Code of Maine Rules
18 - DEPARTMENT OF ADMINISTRATIVE AND FINANCIAL SERVICES
389 - BUREAU OF HUMAN RESOURCES
Chapter 15 - THE MAINE MANAGEMENT SERVICE
Section 389-15-4 - Classification Plan

Universal Citation: 18 ME Code Rules ยง 389-15-4

Current through 2024-38, September 18, 2024

1. The Director, in consultation with the agency appointing authority, will determine which confidential positions are subject to Chapter 15 of the Civil Service Rules.

2. The Director shall provide for the preparation, maintenance, and revision of a classification plan for all positions subject to this chapter, both classified and unclassified, on the basis of similarity of duties performed and responsibilities assumed. Application of this plan shall result in a classification schedule and the Director shall follow this schedule to classify or reclassify the position of each covered employee to the appropriate Management Functions, Benchmark Classifications, and individual positions.

A. A MANAGEMENT FUNCTION within the MMS broadly defines jobs according to their managerial role.
(1) Classification or reclassification of an individual position from one Management Function to another requires review and approval by the Director.

(2) Management Functions within the MMS include broadly defined jobs designated by the Director.

B. The Director will establish BENCHMARK CLASSIFICATIONS within each Management Function.
(1) Each benchmark classification will have a title, classification code, and salary range, determined by a standard job classification methodology.

C. Each benchmark classification will contain a number of INDIVIDUAL POSITIONS at specific salary grades.
(1) The authority to allocate individual positions to a salary grade within the salary range authorized for a benchmark classification is delegated to the appointing authority, subject to budgetary procedures, based on evaluated job content.

(2) The Director retains final authority to classify individual positions to benchmark classifications upon implementation of the MMS and for all new positions.

(3) Reclassification of an individual position to another Benchmark Classification requires approval by the Director.

(4) The Director may enter into agreements with individual agencies that permit variations to the process prescribed in this section.

D. The Director may remove from the classification schedule those classifications that are no longer functional.

E. No classification, reclassification, allocation, or reallocation may become effective until the funding basis is verified and approval is made known to the appointing authority and employee(s).

3. Transition to the MMS

A. When initially placed in the MMS, incumbents will:
(1) Retain current salary grade, salary step, applicable performance review date, salary review date, longevity date, and other employment-related service dates;

(2) Immediately assume permanent status in the MMS for permanent status employees;

(3) Obtain permanent status upon completion of the probationary period for employees in probationary status at the time of transition; and,

(4) Continue other status and benefits associated with employment as a "Confidential" employee.

4. Classification Specifications and Supporting Documentation

A. Benchmark Specifications - The Director shall provide and maintain written specifications for each benchmark classification of the classification schedule. Each specification shall be the summary document of all positions comprising the class and have the following characteristics:
(1) The benchmark specifications shall include class title, description of type/level of work performed, benchmark competencies, and other information special to the class.

(2) The benchmark classification shall be the official title of each position it represents and this name, or abbreviation approved by the Director, shall be used by the appointing authority on all official records/reports relating to each such position.

(3) Agencies may distinguish individual positions within a Benchmark classification in any manner that meets the needs of the agency for reporting or other purposes.

B. Job Evaluation Reports/Forms - The Director shall gather and maintain documentation that describes individual positions and/or establishes their relation to the organization of which they are a part. Such information may include position description forms, position analysis and/or evaluation forms, organizational charts and general research data.

C. Basis for Allocation and Reallocation - The specifications for individual positions, when considered together with the foregoing supportive data, shall provide basis for allocation and reallocation actions.

5. Notification

A. Upon completion of each job evaluation process for classification of new positions or reclassification of existing positions, the Director shall make written notice to the appointing authority and/or employee to report actions taken and decisions reached.

6. Appeals Process

A. Any appointing authority, MMS employee, who is aggrieved by a classification or reclassification decision offered by the Director, or an appointing authority as delegated by the Director, shall have the right to appeal the decision before the State Civil Service Appeals Board in accordance with 5 MRSA, §7081 - 7085.

B. Requests for allocation/reallocation shall not be considered properly filed until all job analysis forms and other related information required by the Director, or appointing authority, to analyze the request and to make a ruling, have been provided.

Disclaimer: These regulations may not be the most recent version. Maine may have more current or accurate information. We make no warranties or guarantees about the accuracy, completeness, or adequacy of the information contained on this site or the information linked to on the state site. Please check official sources.
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