18-389 C.M.R. ch. 15, § 1 - Definition and Goals

1. The MMS recognizes the unique nature of confidential executive and management positions in State Government, the importance of strong management, the need to provide greater flexibility and responsibility for managers in hiring, employee development, performance management, and career advancement. The MMS includes all confidential executives and managers who directly manage Maine's public service programs, serve as a manager or consultant in management support functions, and confidential employees who provide advice and assistance to executives as a member of an agency's senior management team. The MMS recognizes that human resource decisions, including hiring process and salary considerations, are best handled by individual agencies in an environment that preserves fairness, statewide equity and merit principles for classified confidential managers.

2. This chapter is intended to incorporate the following goals:

A. A simplified classification system that facilitates movement of managers between agencies and promotes upward mobility.

B. A compensation system that provides flexibility in setting and changing salaries.

C. Strengthened management training and career development programs that build managerial and leadership competencies; focusing on managing and valuing workplace diversity; empowering employees by enabling them to share in workplace decision making, and to be innovative, willing to take risks, and able to accept and deal with change; promoting a workplace where the overall focus is on the recipient of the government services and how these services can be improved; and enhancing mobility and career advancement opportunities.

D. Flexible, timely recruitment and hiring procedures that enable agencies to compete effectively with other employers, both public and private, for managers with appropriate skills and training; allowing consideration of qualified candidates for positions as managers; and achieving affirmative action goals and diversity in the workplace.

E. Provisions that managers may only be dismissed, suspended, or demoted for cause.

F. Facilitation of decentralized and regional administration.

G. Preserves merit principles and ensures that decisions are not based on nepotism, patronage or political considerations.

3. Except as otherwise provided, this chapter applies only to classified confidential employees who meet the definition of manager. Manager or managerial employee means the incumbent of a position that is assigned as follows:

A. Formulates state-wide policy or directs the work of an agency or agency subdivision, or;

B. Administers one or more state-wide policies or programs of an agency or agency subdivision, or;

C. Has substantial responsibility in personnel administration, legislative relations, public information, or;

D. Prepares and administers budgets.

Notes

18-389 C.M.R. ch. 15, § 1