The push for civil service reform will be kicking into high gear in an effort to meet a state deadline requiring that general government agencies and the public universities provide completed collective bargaining agreements, ready for presentation to the Governor’s office by October 2004.
At Washington State University, the three unions that represent bargaining units are slated to begin negotiations with administrators in the near future. Meanwhile, the state Department of Personnel has begun posting proposed new job classifications and civil service rules on its website, http://hr.dop.wa.gov, and is inviting public comment.
“Many people are waiting to see if and how the new civil service rules and reclassifications are going to affect their jobs,” said Glenn Frye, WSU’s labor relations officer. “It affects many people here at WSU and there’s definitely a lot of interest.”
At universities, civil service reform affects only classified staff, not administrative/professionals or faculty.
The civil service system, formed 43 years ago, has been amended many times, often making it cumbersome and out of date. The state is working to reorganize and streamline the system so it is current and more efficient. Everything is being addressed: salaries, job categories, benefits, hiring, promotions, contracting, terminations, layoffs, etc.
The Personnel System Reform Act, approved by the 2002 Legislature, requires that the new system be implemented in July 2005.
Union negotiations
The civil service reform effort marks a huge departure from the current process for WSU and all other state universities. Presently, all university classified staff positions, salaries, benefits and rules are determined by the Department of Personnel and other state agencies.
Under the reformed system, the universities will be responsible to negotiate independent contracts with each recognized bargaining unit to cover terms and conditions of employment. Classified employees who are not in bargaining units will be covered by the new civil service rules for their terms and conditions of employment.
At WSU, these university representatives will negotiate independently with these three unions:
• Glenn Frye, labor relations officer, will be the chief spokesperson working with the Washington Federation of State Employees
• Steve DeSoer, director of human resource services, will be the chief spokesperson working with the International Association of Fire Fighters
• Rich Heath, associate vice president for administration and human resources, will be the chief spokesperson working with the Washington State University Police Guild.
“The university recently sent out letters to all the unions to get their input on when we can schedule negotiation meetings,” said Heath. “Due to our short timeline, we’d like to start in mid-January or early February.”
Negotiators can choose to hold open- or closed-door meetings.
New contracts beginning to end
“Since these are all initial contracts, this will be a huge process,” said Heath. “We will have to negotiate everything from beginning to end — wages, hours, overtime, layoff rules, everything. It will require very long hours and a cooperative effort by both sides.”
“The major difference this time around will be that wages, hours and working conditions will be on the negotiating table,” said Frye. “Previously, this was mostly determined by the Department of Personnel in Olympia.”
Health care contributions will be determined through negotiations by the governor’s chief negotiator and union representatives for all state agencies, including universities.
“Ultimately, we all look to Olympia and the Legislature,” said Frye, “because they write the check and determine how much money we have to work with. In private industry, you engage in full scope bargaining, and you know the parameters up front regarding what resources you have available. Not knowing what WSU will receive from the Legislature makes it a lot more interesting for both sides.”
WSU has approximately 2,995 classified staff. Approximately 56 percent will be covered by a union bargaining agreement. The remaining 44 percent will be covered by the Department of Personnel and the state’s civil service rules.
In the end, Frye said, it is possible that salaries for employees not covered by a bargaining agreement could differ from salaries of those covered by a bargaining agreement.
Classified employees with questions should direct them to the appropriate persons, Frye said. “If someone is in a recognized bargaining unit they should contact their union representatives. Classified staff who are not under a recognized bargaining unit should contact me or another Human Resource Services representative. Employees are encouraged to review the DOP website and provide input on the civil service reform process as it progresses.
