<section article="gsp" article_name="State Personnel and Pensions" number="7-101" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="1" subtitle_name="General Provisions"> <level label="a"> <text>Except as provided in subsection (b) of this section, this title applies to all employees in the State Personnel Management System.</text> </level> <level label="b"> <text>This subtitle does not apply to a temporary employee.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-102" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="1" subtitle_name="General Provisions"> <level label="a"> <level label="1"> <text>Each employee in the skilled service, professional service, and management service, including special appointments in each classification of each of those services, shall be provided with a written position description which describes the essential duties and responsibilities the employee is expected to perform and the standards for satisfactory performance on a form approved by the Secretary.</text> </level> <level label="2"> <text>A successful applicant for a position in the skilled service, professional service, or management service shall be provided with a position description for review before accepting appointment to the position.</text> </level> </level> <level label="b"> <text>The appointing authority or designee shall approve position descriptions and revised position descriptions for the positions in the unit.</text> </level> <level label="c"> <level label="1"> <text>A supervisor shall:</text> <level label="i"> <text>ensure the preparation of a position description for each position over which the supervisor has primary direct responsibility;</text> </level> <level label="ii"> <text>maintain position descriptions for the positions under the supervisor’s jurisdiction; and</text> </level> <level label="iii"> <text>give each supervised employee a copy of the position description for the employee’s position.</text> </level> </level> <level label="2"> <text>The supervisor and employee shall review the position description for the employee’s position and make any necessary revision:</text> <level label="i"> <text>whenever there is a change in the essential functions of the position; and</text> </level> <level label="ii"> <text>as part of the employee’s performance appraisal.</text> </level> </level> <level label="3"> <text>When there is no position description for a new or vacant position, the primary direct supervisor of the position shall:</text> <level label="i"> <text>prepare a position description for the position; and</text> </level> <level label="ii"> <text>submit it as part of the selection plan to fill the position.</text> </level> </level> </level> <level label="d"> <text>A position description shall contain information required by the Secretary, including a description of the essential functions of the position.</text> </level> <level label="e"> <level label="1"> <text>The duties and responsibilities assigned to a position shall be consistent with the duties and responsibilities for the position’s assigned class.</text> </level> <level label="2"> <text>An employee may grieve the assignment of duties and responsibilities only if those assigned duties and responsibilities clearly are applicable to a different class.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-103" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="1" subtitle_name="General Provisions"> <level label="a"> <text>In this section, “Central Repository” means the Criminal Justice Information System Central Repository of the Department of Public Safety and Correctional Services.</text> </level> <level label="b"> <level label="1"> <text>An appointing authority may request a State and national criminal history records check from the Central Repository for:</text> <level label="i"> <text>a person who is selected for a position in the State Personnel Management System; or</text> </level> <level label="ii"> <text>a current employee who is eligible and is being recommended for transfer, promotion, or reassignment to a position in the State Personnel Management System.</text> </level> </level> <level label="2"> <text>The appointing authority shall apply to the Central Repository for a State and national criminal history records check for each prospective or current employee for whom a records check is sought under paragraph (1) of this subsection.</text> </level> <level label="3"> <text>As part of the application for a criminal history records check, the appointing authority shall submit to the Central Repository:</text> <level label="i"> <text>two complete sets of the prospective or current employee’s legible fingerprints taken in a format approved by the Director of the Central Repository and the Director of the Federal Bureau of Investigation;</text> </level> <level label="ii"> <text>the fee authorized under § 10–221(b)(7) of the Criminal Procedure Article for access to criminal history record information; and</text> </level> <level label="iii"> <text>the mandatory processing fee required by the Federal Bureau of Investigation for a national criminal history records check.</text> </level> </level> <level label="4"> <text>In accordance with Title 10, Subtitle 2 of the Criminal Procedure Article, the Central Repository shall forward to the prospective or current employee and the appointing authority the prospective or current employee’s criminal history record information.</text> </level> <level label="5"> <text>Information obtained from the Central Repository under this subsection:</text> <level label="i"> <text>is confidential and may not be redisseminated; and</text> </level> <level label="ii"> <text>may be used only for employment purposes authorized under Division I of this article.</text> </level> </level> </level> <level label="c"> <text>A person who is the subject of a criminal history records check under this section may contest the contents of the printed statement issued by the Central Repository as provided in § 10–223 of the Criminal Procedure Article.</text> </level> <level label="d"> <text>The Secretary may adopt regulations, guidelines, and policies to carry out this section.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-104" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="1" subtitle_name="General Provisions"> <level label="a"> <text>In this section, “Central Repository” means the Criminal Justice Information System Central Repository of the Department of Public Safety and Correctional Services.</text> </level> <level label="b"> <text>In connection with an initial application for employment or as a condition of continued employment in a position in the State Personnel Management System for which the job duties include access to federal tax information that is deemed confidential or sensitive under federal or State law or regulation, an appointing authority may:</text> <level label="1"> <text>require a prospective or current employee to provide information for a background investigation, including, for at least the previous 5–year period, the prospective or current employee’s:</text> <level label="i"> <text>address history; and</text> </level> <level label="ii"> <text>employment and education history, including the names and addresses of all previous employers and schools attended; and</text> </level> </level> <level label="2"> <text>request a State and national criminal history records check from the Central Repository for the prospective or current employee.</text> </level> </level> <level label="c"> <level label="1"> <text>The appointing authority shall apply to the Central Repository for a State and national criminal history records check for each prospective or current employee for whom a records check is sought under subsection (b)(2) of this section.</text> </level> <level label="2"> <text>As part of the application for a criminal history records check, the appointing authority shall submit to the Central Repository:</text> <level label="i"> <text>two complete sets of the prospective or current employee’s legible fingerprints taken in a format approved by the Director of the Central Repository and the Director of the Federal Bureau of Investigation;</text> </level> <level label="ii"> <text>the fee authorized under § 10–221(b)(7) of the Criminal Procedure Article for access to criminal history record information; and</text> </level> <level label="iii"> <text>the mandatory processing fee required by the Federal Bureau of Investigation for a national criminal history records check.</text> </level> </level> <level label="3"> <text>In accordance with Title 10, Subtitle 2 of the Criminal Procedure Article, the Central Repository shall forward to the prospective or current employee and the appointing authority the prospective or current employee’s criminal history record information.</text> </level> <level label="4"> <text>Information obtained from the Central Repository under this subsection:</text> <level label="i"> <text>is confidential and may not be redisseminated; and</text> </level> <level label="ii"> <text>may be used only for employment purposes authorized under Division I of this article.</text> </level> </level> <level label="5"> <text>If criminal history record information is reported to the Central Repository after the date of the initial criminal history records check, the Central Repository shall provide to the appointing authority a revised printed statement of the prospective or current employee’s criminal history record.</text> </level> <level label="6"> <text>A prospective or current employee who is the subject of a criminal history records check under this subsection may contest the contents of the printed statement issued by the Central Repository as provided in § 10–223 of the Criminal Procedure Article.</text> </level> </level> <level label="d"> <text>A prospective or current employee who refuses to comply with or fails, as defined by regulation, the background investigation or criminal history records check under this section is deemed to be unqualified for employment and, if a current employee, subject to disciplinary action under this article.</text> </level> <level label="e"> <text>The Secretary may adopt regulations, guidelines, and policies to carry out this section.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-201" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <level label="1"> <text>This subtitle does not apply to a special appointment position in the skilled service or professional service.</text> </level> <level label="2"> <level label="i"> <text>This subtitle does not apply to the recruitment for or the appointment to a position in the skilled service or professional service if the appointing authority:</text> <level label="1"> <text>decides to recruit for the position under § 7–203(2) of this subtitle;</text> </level> <level label="2"> <text>demonstrates that the position, based on the position description, is difficult to fill;</text> </level> <level label="3"> <text>demonstrates that the recruitment must occur in a timely manner; and</text> </level> <level label="4"> <text>notifies the Department of the recruitment.</text> </level> </level> <level label="ii"> <text>A recruitment and appointment under this paragraph shall occur in accordance with regulations adopted by the Department.</text> </level> <level label="iii"> <level label="1"> <text>The Department shall adopt regulations to implement this paragraph.</text> </level> <level label="2"> <text>The regulations adopted under this subparagraph shall provide, at a minimum, that for positions designated as special appointments on January 1, 2009, an appointing authority shall retain the same recruitment authority that the appointing authority possessed on January 1, 2009.</text> </level> </level> </level> </level> <level label="b"> <text>Each unit shall fill vacant skilled service and professional service positions in accordance with a position selection plan.</text> </level> <level label="c"> <text>To ensure compliance with State and federal employment laws and to ensure consistency in recruitment and hiring practices in the State Personnel Management System, the Department shall:</text> <level label="1"> <text>assist units in developing application forms, position selection plans, selection tests, and announcement forms; and</text> </level> <level label="2"> <text>review and audit recruitment and hiring practices of all appointing authorities at least once every 3 years.</text> </level> </level> <level label="d"> <text>On request of a unit that is not able to conduct all or part of its own recruitment or selection testing for a position because it lacks the appropriate resources, the Department, consistent with its resources, shall assist the unit in conducting the requested recruitment and selection testing.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-201.1" effective_note="EFFECTIVE UNTIL APRIL 30, 2026 PER CHAPTER 97 OF 2025" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>In this section, “Program” means the Expedited Hiring Program in the Department.</text> </level> <level label="b"> <level label="1"> <text>There is an Expedited Hiring Program in the Department for the purpose of hiring eligible applicants for vacant positions in the State Personnel Management System subject to the requirements of this section.</text> </level> <level label="2"> <text>Subject to the availability of funds, the Secretary may contract with another entity to assist with the implementation of the Program.</text> </level> </level> <level label="c"> <text>Notwithstanding any other provision of this subtitle, an appointing authority:</text> <level label="1"> <text>may recruit for a vacant position in accordance with this section; and</text> </level> <level label="2"> <text>shall aim to complete the recruitment for the position within 40 days.</text> </level> </level> <level label="d"> <text>An eligible applicant for the Program shall be an individual applying for a vacant position in State government who:</text> <level label="1"> <text>self–certifies and, on request, provides documentation that the individual:</text> <level label="i"> <text>has served in the federal government in any capacity, including during a probationary period; and</text> </level> <level label="ii"> <text>left federal service after January 15, 2025; and</text> </level> </level> <level label="2"> <text>has relevant federal expertise or experience to meet the requirements, based on the position description, for the vacant State position.</text> </level> </level> <level label="e"> <text>The Program shall:</text> <level label="1"> <text>develop guidance for appointing authorities on aligning job titles and position descriptions with the federal equivalent positions without requiring substantive changes to the descriptions or classifications of the positions;</text> </level> <level label="2"> <text>conduct marketing and recruitment activities to recruit eligible applicants for vacant positions;</text> </level> <level label="3"> <text>rate the qualifications of each applicant while a vacant position is open;</text> </level> <level label="4"> <text>communicate with applicants throughout the hiring process to maintain the applicants’ interest in the position;</text> </level> <level label="5"> <text>develop a process to refer applicants to other vacant positions in State government; and</text> </level> <level label="6"> <text>explore opportunities to expand the Program to support hiring by interested county governments.</text> </level> </level> <level label="f"> <text>The Secretary shall:</text> <level label="1"> <text>implement the Program in phases, with initial focus on critical and hard–to–fill positions, as determined by the Secretary;</text> </level> <level label="2"> <text>establish reasonable timelines for each phase of implementation; and</text> </level> <level label="3"> <text>adopt regulations to:</text> <level label="i"> <text>implement the Program; and</text> </level> <level label="ii"> <text>revise the conditions for eligibility under subsection (d) of this section to include review of applications from former federal contractors.</text> </level> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-202" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>When a skilled service or professional service position is to be filled, the unit shall complete a position selection plan for the position.</text> </level> <level label="b"> <text>A position selection plan shall contain the information about the position that the Secretary requires, including:</text> <level label="1"> <text>a position description described in § 7–102 of this title;</text> </level> <level label="2"> <text>the minimum qualifications for the class of the position and any selective qualifications required for appointment to the position;</text> </level> <level label="3"> <text>any limitations on selection for the position, including those that limit consideration to:</text> <level label="i"> <text>current State or unit employees;</text> </level> <level label="ii"> <text>current contractual employees;</text> </level> <level label="iii"> <text>promotional candidates; or</text> </level> <level label="iv"> <text>candidates indicating a willingness to work in a location; and</text> </level> </level> <level label="4"> <text>if applicants for the position are to be recruited, the:</text> <level label="i"> <text>location for submitting applications;</text> </level> <level label="ii"> <text>manner for posting the position announcement in the unit;</text> </level> <level label="iii"> <text>method and length of time for advertising the position;</text> </level> <level label="iv"> <text>closing date to receive applications for the position;</text> </level> <level label="v"> <text>plan of development of any selection test to be administered to qualified applicants; and</text> </level> <level label="vi"> <text>duration of the list of eligibles that results from the recruitment.</text> </level> </level> </level> <level label="c"> <text>The appointing authority shall:</text> <level label="1"> <text>approve or disapprove each position selection plan;</text> </level> <level label="2"> <text>authorize funding for approved plans; and</text> </level> <level label="3"> <text>send a copy of an approved selection plan to the equal employment opportunity officer of the unit.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-203" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>An appointing authority may select candidates for a position:</text> <level label="1"> <text>from an existing list of eligible candidates;</text> </level> <level label="2"> <text>if the appointing authority decides to recruit for the position, by recruitment;</text> </level> <level label="3"> <text>from a special list of eligible candidates whom the Division of Rehabilitation Services of the Department of Education certifies as being physically capable and adequately trained to qualify for the position;</text> </level> <level label="4"> <text>from a list of contractual employees performing the same or similar duties of the position; or</text> </level> <level label="5"> <text>as provided in subsection (b) of this section.</text> </level> </level> <level label="b"> <level label="1"> <text>An appointing authority may select a disabled veteran for a position if:</text> <level label="i"> <text>the disabled veteran:</text> <level label="1"> <text>is a veteran; and</text> </level> <level label="2"> <level label="A"> <text>is included on a United States uniformed services permanent disability list with a disability rating of at least 30%; or</text> </level> </level> <level label="B"> <text>has been rated by the United States Department of Veterans Affairs as having a compensable service–connected disability of at least 30%;</text> </level> </level> <level label="ii"> <text>the disabled veteran presents to the appointing authority written documentation:</text> <level label="1"> <text>issued by an appropriate department of the federal government within the year preceding selection; and</text> </level> <level label="2"> <text>certifying the existence and extent of the veteran’s disability;</text> </level> </level> <level label="iii"> <text>the appointing authority determines that the disabled veteran is qualified to perform the duties and responsibilities of the position;</text> </level> <level label="iv"> <text>the appointing authority notifies the Secretary in writing that the position is to be filled by a disabled veteran on a noncompetitive basis in accordance with this subsection; and</text> </level> <level label="v"> <text>the disabled veteran does not hold a permanent appointment or have mandatory reinstatement rights to a permanent appointment.</text> </level> </level> <level label="2"> <text>The requirements of § 7–209 of this subtitle do not apply to a disabled veteran selected for a vacant position under paragraph (1) of this subsection.</text> </level> <level label="3"> <text>If an appointing authority elects to select a disabled veteran for a vacant position under paragraph (1) of this subsection, the appointing authority may interview any disabled veteran who:</text> <level label="i"> <text>has expressed an interest to the appointing authority in applying for the position; and</text> </level> <level label="ii"> <text>satisfies the requirements under paragraph (1) of this subsection.</text> </level> </level> <level label="4"> <text>Except as provided in paragraph (3) of this subsection, if an appointing authority elects to select a disabled veteran for a vacant position under paragraph (1) of this subsection, the appointing authority is not required to interview any other qualified applicants for appointment to the position.</text> </level> <level label="5"> <text>This subsection does not require an appointing authority to select a disabled veteran for a vacant position or prohibit an appointing authority from filling a vacant position in accordance with the requirements of this subtitle.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-204" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>To recruit candidates for a position, an appointing authority shall prepare a job announcement for the position and conduct recruitment in accordance with the position selection plan.</text> </level> <level label="b"> <text>A job announcement shall contain:</text> <level label="1"> <text>a summary of the position description;</text> </level> <level label="2"> <text>the minimum qualifications for the class and any selective qualifications necessary for consideration;</text> </level> <level label="3"> <text>the type of selection test that will be administered to those meeting the position’s minimum qualifications;</text> </level> <level label="4"> <text>the location and deadline for submitting applications; and</text> </level> <level label="5"> <text>the duration of the list of eligibles derived from the announcement.</text> </level> </level> <level label="c"> <text>For a vacant position under this subtitle, the appointing authority shall:</text> <level label="1"> <text>if current employees or contractual employees in the unit may be eligible for the position:</text> <level label="i"> <text>post the job announcement for at least 2 weeks before the deadline for submitting applications, in at least one centralized location in that unit that is accessible to all employees; and</text> </level> <level label="ii"> <text>use any other method reasonably calculated to give eligible employees notice of the vacancy; and</text> </level> </level> <level label="2"> <text>advertise the position vacancy at least 2 weeks before the deadline for submitting applications by:</text> <level label="i"> <text>making available a job announcement to all appropriate State agencies, based on selection limitations; and</text> </level> <level label="ii"> <text>using any other method that is reasonably calculated to ensure a sufficient pool of applicants, including printed advertisements in newspapers and journals, paper and electronic bulletin board postings, and special notices.</text> </level> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-205" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>The appointing authority shall:</text> <level label="1"> <text>review the applications received to determine the applicants who meet the minimum qualifications for the position;</text> </level> <level label="2"> <text>prepare a register of qualified applicants in random order;</text> </level> <level label="3"> <text>send to unqualified applicants a notice that they have failed to meet the minimum qualifications for the position; and</text> </level> <level label="4"> <text>except as provided in subsection (b) of this section, if a competitive examination that requires attendance at a test site is required for the position, send a notice of the examination to qualified applicants on the register at least 10 days before the test administration date.</text> </level> </level> <level label="b"> <text>If less than ten but more than two applicants meet the minimum requirements for a position, the appointing authority may:</text> <level label="1"> <text>make a selection from the register without the need for further selection testing; or</text> </level> <level label="2"> <text>readvertise the position vacancy.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-206" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <level label="1"> <text>An appointing authority may use any appropriate selection process to rate qualified applicants.</text> </level> <level label="2"> <text>A unit must be able to establish the job relatedness, reliability, and validity of the selection tests that it uses.</text> </level> </level> <level label="b"> <level label="1"> <text>A selection test must be:</text> <level label="i"> <text>free of charge; and</text> </level> <level label="ii"> <text>except as provided in paragraph (2) of this subsection, open to all qualified applicants.</text> </level> </level> <level label="2"> <text>An appointing authority:</text> <level label="i"> <text>may disqualify and refuse to examine an otherwise qualified applicant who intentionally falsifies information in the application; and</text> </level> <level label="ii"> <text>shall give the applicant a written notice of the reason for the proposed disqualification.</text> </level> </level> <level label="3"> <text>An applicant who is disqualified under this subsection may submit a written response to the notice.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-207" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>A credit under this section shall be applied to an applicant’s score on any selection test administered to establish placement on a list of eligible candidates for which the applicant otherwise is qualified and has at least the minimum passing score on a selection test.</text> </level> <level label="b"> <text>For a current State employee, an appointing authority shall apply a credit on a selection test, of one–quarter point for each year of service in State government, up to a maximum of five points for 20 years of State service.</text> </level> <level label="c"> <level label="1"> <level label="i"> <text>In this subsection the following words have the meanings indicated.</text> </level> <level label="ii"> <text>“Eligible spouse” means an individual who is married to an active service member.</text> </level> <level label="iii"> <text>“Eligible veteran” means a veteran who has received an other than dishonorable discharge or a certificate of satisfactory completion of service, including:</text> <level label="1"> <text>a reserve component;</text> </level> <level label="2"> <text>the Commissioned Corps of the Public Health Service; and</text> </level> <level label="3"> <text>the Commissioned Corps of the National Oceanic and Atmospheric Administration.</text> </level> </level> </level> <level label="2"> <level label="i"> <text>An appointing authority shall apply a credit of 10 points on any selection test for:</text> <level label="1"> <text>an eligible spouse;</text> </level> <level label="2"> <text>an eligible veteran;</text> </level> <level label="3"> <text>the spouse of an eligible veteran who has a service connected disability; or</text> </level> <level label="4"> <text>the surviving spouse of a deceased eligible veteran.</text> </level> </level> <level label="ii"> <text>An appointing authority shall apply a credit of two additional points on any selection test for a former prisoner of war.</text> </level> </level> <level label="3"> <text>The following applicants are ineligible for a credit under this subsection:</text> <level label="i"> <text>a current State employee; and</text> </level> <level label="ii"> <text>an eligible veteran who is convicted of a crime after being discharged from or completing military service.</text> </level> </level> </level> <level label="d"> <level label="1"> <level label="i"> <text>In this subsection the following words have the meanings indicated.</text> </level> <level label="ii"> <text>“Adjacent county” means any county adjacent to a host county.</text> </level> <level label="iii"> <text>“Host county” means any county in which a qualified prison facility is located.</text> </level> <level label="iv"> <text>“Qualified prison facility” means any new State correctional institution of 750 beds or more constructed for the Division of Correction of the Department of Public Safety and Correctional Services on or after January 1, 1985.</text> </level> </level> <level label="2"> <text>In the selection process for an initial appointment to any position in a qualified prison facility, an appointing authority shall allow five points to each resident of the host county or an adjacent county if, in the most recent 12–month period for which data is available as reported by the Maryland Department of Labor, that county had an average unemployment rate that is more than 1.5 times the State unemployment rate as a whole.</text> </level> </level> <level label="e"> <level label="1"> <level label="i"> <text>In this subsection the following words have the meanings indicated.</text> </level> <level label="ii"> <text>“Adjacent district” means a legislative district within Baltimore City adjacent to the host district or, if the adjacent district extends beyond Baltimore City, that part of the district within Baltimore City.</text> </level> <level label="iii"> <text>“Host district” means the legislative district in which the Baltimore City Juvenile Justice Center is located.</text> </level> </level> <level label="2"> <text>In the selection process for an initial appointment to any position at the Baltimore City Juvenile Justice Center, an appointing authority shall allow five points to each resident of the host district or an adjacent district if, in the most recent 12–month period for which data is available as reported by the Maryland Department of Labor, Baltimore City had an average unemployment rate that is more than 1.5 times the State unemployment rate as a whole.</text> </level> </level> <level label="f"> <text>In the selection process for an appointment to a position within the State Personnel Management System, an appointing authority shall allow five points to each resident of the State of Maryland.</text> </level> <level label="g"> <text>An appointing authority shall apply a credit of five points on a selection test for an individual with a disability, as defined by the federal Americans with Disabilities Act.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-208" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>The appointing authority shall:</text> <level label="1"> <text>based on appropriate standards, place the candidates within the following categories:</text> <level label="i"> <text>best qualified;</text> </level> <level label="ii"> <text>better qualified;</text> </level> <level label="iii"> <text>qualified;</text> </level> <level label="iv"> <text>unsatisfactory;</text> </level> <level label="v"> <text>certified by the Division of Rehabilitation Services;</text> </level> <level label="vi"> <text>eligible for reinstatement after layoff or after a separation under § 11-302 of this article;</text> </level> <level label="vii"> <text>eligible for reinstatement; or</text> </level> <level label="viii"> <text>eligible for transfer; and</text> </level> </level> <level label="2"> <text>place the candidates on a list of eligible candidates by category in random order within the category except for candidates eligible for reinstatement after layoff or separation under § 11-302 of this article who shall be placed in that category in seniority point order.</text> </level> </level> <level label="b"> <text>On request, an appointing authority shall notify eligible candidates of their relative standing on the list of eligible candidates.</text> </level> <level label="c"> <level label="1"> <text>The appointing authority shall file the list of eligible candidates with the Department for use by other agencies requesting it; or</text> </level> <level label="2"> <text>if the Department develops a list of eligible candidates, the Department shall send the list to the appropriate appointing authorities, on request, in accordance with regulations adopted by the Secretary.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-209" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>Except as otherwise provided by law, an appointing authority shall make an appointment from among the candidates in a rating category on a list of eligible candidates as follows:</text> <level label="1"> <text>if there are at least five candidates rated best qualified, from that rating category;</text> </level> <level label="2"> <text>if there are fewer than five candidates rated best qualified, from the candidates in the best qualified and better qualified categories; and</text> </level> <level label="3"> <text>if there are fewer than five candidates rated best qualified and better qualified, from candidates in best qualified, better qualified, and qualified categories.</text> </level> </level> <level label="b"> <text>A candidate who is an eligible veteran under § 7-207(c) of this subtitle shall be identified as an eligible veteran on the list of eligible candidates.</text> </level> <level label="c"> <level label="1"> <text>In making a selection, the appointing authority may interview any of the candidates in the rating category from which the selection will be made.</text> </level> <level label="2"> <text>When interviews are conducted under this section, the appointing authority must interview at least three candidates.</text> </level> </level> <level label="d"> <text>The appointing authority must certify to the Secretary that the hiring process was conducted in accordance with the selection plan and this subtitle.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-210" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="2" subtitle_name="Appointment in Skilled Service and Professional Service"> <level label="a"> <text>Any applicant under this title who is not selected for a position may appeal the decision.</text> </level> <level label="b"> <text>An appeal:</text> <level label="1"> <text>may be made only on the grounds that the decision was unconstitutional or illegal; and</text> </level> <level label="2"> <text>may only be made to the appointing authority.</text> </level> </level> <level label="c"> <text>The decision of the appointing authority is final.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-301" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="3" subtitle_name="Other Appointments"> <level label="a"> <text>In accordance with guidelines issued by the Secretary, an appointing authority shall appoint individuals to the executive service, the management service, as special appointments, or as emergency appointments.</text> </level> <level label="b"> <text>These guidelines shall require that the individual appointed shall be qualified to perform the work described in the position description required by § 7-102 of this title.</text> </level> <level label="c"> <text>An emergency appointment under this section may not exceed 6 months and may not be renewed.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-401" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="4" subtitle_name="Probation"> <level label="a"> <text>Except as provided in this section, this subtitle applies to all employees in the:</text> <level label="1"> <text>skilled service; and</text> </level> <level label="2"> <text>professional service.</text> </level> </level> <level label="b"> <text>This subtitle does not apply to an employee in:</text> <level label="1"> <text>the management service; and</text> </level> <level label="2"> <text>a special appointment position in any service.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-402" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="4" subtitle_name="Probation"> <level label="a"> <text>Each employee subject to this subtitle is required to complete a 6-month probationary period as the final step in:</text> <level label="1"> <text>the employee's initial appointment to a position in the State Personnel Management System;</text> </level> <level label="2"> <text>the employee's appointment to a position in the skilled or professional service following a competitive promotion; and</text> </level> <level label="3"> <text>except as provided in subsection (b) of this section, the employee’s appointment to a position in the skilled or professional service following a reinstatement.</text> </level> </level> <level label="b"> <text>An employee is not required to serve a probationary period if the employee is reinstated within 1 year after the employee’s separation from State service to a classification in which the employee had previously completed a probationary period.</text> </level> <level label="c"> <text>To successfully complete a probationary period, an employee is required to demonstrate proficiency in the assigned duties and responsibilities of the position to which the employee is appointed.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-403" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="4" subtitle_name="Probation"> <level label="a"> <text>Subject to subsection (b) of this section and at the sole discretion of the employee's appointing authority, an employee's probationary period may be extended if:</text> <level label="1"> <text>the appointing authority decides that additional time is necessary to allow the employee to demonstrate proficiency in the performance of the employee's assigned duties and responsibilities;</text> </level> <level label="2"> <text>in the appointing authority's judgment, the period of the employee's absence on approved leave is sufficient to prevent the appointing authority from making a reasonable decision regarding the proficiency of the employee's performance; or</text> </level> <level label="3"> <text>the employee requests to extend the probationary period.</text> </level> </level> <level label="b"> <level label="1"> <text>Except as provided in paragraph (2) of this subsection, an employee’s probationary period may be extended under subsection (a) of this section up to one additional 6-month period.</text> </level> <level label="2"> <text>For an employee appointed to a skilled service position below grade 7, an employee’s probationary period may be extended under subsection (a) of this section up to one additional 3-month period.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-404" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="4" subtitle_name="Probation"> <level label="a"> <text>Each appointing authority and, where applicable, supervisor has the responsibility of properly explaining the duties and responsibilities of an employee's position to the employee, providing the employee with a written position description and otherwise orienting the employee to the operations of the employee's unit.</text> </level> <level label="b"> <text>Periodically during the probationary period, an appointing authority or an employee's supervisor, as appropriate, shall confer with the employee about the employee's performance and improvements in that performance that are necessary to satisfactorily complete probation.</text> </level> <level label="c"> <level label="1"> <text>An appointing authority shall ensure that at the end of an employee's first 90 days of probation the employee receives a written evaluation of the employee's performance and any recommendations for improvement.</text> </level> <level label="2"> <text>If the appointing authority extends an employee's probationary period, the appointing authority shall ensure that the employee receives additional written evaluations:</text> <level label="i"> <text>at the end of the employee's initial probationary period; and</text> </level> <level label="ii"> <text>at the mid-point of the extension period.</text> </level> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-405" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="4" subtitle_name="Probation"> <text>An appointing authority may take disciplinary action against or terminate the employment of a probationary employee in accordance with Title 11 of this article.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-501" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="5" subtitle_name="Employee Performance Appraisals"> <level label="a"> <text>The performance of each employee in the skilled service, professional service, and management service, including special appointments in each classification of each of those services, shall be evaluated in accordance with this subtitle.</text> </level> <level label="b"> <text>The appointing authority shall ensure that each of the unit’s employees who is subject to this subtitle has performance evaluations in accordance with this subtitle and procedures established by the Secretary.</text> </level> <level label="c"> <text>Each supervisor of an employee subject to this subtitle shall attend mandatory training by the Department on the methods and procedures required in the performance appraisal process.</text> </level> <level label="d"> <text>Factors in evaluating a manager’s or supervisor’s performance shall include:</text> <level label="1"> <text>attendance at any required performance appraisal training;</text> </level> <level label="2"> <text>adherence to established methods and procedures in conducting performance appraisals;</text> </level> <level label="3"> <text>the timely completion of performance appraisals for employees assigned to the manager or supervisor; and</text> </level> <level label="4"> <text>subject to subsection (e) of this section, if required by the manager’s or supervisor’s supervisor, the results of an anonymous survey of employees assigned to the manager or supervisor in accordance with procedures established by the Secretary.</text> </level> </level> <level label="e"> <text>An anonymous survey of the employees of a manager or supervisor may be performed only if more than five employees are assigned to the manager or supervisor.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-502" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="5" subtitle_name="Employee Performance Appraisals"> <level label="a"> <text>An employee subject to this subtitle shall receive the following written performance appraisals at 6–month intervals based on the employee’s entry–on–duty date:</text> <level label="1"> <text>an informal mid–year performance appraisal; and</text> </level> <level label="2"> <text>an end–of–year performance appraisal with an overall performance rating in accordance with § 7–503 of this subtitle.</text> </level> </level> <level label="b"> <text>An employee’s performance may be rated on a performance appraisal as follows:</text> <level label="1"> <text>outstanding;</text> </level> <level label="2"> <text>satisfactory; or</text> </level> <level label="3"> <text>unsatisfactory.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-503" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="5" subtitle_name="Employee Performance Appraisals"> <level label="a"> <level label="1"> <text>A supervisor shall prepare a preliminary performance appraisal for each employee for which the supervisor has primary direct responsibility.</text> </level> <level label="2"> <text>An appointing authority may review a preliminary appraisal before the supervisor presents it to the employee.</text> </level> </level> <level label="b"> <level label="1"> <text>An employee and the employee’s supervisor shall review and discuss the supervisor’s preliminary performance appraisal.</text> </level> <level label="2"> <text>The employee shall be notified, as provided in regulations adopted by the Secretary, prior to the date of the review and the discussion.</text> </level> <level label="3"> <text>The purpose of the review and discussion is to:</text> <level label="i"> <text>promote agreement and understanding about the supervisor’s preliminary performance appraisal and to aid the supervisor in determining the final ratings for the performance appraisal; and</text> </level> <level label="ii"> <level label="1"> <text>develop appropriate modifications to the employee’s position description, if needed;</text> </level> <level label="2"> <text>establish specific written tasks and indicators, based on measurable and objective standards that can be evaluated on outcome, that the employee needs to accomplish during the next rating period in order to meet the overall objectives of the position; and</text> </level> <level label="3"> <text>identify any area in which training is needed for the next rating period, based on the employee’s strengths and weaknesses.</text> </level> </level> </level> </level> <level label="c"> <level label="1"> <text>An appointing authority shall approve a performance appraisal before it is final.</text> </level> <level label="2"> <text>The final performance appraisal shall include:</text> <level label="i"> <text>the employee’s final performance ratings;</text> </level> <level label="ii"> <text>the specific tasks the employee is to achieve during the next rating period;</text> </level> <level label="iii"> <text>a list of modifications to the employee’s position description, if any; and</text> </level> <level label="iv"> <text>any recommendations for training to enhance the employee’s skills.</text> </level> </level> <level label="3"> <text>The supervisor shall:</text> <level label="i"> <text>give the employee a copy of the final performance appraisal;</text> </level> <level label="ii"> <text>retain a copy; and</text> </level> <level label="iii"> <text>place a copy in the employee’s personnel records.</text> </level> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-504" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="5" subtitle_name="Employee Performance Appraisals"> <text>An appointing authority may provide for interim conferences between an employee and the employee's supervisor to evaluate the employee's progress in meeting objectives established during the previous mandatory performance appraisal.</text> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-601" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="6" subtitle_name="Employees of State-Acquired Entities and Miscellaneous Provisions"> <level label="a"> <text>If this State acquires a public or private entity to operate it for a public purpose, this State may retain, as a State employee, any individual who is an officer or employee of that entity at the time of the acquisition.</text> </level> <level label="b"> <level label="1"> <text>An employee who is retained under this section:</text> <level label="i"> <text>shall be employed in a position that corresponds or is similar to the position held at the time of the acquisition; and</text> </level> <level label="ii"> <text>keeps seniority.</text> </level> </level> <level label="2"> <text>Beginning as of the date of the acquisition, each retained employee shall be on probation for the period required by Subtitle 4 of this title.</text> </level> </level> <level label="c"> <text>Within 1 year after an acquisition, the Department shall classify each position in the acquired entity.</text> </level> <level label="d"> <text>After positions in the acquired entity are classified, each retained employee:</text> <level label="1"> <text>may continue without an examination to hold the position in which the employee is then employed; and</text> </level> <level label="2"> <text>has all the rights of the class to which that position is allocated.</text> </level> </level> <level label="e"> <text>If a new position is created in an acquired entity or an established position in an acquired entity becomes vacant, the position shall be filled in accordance with this title.</text> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-602" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="6" subtitle_name="Employees of State-Acquired Entities and Miscellaneous Provisions"> <level label="a"> <level label="1"> <text>An appointing authority may reassign any employee within the appointing authority's jurisdiction to another position of equal grade and service for which the employee meets the minimum qualifications within the appointing authority's jurisdiction.</text> </level> <level label="2"> <text>Except as otherwise required by law, no employee may be reassigned from one principal unit to another without the employee's consent, unless the Secretary certifies that the reassignment is in the best interests of the State.</text> </level> </level> <level label="b"> <level label="1"> <level label="i"> <text>An employee may apply for a transfer to any vacant position of the same grade in any unit of the Executive Branch for which the employee meets the minimum qualifications.</text> </level> <level label="ii"> <text>An employee who applies for a transfer to a position will be considered for the position along with other eligible applicants.</text> </level> </level> <level label="2"> <level label="i"> <text>Unless exigent circumstances exist, the appointing authority shall give an employee notice of a proposed reassignment at least 2 weeks before the effective date of the reassignment.</text> </level> <level label="ii"> <text>An employee may agree to waive the required notice period.</text> </level> </level> </level> <level label="c"> <level label="1"> <text>An employee may apply for a voluntary demotion to any vacant position of a lower grade in any unit in the Executive Branch for which the employee meets the minimum qualifications.</text> </level> <level label="2"> <text>An employee who applies for a voluntary demotion to a position will be considered for the position along with other eligible applicants.</text> </level> </level> </section> <section article="gsp" article_name="State Personnel and Pensions" number="7-701" title_number="7" title_name="Employment in the State Personnel Management System" subtitle_number="7" subtitle_name="Part-Time Employment"> <level label="a"> <text>In this title, “part-time employee” means an employee who works an average of 50% or more but less than 100% of the regular workweek.</text> </level> <level label="b"> <text>An individual who is a full-time employee who is qualified for or desires to be a full-time employee may not be required to accept part-time employment as a condition of continued or new State employment.</text> </level> <level label="c"> <text>An individual who is a part-time employee who is qualified for or desires to be a part-time employee may not be required to accept full-time employment as a condition of continued or new State employment.</text> </level> <level label="d"> <level label="1"> <text>In accordance with regulations adopted by the Secretary, a part-time employee is entitled to receive all employment rights, privileges, and benefits that are normally available to a full-time employee in a similar position with a similar grade and length of service.</text> </level> <level label="2"> <text>Benefits shall be prorated in proportion to the number of hours employed.</text> </level> </level> </section>