AP FAQ
(Reviewed and updated by Zami Wilson, Human Resource Services)
What is the difference between Administrative Professional employees and Civil Service Staff employees?
Administrative Professional employees perform administrative, managerial and professional duties and are exempted from coverage under the provisions of the Civil Service Laws and Regulations Washington Administrative Code 357 (WAC).
Civil Service employees are not covered by a Bargaining Unit Agreement and perform staff support duties. Civil Service positions are subject to the provisions of the Civil Service Laws and Regulations. Civil Service positions are governed by the Higher Education Personnel Rules WAC 357s.
If my position is converted to the Administrative Professional service will I continue to receive overtime pay? What does it mean to be overtime-eligible?
Human Resource Services (HRS) performs a position audit to determine if the assigned duties and responsibilities of the position are eligible for overtime or not. The position audit utilizes criteria as outlined in the Fair Labor Standards Act (FLSA) to ensure compliance with the regulations.
If the position is eligible for overtime, the employee is required to record all hours worked in excess of forty hours in a work week.
Any hours the employee works in excess of 40 hours per workweek shall be compensated at a rate of one and one-half times the straight time hourly rate. This compensation may be in the form of cash payment or compensatory time and is at the discretion of the employee. The maximum balance of compensatory time the employee may have accrued at any one time is 240 hours. Any overtime worked beyond that must be paid in cash until the compensatory balance drops below 240 hours.
As a civil service employee can I request a position audit for reclassification to the AP service?
No. You cannot request to "leave" the civil service. However, management may request that HRS perform an audit of your position to determine if your position would qualify for exemption from civil service.
As an AP employee can I request a position audit for reclassification within the AP service?
No. You cannot request to have your position audited and/or request a title change. However, management may request that HRS perform an audit of your position to determine if your position should be re-classified within the AP service.
As an AP employee can I request a salary review of my position?
Yes. Any AP employee can initiate a salary review of his or her own position. To initiate the review the employee must provide HRS and the appropriate representative within their own department or college with a request memo describing the circumstances and basis for the request; an updated signed position description; and an organizational chart. The detailed procedure can be found in the Business Policy Procedure Manual (BPPM) 60.12.
If my position is discontinued, what rights do I have as an AP employee?
Administrative Professional employees are entitled to a minimum advance notice of discontinuation of appointment based on the number of years of WSU service.
The notice requirements are outlined in the Administrative Professional handbook (PDF) . The discontinuation of appointment is not "termination for cause" and does not reflect poor performance, misconduct, or other cause for termination.
If my position was discontinued as AP and I held permanent status as a civil service employee can I revert back?
Employees who previously held permanent status in a WSU civil service staff position may have a right of reversion in accordance with state laws at the conclusion of the exempt appointment. Contact HRS for assistance with this process.
Can my department increase or decrease my position's percent of appointment or basis of service?
Yes. You are entitled to at least a 30-day written notice of a position reduction or increase (Note: AP positions are not permitted to be less than 0.50 FTE). An AP employee who previously held permanent status in a WSU Civil Service Staff position may have reversion rights to the Civil Service in accordance with the state laws, if the FTE is reduced.
My position has a pre-established end date. What does this mean for my continued employment and what will happen to my accrued annual leave?
Your appointment will automatically terminate on the date indicated on the most recent Personnel Action Form unless positive action is taken to extend your term date. Accumulated annual leave must be used prior to the termination date, unless you obtain a written exception from your dean or department head prior to the end date.
I'm in a .750 FTE, nine-month position. Do I earn sick and annual leave? How many holidays do I get off?
Yes, you accrue sick leave and annual leave on a prorated basis in relation to a full-time, twelve-month basis of service for each month. There are ten holidays and one personal holiday. You are eligible for holidays scheduled within your appointment term.
I just started working in the AP service on May 1st; do I get to use my personal holiday prior to June 30th?
Yes. An AP employee with at least a four-month appointment can take their personal holiday prior to June 30th. They will also be eligible for a personal holiday again on July 1st. See BPPM 60.77 for more information.
What are Administrative Professional benchmarks and how are they related to my position?
Benchmarks are summary-level "best fit" descriptions and are not meant to take the place of each unique position description. AP employees should refer to their position description for a full and accurate account of all assigned duties and responsibilities. These benchmark descriptions are used by HRS staff when evaluating positions for the allocation process. As a result, they are general in nature, focusing on occupational scope while providing illustrative duties and responsibilities.
Please contact Human Resource Services for further assistance and questions regarding your Administrative Professional position.
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