Glossary/Definitions

  1. Adjusted Base Salary: The total of Base Salary plus other appropriate differentials.
  2. Administrative or Standard Work Week: Time period which commences at 7:30 A.M. Monday and ends at 4:30 P.M. Friday.
  3. Admonishment:  An informal disciplinary measure.
  4. Adverse Action: An unfavorable personnel action taken by management against an employee.
  5. Allocation: Assignment of a position to its appropriate class on the basis of analysis of the duties and responsibilities of the position.
  6. Appointment: The official employment of a person to perform designated duties in exchange for compensation. 
  7. Areas of Consideration: The geographical areas of consideration necessary to provide a reasonable number of qualified candidates.
  8. Assembled Examination: Activity wherein applicants meet in a designated place at a specified time for performance tests germane to an employment position sought.
  9. Base Salary (Rate): The salary provided in the Base Salary Schedule.
  10. Best Qualified Candidates:  Eligible candidates who rank at the top when compared objectively with other eligible candidates for promotion within a general group.
  11. Career Ladder Position: One of a group of positions in which an employee may be given successive promotions until he reaches the full performance level.
  12. Career Promotions: Promotion without current competition.
  13. Certification: A statement by the Personnel Office that specific candidates meet particular standards and qualifications and from which a selection may be made.
  14. Certification of Eligibles: The process of providing a list of eligible candidates to a selecting official.
  15. Class: One position or a group of positions sufficiently similar in respect to their duties, responsibilities, qualifications, compensation and authority that the same title may be used to designate each position allocated to the class; sufficiently dissimilar from any position or any other group of positions to warrant exclusion from such group of positions.
  16. Class Specification: An official position description of the general characteristics of a class, including the class title, scope of duties and responsiblities, examplesof work performed, and qualifications required to perform the work of the class.
  17. Commission: The Civil Service Commission.
  18. Competitive Process: a series of actions established by the Personnel Officer to assure equitable competition, recognition of seniority and tenure, and a safeguard to the public interest when filling a vacant position.
  19. Conditions of Employment: Factors implicit to successful performance such as hours of work, physical or medical standards, maintenance o a license, maintenance of a health standard, availability during off-hours, and/or frequent need to travel.  
  20. Continuous Examination: A vacancy annoucement that does not have a closing date or has a duration longer than the standard announcement period of fifteen (15) calendar days.
  21. Contract Position: A position in the Excepted Service System.
  22. Creditable Service: Specific prior work experience or applicable convertible work benefits.
  23. Delegate: A non-supervisory employee elected to serve as a representative  to the Employee-Management Council.
  24. Eligible List: List of persons found qualified for selection for appointment to a position in a particular class. 
  25. Employee: A person in active pay status holding a position in accordance with the Commonwealth of the Northern Mariana Islands Public Law 1-9, as amended, whether permanent, probationary, full-time or otherwise in either the Personnel Service or Excepted Service Systems.
  26. Employee-Management Council: A group of elected representatives of employees and management who meet as a forum to discuss matters of common interest to the worker.
  27. FurloughAn act by management placing an employee in an involuntary non-duty status because of lack of work or funds.
  28. Government: Commomwealth of the Northern Mariana Islands.
  29. Grievance: A disagreement, misunderstanding or complaint of an employee arising out of the work situation.
  30. Highly Qualified Candidates: Those eligible candidates whose experience, training, and potential substantially exceed the qualifications standard for the position to a degree that they are likely to perform in a superior manner.
  31. Initial Appointment: The date on which a person first becomes an employee o fthe Personnel Service, which date remains fixed and unaffected by succeeding dates of promotion, change in position, or subsequent contracts, for as long as service is uninterrupted by a break in service in excess of four (4) months.
  32. Initial Probation: A period of not less than six (6) months from the beginning of an initial appointment.  
  33. Labor Organization: A lawful organization in which employees participate and which exists for the purpose, in whole or part, of dealing with agencies concerning grievances, personnel policies and practices, or other matters affecting wages, hours and work conditions.
  34. Limited Term Appointment: The appointee is appointed for a period of not more than one (1) year and may serve in any of the following types of positions: full-time, part-time, intermittent or, under very special circumstances, a permanent position.  The appointee shall be entitled only to Workmen's Compensation, Social Security, Annual Leave (if the period exceeds ninety days), Sick Leave, Overtime, and Holiday Pay unless the last day of the appointment falls on a holiday.  
  35. Management: The Governor and all executive branch officials, supervisors, and other representatives having authority to act for the agency on any matter relating to the implementation of the agency labor-management relations programs.  
  36. Management Official: A department director or delegated person having power to make a change in status of employees in the Personnel Service System.
  37. Medical Officer and Dental Officer:  A graduate from a school of medicine or a school of dentistry recognized by the government of the country in which the school is located, but which is not accredited by an appropriate United States professional organization; person is licensed as such by the Director of Public Health and Environment Services to practice in the Commonwealth of the Northern Mariana Islands.
  38. Methods of Ranking: Initial ranking is made between the "highly qualified" and "qualified" categories.  If three to five "highly qualified" candidates are available, the ranking is confined to that group.  If there are more than five "highly qualified" candidates, they must be further ranked into "best qualifed" and "well qualifed" relative to each other.  
  39. Non-Competitive Examinations: Either assembled or unassembled when special circumstances warrant.
  40. Normal Areas of Consideration: There are two different normal areas of consideration; Commonwealth wide for positions at pay level 22 and above; the RIF competitive areas for all other employees at pay level 21 and below.
  41. Open Competitive Examination: Examination for positions in a particular class, or series of classes, admission to which is not limited to persons employed in the Personnel Service System.
  42. Open Competitive List: List of persons who have been found qualified by an open competitive examination for appointment to a position in a particular case.
  43. Other Positions: Any position which does not have the essential characteristics of a permanent position, regardless of the nature of appointment of the employee occupying the position.
  44. Outside Work: All gainful employment other than the performance of official duties.
  45. Permanent Position: A full-time position which is established based upon the continuing need of the Government and which is authorized to continue longer than one (1) year.
  46. Personnel Office: Office having custody of Official Personnel Folders and the capacity and authority to take personnel actions.
  47. Personnel Officer: Agent appointed by the Civil Service Commission with the advice and consent of the Legislature, or as required by law.
  48. Personnel Service System: An organized set of regulations to administer the CNMI public work force based on merit principles.
  49. Position: The authorized group of work, duties, and responsibilities assigned by competent authority requiring the full- or part-time employment of at least one person.
  50. Position Change: A promotion, transfer, or demotion during an employee's continuous service.
  51. Position Classification: A statement of the classes of positions are identified according to their duties and responsibilities, like positions segregated into groups called classes, and a systematic record made of the classes found and of the particular positions found to be of each class.
  52. Position Classification Plan: A statement of the classes of positions arranged in a logical and systematic order to reflect all of the kinds and levels of work utilized in the Personnel Service System.
  53. Position Description:  A formal written statement by management and the employee documenting the assignment or rearrangement of the duties and responsibilities of a position.
  54. Position with Known Promotional Potential: A position which is to be filled below the specified performance level for the position.  These may be trainee and understudy positions, career ladder positions, and positions filled one or more levels below the established level.
  55. Probationary Appointment: The appointee serves a period of not less than six (6) months to ascertain fitness to fill a permanent position.
  56. Promotion: The change on an employee to a higher position class and pay level.
  57. Promotional List: List of persons who have been found qualifed by a promotional examination for appointment to a position in a particular class.
  58. Promotional Opportunity Announcement: A published announcement for posting and distribution and otherwise given maximum publicity within the area of consideration.
  59. Provisional Appointment: Usually limited to ninety (90) days, used to fill a permanent position pending the establishment  of an eligible list. 
  60. Qualification Standards: Minimum qualification requirements prescribed by the Personnel Office. 
  61. Reallocation: A position modification resulting from a gradual change of duties and responsibilities over an extended period of time not a result of planned management action.  
  62. Reclassification: Change of a position or group of positions to a higher or lower class and pay level as result of a change in classification standards or as a result of correcting a classification error.  
  63. Reduction-in-Force (RIF) Planning/Procedures: The Department Director plans RIF action at least sixty (60) days in advance and institutes administrative procedures to assure that all legitimate possibilities for transfer have been exhausted and that formal reduction-in-force is the only remaining alternative.
  64. Regular or Permanent Employee: An employee appointed to a position in the Personnel Service in accordance with the provisions of Commonwealth of the Northern Mariana Islands Public Law 1-9, as amended, who successfully completed an initial probationary period, and is expected to be in active pay status for more than 12 consecutive months or from 9-12 consecutive months inclusive on an annually recurring basis.
  65. Reprimand: A formal mean of calling to an employee's attention deficiencies in performance or conduct which, if continued, may result in further discipline.
  66. Retention Standing: Derived by allotting one point for each year of creditable service under the Commonwealth of the Northern Mariana Islands Personnel Service System.  Two additional points shall be added if the employee was rated as Exceptional on his last regular performance rating.  Military service with the Armed Forces of the U.S. counts toward years of service. 
  67. Retreat Rights: Exercise of Retreat is when an employee has insufficient retention standing to compete within his competitive level, and he shall compete down the line of his promotion.
  68. Selection Procedure: The process of evaluation candidates by measuring abilities on written tests, appraisals of performance, experience, awards, education, qualifications, investigation and oral interview.  
  69. Series of Classes:  Classes closely related in occupational specialty but differing in level of difficulty.
  70. Supervisory Nominations: The names of employees who supervisors believe are especially well-qualified for promotion consideration.
  71. Suspension: A disciplinary action placing an employee in a non-duty status.
  72. Suspension for more than Three Work Days: An action placing an employee in a non-duty and non-pay status or disciplinary reasons.
  73. Termination: The ending of a person's employment. 
  74. Unassembled Examination: Wherein the candidates, responding to an examination announcement, submit to designated places, their records of education, training, experience, and such other information as requested in the announcement, to be evaluated and rated by a qualified analyst.