than Cooper's ( 2001 ) “10 min rule,” gives a reasonable gain for the whole school, without exaggerating differences or harming students with greater learning difficulties or who work more slowly, and is in line with other available evidence (Fernández-Alonso et al., 2015 ). These results have significant implications when it comes to setting educational policy in schools, sending a clear message to head teachers, teachers and those responsible for education. The results of this research show that assigning large volumes of homework increases inequality between students in pursuit of minimal gains in achievement for those who least need it. Therefore, in terms of school efficiency, and with the aim of improving equity in schools it is recommended that educational policies be established which optimize all students' achievement.

Ethics statement

This study was carried out in accordance with the recommendations of the University of Oviedo with written informed consent from all subjects. All subjects gave written informed consent in accordance with the Declaration of Helsinki. The protocol was approved by the University of Oviedo.

Author contributions

RF and JM have designed the research; RF and JS have analyzed the data; MA and JM have interpreted the data; RF, MA, and JS have drafted the paper; JM has revised it critically; all authors have provided final approval of the version to be published and have ensured the accuracy and integrity of the work.

This research was funded by the Ministerio de Economía y Competitividad del Gobierno de España. References: PSI2014-56114-P, BES2012-053488. We would like to express our utmost gratitude to the Ministerio de Educación Cultura y Deporte del Gobierno de España and to the Consejería de Educación y Cultura del Gobierno del Principado de Asturias, without whose collaboration this research would not have been possible.

Conflict of interest statement

The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest.

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Definition of homework

Examples of homework in a sentence.

These examples are programmatically compiled from various online sources to illustrate current usage of the word 'homework.' Any opinions expressed in the examples do not represent those of Merriam-Webster or its editors. Send us feedback about these examples.

Word History

1662, in the meaning defined at sense 1

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“Homework.” Merriam-Webster.com Dictionary , Merriam-Webster, https://www.merriam-webster.com/dictionary/homework. Accessed 19 Mar. 2024.

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Homework vs Assignments: Key Differences and How to Effectively Manage Them

Homework is tasks or exercises assigned to students to complete outside of class. It is often used to reinforce or practice the material covered in class and may be graded or ungraded.

Assignments , on the other hand, are tasks or exercises given as part of a class or course. They are typically completed in class or under the instructor’s guidance and usually contribute to a student’s overall course grade.

Table of Contents

Purpose of homework and assignments

The purpose of homework is to allow students to practice and reinforce the material covered in class. It helps students to solidify their understanding of the material and prepares them for exams and other assessments.

Assignments, on the other hand, are used to evaluate a student’s understanding of the material and ability to apply it in a real-world setting.

Importance of understanding the difference between homework and assignments

Understanding the difference between homework and assignments is important because it can help students to manage their time more effectively and prioritize their tasks.

It can also help them understand the purpose of the tasks they are being assigned, increasing their motivation to complete them.

Differences between homework and assignments – Definition and examples of homework

1. Typically given to students to be completed outside of class: Homework is usually assigned outside of class, often to reinforce the material covered in class.

For example, a student might be assigned to read a chapter from a textbook and answer questions about it as homework.

2. Often used to reinforce or practice the material covered in class: Homework is designed to allow students to practice and reinforce the material covered in class.

For example, a student might be assigned math problems as homework to practice solving equations.

3. May be graded or ungraded: Homework may or may not be graded, depending on the teacher or school’s policy. Some homework may be used as a formative assessment to gauge student understanding, while others may not be graded.

Definition and examples of assignments

1. Given as part of a class or course: Assignments are typically given as part of a class or course and are used to evaluate a student’s understanding of the material. For example, a student might be assigned to write an essay as part of an English class.

2. Typically completed in class or under the instructor’s guidance: Assignments are usually completed in class or under the instructor’s guidance. This allows the teacher to provide guidance and support as the student works on the assignment.

For example, a student might complete a group project in class as part of a social studies assignment.

3. Usually graded and contribute to a student’s overall course grade: Assignments are usually graded and contribute to a student’s overall course grade.

For example, a student’s final research paper in a history class might count for 30% of the student’s final grade.

Similarities between homework and assignments

Both are designed to help students learn and practice material: Homework and assignments are designed to help students learn and practice material.

They provide opportunities for students to engage with the material and apply what they have learned in a real-world setting.

Teachers or instructors usually assign both: Homework and assignments by teachers or instructors responsible for creating and grading the tasks.

Both require effort and time to complete: Both homework and assignments require effort and time to complete.

Students will need to set aside dedicated time to work on the tasks and may need to use study strategies and time management techniques to complete them effectively.

How to effectively manage homework and assignments

Time management strategies.

1. Setting aside dedicated time for homework and assignments: One of the most important things students can do to effectively manage their homework and assignments is to set aside dedicated time to work on them.

This might mean setting aside specific hours of the day to work on homework or scheduling blocks of time to work on assignments.

2. Prioritizing tasks based on importance and due date: Another important time management strategy is prioritizing tasks based on importance and due date.

This means focusing on the most important tasks and working on them before moving on to less important ones.

Study Strategies

1. Breaking tasks into manageable chunks: One effective study strategy is to break tasks down into manageable chunks. This means breaking a large task, such as writing a research paper, into smaller parts, such as researching, outlining, and writing.

2. Using mnemonic devices or flashcards to memorize information: Another effective study strategy is to use mnemonic devices or flashcards to memorize information. Mnemonic devices, such as acrostics or rhymes, can help students to remember information more easily.

Flashcards are also useful for memorizing definitions, formulas, and other important information.

Tips for staying motivated

1. Setting goals and rewards: Goals and rewards can help students stay motivated as they work on their homework and assignments.

For example, a student might set a goal to finish a research paper by a certain date and reward themselves with a movie night or a favorite food.

2. Breaking up long study sessions with short breaks: Breaking up long study sessions with short breaks can help students to stay focused and motivated.

This might mean taking a 5-minute break after every hour of studying or a more extended break after completing a particularly difficult task.

This post discussed the differences and similarities between homework and assignments. We also discussed strategies for effectively managing homework and assignments, including time management techniques, study strategies, and tips for staying motivated.

Final thoughts on the importance of understanding the difference between homework and assignments:

Understanding the difference between homework and assignments is essential for students because it can help them to manage their time more effectively and prioritize their tasks.

Encourage readers to use the strategies discussed in the post to manage their homework and assignments effectively: We hope that the strategies discussed in this post will be helpful for students as they work to manage their homework and assignments.

By using effective time management techniques, study strategies, and tips for staying motivated, students can improve their ability to complete tasks and achieve academic goals.

Homework V/s. Assignment

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8 Ways to Serve Missionaries on Home Assignment

Missionary home assignment is a time when missionaries return to their sending country to rest, refocus and connect with their support base. While a big goal of missionary home assignment is time to recharge before heading back to the mission field, many missionaries will tell you home assignment is not always relaxing .

Traveling around their home country to see family, friends, supporters and sending churches can be wonderful, but it can also be tiring. Here are a few ways to serve missionaries on home assignment.

1. Arrange for Their Transportation

Since many missionaries won’t have a car in North America, it can be a huge stress to figure out how to get from place to place while on home assignment. From picking them up from the airport to lending your car for a period of time, the gift of transportation can greatly reduce the stress of preparing for home assignment.

2. Coordinate Their Housing

Missionaries spend the majority of home assignment traveling to connect with all of their family, friends and supporters across the country. If you have extra space or you know of connections in cities they will be visiting, send an email to let your missionary know. It could be a huge answer to prayer as they prepare to return.

3. Help Them Schedule Fun

Whether it’s a day away with a friend, a week-long getaway or a family outing, the gift of fun can help missionaries rest and recharge before heading back to the field. This could mean anything from ball game or amusement park tickets to the use of a timeshare or summer house. Your gift, no matter how big or small, could be a huge blessing of memories made.

4. Set Up Time to Share

Stories from the field can range from heartbreaking to inspiring, but they all point to the work God is doing through an ordinary person who said “yes” to his call. Many congregants first hear the call to support overseas work or to go themselves while hearing from other missionaries. Giving missionaries time to share helps the whole congregation connect with the work your church is supporting.

5. Give Them A Night Out

Being far away from home can be an added stressor to a marriage, so if you know a missionary family on home assignment, offer to babysit the kids, and encourage the parents to enjoy a date together.

6. Invite Them to Join Your Group

Even if missionaries will only be in town a short time, invite them to be a part of your small group or Bible study. They may not be able to make it every week, but the invitation lets them know they are a welcome and important part of your church family.

7. Keep Praying for Their Overseas Ministry

Just because the missionary is not on the field doesn’t mean the work stops! Many times, other missionaries or local leaders must step up to do the work of the missionary on home assignment. Keep praying for the ministry to grow and for the local leaders to thrive in their work.

8. Ask Intentional Questions

Many workers have said they feel like people back home don’t always want to hear about their life on the field. Let them know you care by asking questions about their day-to-day experiences. Some of my favorites are:

• What does your day look like on the field?
• What’s something you’ve been excited about lately?
• What’s grocery shopping like in your country?

By showing an interest in the details of their ministry, you are letting missionaries know you care about their life and work.

This is just a short list of ideas for serving your missionaries while they’re on home assignment. For more, check out 7 Critical Points When You Can Serve Your Missionary .

What are some ways you have served missionaries on home assignment? Missionaries, what’s a way someone has really blessed you during this time?

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What is the difference between assignment and homework ?

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Example sentences homework assignment

Let me give you a suggested homework assignment .

Walking past his office, it's not unusual to find a student talking with him about an issue or a homework assignment .

Yet in a speech that defined the problems, there was a sense of someone halfway through a horrible homework assignment .

In 1996, she sentenced a school trustee to a massive homework assignment .

The contender won the homework assignment but was at risk of being eliminated.

Definition of 'assignment' assignment

Definition of 'homework' homework

COBUILD Collocations homework assignment

Browse alphabetically homework assignment.

• homework assignment
• homework club
• homework diary
• homework exercise
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Meaning of assignment in English

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• It was a jammy assignment - more of a holiday really.
• He took this award-winning photograph while on assignment in the Middle East .
• His two-year assignment to the Mexico office starts in September .
• She first visited Norway on assignment for the winter Olympics ten years ago.
• He fell in love with the area after being there on assignment for National Geographic in the 1950s.
• act as something
• all work and no play (makes Jack a dull boy) idiom
• be at work idiom
• be in work idiom
• housekeeping
• in the line of duty idiom
• undertaking

You can also find related words, phrases, and synonyms in the topics:

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Government's new extremism definition will 'vilify the wrong people', warn Muslim organisations

Groups say the new definition "signals an attack on civil liberties by attacking law-abiding individuals and groups that oppose government policy" by labelling them as "extremist".

Home editor @JasonFarrellSky

Thursday 14 March 2024 09:00, UK

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The government's proposal to redefine extremism will "vilify the wrong people" and "risk more division", according to a coalition of Muslim organisations.

Signatories include groups which fear they may fall under the new definition announced as part of the government's new counter-extremism strategy today.

CAGE International, Friends of Al-Aqsa (FOA), Muslim Association of Britain (MAB), Muslim Engagement and Development (MEND), and 5Pillars say "the proposed definition signals an attack on civil liberties by attacking law-abiding individuals and groups that oppose government policy by labelling them as 'extremist'".

Politics latest: Gove defends new extremism approach

A spokesperson for the coalition added: "This new extremism definition is a solution looking for a problem.

"It attacks one of the cherished cornerstones of our pluralistic democracy - that of free speech.

"Anyone, regardless of faith or political colour should be free to criticise the government of the day without being labelled as 'extremist'".

This follows warnings by the Archbishop of Canterbury, Justin Welby , that the proposals risk "disproportionately targeting Muslim communities".

Sky News also spoke to Shakeel Afsar, a vocal protester who has led pro- Palestinian demonstrations through the streets of Birmingham .

Mr Afsar told Sky News: "This is only being passed to silence us and to put a zip on our mouth and say what you are saying is not acceptable, it won't be entertained, and that's wrong.

"This is not the democratic country that I grew up in. As far as I was aware, we had a right to speak.

"And what I'm saying is not my view. You could take a walk down streets in many areas and every single thing that we have said and done is agreed by many, many thousands of British citizens."

Mr Afsar made headlines five years ago when a protest exclusion zone was set up around a Birmingham primary school after he led a campaign against the inclusion of LGBT literature.

He's more recently re-emerged organising pro-Palestinian marches.

In one video, he tells the crowd: "The local police have released a statement saying we cannot say 'from the river to the sea,' so what do we say..."

The crowd chants back: "From the river to the sea, Palestine will be free."

He says he does not support what Hamas did on 7 October last year. However, his views and actions might still be considered extremist.

In an interview with the Sunday Telegraph, Communities Secretary Michael Gove said "when you're saying 'from the river to the sea', you're explicitly saying, 'I want to see the end of Israel as a Jewish State'."

Responding, Mr Afsar said: "I want to see the end of the occupying force that is forcefully occupying Palestine.

"And I want to see the British establishment support the right of the Palestinians to arm themselves and defend themselves against the oppressors."

He denies that this means the annihilation of Israel, but rather that they create "a democratic country, where they all live peacefully".

Mr Gove said pro-Palestinian events "have been organised by extremist organisations".

And it will be one of the challenges of this definition to decide who falls under it.

The current definition defines extremism as "vocal or active opposition to British values".

However, Sky News understands the updated definition is going to include the "promotion or advancement of ideology based on hatred, intolerance or violence or undermining or overturning the rights or freedoms of others, or of undermining democracy itself".

Extremism definitions

What is the new definition of extremism?

The definition describes extremism as "the promotion or advancement of an ideology based on violence, hatred or intolerance" that aims to "negate or destroy the fundamental rights and freedoms of others" or "undermine, overturn or replace the UK's system of liberal parliamentary democracy and democratic rights".

It also includes those who "intentionally create a permissive environment for others to achieve" either of those aims.

What was the old definition?

The 2011 definition described extremism as "vocal or active opposition to fundamental British values, including democracy, the rule of law, individual liberty and mutual respect and tolerance of different faiths and belief" as well as "calls for the death of members of our armed forces".

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Dr Alan Mendoza, from the Henry Jackson Society, told Sky News: "This definition does not ban extremism.

"What it bans is the government giving money or platforms to extremists.

"You can still have freedom of thought on this basis, but I think what is quite clear is we don't want extremist groups to be empowered by government - we want them as far away in the margins of life as possible."

But one group which fears it will be banned is MEND.

It opposed the government's anti-radicalisation programme Prevent and accused them of Islamophobia. It also helps train institutions about Islamophobia.

Abdullah Saif, who represents the group in Birmingham, said: "People who engage with the Muslim community, whether it be in the hospital or the police or any other organisations, universities, they reach out to us saying, listen, you have some really good material and we'd like you to train our staff, to talk to us about these issues.

"If it does indeed come about that we are all put on some kind of list, [it] is to kind of stifle that kind of conversation.

"I think it's an old tactic really, that if someone is against you, then you just put this label on them and then you don't have to engage with them."

The government says it's trying to identify all forms of extremism, including far-right groups. But many Muslims fear this will disproportionately affect them.

Related Topics

• Michael Gove

This small change in the definition of broadband could have a big impact

When I started using the internet in the 1970s, my business used a 1.544 megabits per second (Mbps) T1 connection . At home, I was lucky to have a 1,200 baud connection that delivered 1.2 kilobits per second (Kbps). 

We've gotten much faster since then. Since January 2015, however, the Federal Communications Commission (FCC) has defined "broadband" as 25Mbps for downloads and 3Mbps for uploads. Now, at last, the FCC has redefined broadband as a more robust 100Mbps for downloads and 20Mbps for uploads .

Also: Mesh routers vs. Wi-Fi routers: What's best for your home office?

Everyone knows that the market doesn't consider "high-speed internet" as 25/3. I haven't had an internet connection with such low speeds in 20 years. You can't even buy internet that slow in my hometown of Asheville, NC .

We're lucky, though. Just because I and others in my area have access to high-speed fiber and cable internet doesn't mean people in rural areas do.

As of December 2022, broadband service (excluding satellite) has not been physically deployed to approximately 24 million Americans, including almost 28% of Americans in rural areas, and more than 23% of people living on Tribal land. 

Also: 10 ways to speed up your internet connection today

Mobile 5G coverage at minimum speeds of 25/3 isn't available to about 9% of Americans, to almost 36% of Americans in rural areas, and to more than 20% of people living on Tribal lands. Altogether, 45 million Americans lack access to 100/20 Mbps fixed service and 25/3 Mbps mobile 5G service .

This gap in speed shows that the US' definition of broadband matters. The FCC broadband standard isn't just a recognition that the internet is much faster today. The standard is also a goal to extend the blessing of broadband to all Americans. COVID-19 rubbed our noses in the simple fact that we all need broadband access for our education and work -- and not just to watch Netflix in HD .

So, why did it take so long to redefine broadband? The answer is politics. The FCC's decision underscores a persistent partisan divide over internet speed standards, with Democrats advocating for faster standards and Republicans cautioning against such increases.

As FCC chairperson Jessica Rosenworcel, said: "In the United States, we dream big and do audacious things. We connected the coasts with railways. We crisscrossed this country with interstate highways. We did these things because they strengthened our communities, our economy, and our national security. Today, we are engaged in the same kind of history-making because we are building high-speed broadband for  everyone, everywhere in this country ."

Rosenworcel dreams of a day when everyone has access to 1Gbps/500Mbps speeds.  

Also:   How to convert your home's old TV cable into powerful Ethernet lines

But FCC Republican member Nathan Simington disagrees: "I'm unable to support the report [because] it sets an unnecessary long-term speed target of 1000/500 Mbps . Certainly, for the same price, I would take gigabit service over 100/20 Mbps service, but I wouldn't get much-added utility out of it."

He added that SpaceX's Starlink should be considered since it's "completely changed the game … especially in rural areas." That analysis is correct, but Starlink also costs $120 a month for unlimited data, with equipment fees starting at $599. Simington insists, though, that Starlink is the answer if: "we give Starlink and its forthcoming competitors access to more spectrum and permission for more launches, and if we allow them to compete for Universal Service Fund subsidies on equal footing with other providers."

I like Starlink, but I've also found it's unreliable, especially for its upload speeds. I'm far from alone. The Reddit/Starlink forum is full of such reports. Starlink's high prices also don't make it ideal for rural and Tribal lands where people are often poorer than those in urban and suburban areas.

Be that as it may, this new benchmark is more than symbolic. It's a crucial factor that could influence FCC regulations indirectly. According to US law, the FCC must ensure the swift and equitable deployment of "advanced telecommunications capability" to all Americans.

With a higher standard speed, the FCC is better positioned to argue that broadband providers must accelerate their efforts toward universal coverage, potentially spurring regulatory actions to foster competition and deployment.

Comcast Xfinity offers surprise free internet speed boost to millions

The best live tv streaming services for cord cutters: expert tested, driving fast or braking hard your connected car may be telling your insurance company.

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New U.K. Extremism Policy Raises Concerns Over Free Speech

The government said it would use a new legal definition of extremism to blacklist certain groups from public funding or engagement.

By Stephen Castle

Reporting from London

Britain’s government published a new definition of extremism on Thursday that it intends to use to cut ties or funding to groups deemed to have crossed the line, but which critics fear could curtail campaigners’ rights and curb free speech.

Michael Gove, a senior cabinet minister, said in a statement that the move was intended to “protect democratic values” by being “clear and precise in identifying the dangers posed by extremism.”

Some advocacy groups and legal experts greeted the announcement with concern, warning that it could affect the rights of those deemed by the government to meet the definition. The only way to challenge such a decision is likely to be through the courts.

The initiative has also stirred a wider debate about how, before a general election that must be held by early next year, British politicians choose to deal with domestic tensions that have risen since Hamas’s Oct. 7 attacks on Israel and Israel’s subsequent bombardment of the Gaza Strip. Hundreds of thousands of people have attended pro-Palestinian demonstrations in London and, according to the government, there has been a significant rise in both antisemitic incidents and anti-Muslim hate cases.

Even before the details of the new extremism proposals were made public, they had provoked criticism from rights groups and concern from three former Conservative Party home secretaries, whose remit included national security, who warned against using the issue of extremism for political advantage.

Leaders from the Church of England also weighed in. The archbishop of Canterbury — Justin Welby , who is the head of the church and a peer in the House of Lords — and the archbishop of York said in a statement on Tuesday that the new definition “not only inadvertently threatens freedom of speech, but also the right to worship and peaceful protest, things that have been hard won and form the fabric of a civilized society.”

They added, “Crucially, it risks disproportionately targeting Muslim communities, who are already experiencing rising levels of hate and abuse.”

Under the new plan, extremism will be defined as “the promotion or advancement of an ideology based on violence, hatred or intolerance” that aims to “negate or destroy the fundamental rights and freedoms of others; or undermine, overturn or replace the U.K.’s system of liberal parliamentary democracy and democratic rights,” or intentionally create a “permissive environment” for others to do so.

In its statement, the government said that its new definition was not statutory and would have no effect on existing criminal law. But it added that “the government will undertake a robust process to assess groups for extremism against the definition, which will then inform decisions around government engagement and funding.”

Critics said it was that element — the idea that whichever government is in power could blacklist groups it considers extremist and bar them from meeting with any government bodies or officials or receiving taxpayer funding — that could threaten free speech and civil liberties.

David Anderson, a senior lawyer and former independent reviewer of terrorism legislation for the government, told the BBC that there were many questions that still needed to be answered about the policy.

“The definition remains extremely broad,” he said. “For example, it catches people who advance an ideology which negates the fundamental rights of others. One can imagine both sides of the trans debate leaping on that one.”

Mr. Anderson, who is also a member of the House of Lords, said he did not take much comfort from reassurances that the definition related only to interactions with government. “I think you are also affecting a lot of people potentially by branding them as extremists,” he said, adding that it “affects potentially the freedoms and reputations of an awful lot of people.”

Speaking in Parliament, Mr. Gove identified some of the organizations whose activities will be assessed in line with the new definition, including the British National Socialist Movement, which has been described by the government as a white supremacist group and Patriotic Alternative which opposes multiculturalism and immigration.

Mr. Gove said that those that “promote neo-Nazi ideology, argue for forced repatriation, a white ethno-state and the targeting of minority groups for intimidation, are precisely the type of groups about which we should be concerned.”

He also named the Muslim Association of Britain, which says it is dedicated to “nurturing, supporting and leading Muslim grassroots contributions” toward positive social change; Cage, which has urged the release of prisoners in Guantánamo Bay and campaigned against some antiterrorism laws; and MEND, which describes its aims as helping to empower and encourage British Muslims. Such groups, Mr. Gove added, “give rise to concern because of their Islamist orientation and views.”

The Muslim Council of Britain condemned the approach as undemocratic and potentially illegal. “A broad cross section of British society will see through the government’s divisive extremism proposals,” said Zara Mohammed, its secretary general.

Sacha Deshmukh, Amnesty International’s chief executive, described the plan as a “dangerously sweeping approach to labeling groups and individuals ‘extremist.’”

“This attempt to stigmatize legitimate, peaceful political activity is taking us further down the road toward authoritarianism,” he added.

Some Conservative lawmakers also warned against any measures that could threaten free speech. Miriam Cates, a Conservative Party lawmaker, told The Times of London that she believed radical Islamism to be the most significant threat to Britain’s national security but that it should be addressed “by properly upholding our existing laws and proscribing groups that have links to terrorism.”

“In a pluralistic democracy, there are, of course, a wide range of opinions that many of us would consider extreme,” she added. “But the state should only intervene if there is an actual threat of physical harm. Otherwise, we erode our fundamental freedoms of speech, association, expression and religion.”

The government tried to address such concerns in its statement on Thursday, saying that the plan was “not about silencing those with private and peaceful beliefs — not will it affect free speech, which will always be protected.”

A list of groups deemed to have fallen foul of the new definition is expected to be released in the coming weeks after an assessment process during which they will be allowed to make representations, Downing Street said.

The initiative follows a speech by Prime Minister Rishi Sunak this month in which he spoke of “a shocking increase in extremist disruption and criminality” in Britain since the Oct. 7 Hamas-led attack in Israel. Mr. Sunak appealed to people in Britain to come together “to combat the forces of division and beat this poison.”

Mr. Sunak had previously given an outspoken warning at a meeting of senior police officers that “mob rule is replacing democratic rule.”

In an awkward juxtaposition for Mr. Sunak, the announcement on extremism came in the same week that it emerged that the Conservative Party’s largest donor had reportedly said that Diane Abbott , a prominent Black lawmaker, “should be shot.”

Asked on Thursday whether such comments would run afoul of the new extremism definition, Mr. Gove said, “I wouldn’t want to conflate those motivated by an extremist ideology with an individual comment, however horrific, which had quite rightly been called out and which has quite rightly led to an apology.”

Stephen Castle is a London correspondent of The Times, writing widely about Britain, its politics and the country’s relationship with Europe. More about Stephen Castle

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• Society and culture
• Community and society

Government strengthens approach to counter extremism

Definition of extremism updated to respond to increased extremist threat since October 7 terror attacks in Israel.

• Definition of extremism updated to respond to increased extremist threat since October 7 terror attacks in Israel
• New engagement principles published to ensure government does not legitimise extremist groups 
• Follows Prime Minister’s commitment to stamp out extremism to ensure we keep our citizens safe and our country secure                 

An updated, more focused definition designed to help tackle the ever-evolving threat of extremism in the UK has been published by the government today (14 March 2024).

The updated and more precise definition of extremism will be used by government departments and officials alongside a set of engagement principles , to ensure they are not inadvertently providing a platform, funding or legitimacy to groups or individuals who attempt to advance extremist ideologies that negate our fundamental rights and freedoms and overturn the UK’s system of liberal parliamentary democracy. This definition is not statutory and has no effect on the existing criminal law – it applies to the operations of government itself.

Since the 7 October Hamas terror attacks in Israel concerns have been raised about the wide-ranging risk of radicalisation. On hate crime, since 7 October the Community Security Trust recorded 4,103 antisemitic incidents in the UK in 2023, an increase of 147% compared to 2022, and Tell MAMA recorded a 335% increase in anti-Muslim hate cases in the last four months. 

As the Prime Minister said recently, this kind of behaviour and intimidation is unacceptable, does not reflect the values of the United Kingdom and must be resisted at all times.

The new definition and engagement principles will make sure those who promote extreme ideologies or spread hate in their communities are not legitimised through their interactions with government. Following publication, the government will undertake a robust process to assess groups for extremism against the definition, which will then inform decisions around government engagement and funding.

It is the first in a series of steps to promote social cohesion, democratic resilience, and to counter extremism and religious hatred. 

Michael Gove, Secretary of State for Levelling Up, Housing and Communities said: 

The United Kingdom is a success story – a multi-national, multi-ethnic, multi-faith democracy. It is stronger because of its diversity.   But our democracy and our values of inclusivity and tolerance are under challenge from extremists. In order to protect our democratic values, it is important both to reinforce what we have in common and to be clear and precise in identifying the dangers posed by extremism.  The pervasiveness of extremist ideologies has become increasingly clear in the aftermath of the 7 October attacks and poses a real risk to the security of our citizens and our democracy. This is the work of Extreme Right-Wing and Islamist extremists who are seeking to separate Muslims from the rest of society and create division within Muslim communities. They seek to radicalise individuals, deny people their full rights, suppress freedom of expression, incite hatred, and undermine our democratic institutions. Today’s measures will ensure that government does not inadvertently provide a platform to those setting out to subvert democracy and deny other people’s fundamental rights. This is the first in a series of measures to tackle extremism and protect our democracy.

The new definition provides a stricter characterisation that government can use to make sure that extremist organisations and individuals are not being legitimised or given a platform through their interactions with government. It reads: 

Extremism is the promotion or advancement of an ideology based on violence, hatred or intolerance, that aims to: 

• negate or destroy the fundamental rights and freedoms of others; or
• undermine, overturn or replace the UK’s system of liberal parliamentary democracy and democratic rights; or
• intentionally create a permissive environment for others to achieve the results in (1) or (2).

The new definition is narrower and more precise than the 2011 Prevent definition, which did not provide the detail we now need to assess and identify extremism. This new definition helps clearly articulate how extremism is evidenced through the public behaviour of extremists that advance their violent, hateful or intolerant aims.

It draws on the work of Dame Sara Khan and Sir Mark Rowley’s 2021 Operating with Impunity Report and addresses key recommendations from the 2023 Independent Review of Prevent .

The definition is clear that extremism involves advancing or promoting an ideology based on violence, hatred or intolerance, a high bar that only captures the most concerning of activities. It is not about silencing those with private and peaceful beliefs – nor will it affect free speech, which will always be protected.

It does not create new powers, it instead helps the government and our partners better to identify extremist organisations, individuals and behaviours. 

Alongside the new definition, the government is also publishing a set of engagement principles which are designed to help officials to engage more widely whilst mitigating the risk of undertaking engagement that undermines government’s core aims to:

• maintain public confidence in government
• uphold democratic values
• protect the rights and freedoms of others

UK Ministerial departments will be expected to consider the engagement standards when deciding whether to move forward with engagement with groups that meet the new definition. This will ensure the government does not meet, fund or provide a platform to extremist groups or individuals. It will also apply to the honours system and due diligence for public appointments. Non-central government institutions, such as arms-length bodies, higher education institutions and independent organisations including the police and CPS, will not be obliged to adopt the definition or apply the engagement principles initially.

To ensure that government has the tools it needs to effectively counter extremism, a new counter-extremism centre of excellence has been established in the Department for Levelling Up, Housing and Communities. This unit will provide leadership for the cross-government counter-extremism community, ensure consistent application of the definition and engagement standards, and take the lead on producing strategic assessments of extremism.

This team will draw on the expertise of the Commission for Countering Extremism as well as counter extremism policy fellows – some of the country’s foremost counter-extremism experts – will join the centre of excellence to ensure the very best academic insight is shaping our approach.  

Lord Walney, Independent Adviser on Political Violence and Disruption, said: 

The threat to Britain from extremists includes those who may not use violence directly yet target our core values, so it is welcome that this updated definition includes those who seek to undermine or replace liberal democracy.  Greater clarity in defining extremism can underpin a concerted approach across civil society to protect our country.

Professor Ian Acheson, Senior Advisor, Counter Extremism Project said: 

These are necessary next steps to confront and deter those who advocate for violent extremism. Hateful anti-British ideas that undermine our democracy creating intimidation and fear need ideologues to drive them. It is intolerable that the state underwrites people and organisations poisoning community life in one of the most successful multi-ethnic countries in the world.

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