Standards for Merit System Certification. Minnesota Department of Human Services Betty Carlson March 31, 2004

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1 Standards for Merit System Certification Minnesota Department of Human Services Betty Carlson March 31, 2004

2 A Merit System is: A a method of personnel management designed to allow hiring supervisors and managers to engage in nepotism. B a method of personnel management designed to promote the efficiency and economy of the service and the good of the public by providing for the selection and retention of employees and other related matters based upon merit and fitness. C a method of awarding badges in scouting D both b and c. E none of the above.

3 History of Merit Systems Ancient China (first written tests given in 165 B.C.) Pendleton Act of 1883 Federal Social Security Act Amendments of 1939 Intergovernmental Personnel Act of 1970

4 Merit System Principles 5 CFR PART 900

5 Merit Principle 1 Recruiting, selecting and advancing employees on the basis of their relative ability, knowledge and skills, including open consideration of qualified applicants for initial appointment

6 Merit Principle 2 Providing equitable and adequate compensation.

7 Merit Principle 3 Training employees, as needed, to assure high quality performance.

8 Merit Principle 4 Retaining employees on the basis of the adequacy of their performance, correcting inadequate performance, and separating employees whose inadequate performance cannot be corrected.

9 Merit Principle 5 Assuring fair treatment of applicants and employees in all aspects of personnel administration without regard to political affiliation, race, color, national origin, sex, religious creed, age, handicap and with proper regard for their privacy and constitutional rights as citizens.

10 Merit Principle 6 Assuring that employees are protected against coercion for partisan political purposes and are prohibited from using their official authority for the purpose of interfering with or affecting the result of an election or nomination for office

11 Human Services Delivery System in Minnesota State supervised, county administered In most states, human services programs are administered by state employees Many functions and programs directed by State of Minnesota

12 Standards for Merit System Certification Minnesota Department of Human Services July, 2003

13 Key Elements of Legislation Payment Provided for Services Formula set by counties - Dependent on size of county (# of employees served) Quarterly Payments County Consultation - subd 3

14 Notification / Timetable One Full Year Notification Allows sufficient time to review materials Gives other counties sufficient advance notice

15 Documents Reviewed in Certification Process Personnel Policies and Rules Summary of Assessment Process Classification Plan Compensation Plan Affirmative Action Plan Performance Evaluation Plan Employee Development Plan

16 Personnel Policy and Rules Authority of Human Resources Director / County Merit System Director

17 Summary of Assessment Processes Procedures for Job Analysis Procedures for development of Assessment Tools

18 Classification Plan Class Specifications Position Questionnaires

19 Compensation Plan Labor Contracts Internal / External Equity

20 Affirmative Action Plan Compliance with federal & state regulations Identify & eliminate artificial barriers of EEO Workforce analysis

21 Performance Evaluation Plan Outline of process Forms / tools used

22 Employee Development Plan Extent to which plan prepares employees for more responsible jobs Methods for assessing training needs

23 Merit Principle 1 Recruiting, selecting and advancing employees on the basis of their relative ability, knowledge and skills, including open consideration of qualified applicants for initial appointment

24 Recruiting and Selection Policies and Practices Job-related and maximize validity, reliability and objectivity Uniform Guidelines on Employee Selection Procedures

25 Merit Principle 2 Providing equitable and adequate compensation.

26 Classification/ Compensation Plans and Policies Reviewed regularly Internal and external equity

27 Merit Principle 3 Training employees, as needed, to assure high quality performance.

28 Training Programs Methods for assessing needs Providing training to meet priority needs

29 Merit Principle 4 Retaining employees on the basis of the adequacy of their performance, correcting inadequate performance, and separating employees whose inadequate performance cannot be corrected.

30 Performance Evaluation and Employee Discipline Policies Periodic evaluation of employee performance Just cause, not at-will employees

31 Merit Principle 5 Assuring fair treatment of applicants and employees in all aspects of personnel administration without regard to political affiliation, race, color, national origin, sex, religious creed, age, handicap and with proper regard for their privacy and constitutional rights as citizens.

32 Equal Opportunity / Affirmative Action Plans and Policies Identification and elimination of barriers Appeal processes for employees and applicants

33 Merit Principle 6 Assuring that employees are protected against coercion for partisan political purposes and are prohibited from using their official authority for the purpose of interfering with or affecting the result of an election or nomination for office

34 Policies on Political Activity Must comply with Federal Hatch Act provisions

35 Resources in Appendix B Uniform Guidelines on Employee Selection Procedures Q&A to Guidelines Division 14 SIOP Principles