Office of Classification, Salary
Administration & Recruitment - Definitions

  1. Acting Capacity - Temporary compensation provided to an employee who has provisionally assumed greater responsibility resulting from the temporary absence of another employee, the existence of a vacant, critical position, or for the temporary need for additional staff to perform higher level duties.

  2. Administrative Head
    1. The Clerk of Court for the court in which the employee works;
    2. The Administrative Clerk or Administrative Commissioner of the District Court for the district in which the employee works; or
    3. The Director of the respective department or office within the Courts of Appeal, the Administrative Office of the Courts, the District Court Headquarters, or the Court-Related Agency in which the employee works.

  3. Appointing Authority - Those individuals within the Judiciary who have the authority to hire and terminate employment in compliance with Judiciary policy.

  4. Classification - A category of work or work group designed and maintained to be objective and equitable for identifying and evaluating job functions and their relative value in accordance with the similarities and differences, the degrees of difficulty and responsibility, and the qualifications required to perform the work.

  5. Class Specification - A document that categorizes the requirements and nature of work performed by positions assigned to a classification. It defines the nature and level of work; the minimum qualifications; the required knowledge/skills/abilities (KSAs); and any licensing/special requirements.

  6. Contractual Employee - Any person whose condition of employment and compensation are specified in a personal services contract.

  7. Demotion - A change from one job classification to another job classification with a lower market minimum. Demotions may be voluntary or involuntary.

  8. Flat Rate - fixed, annual rates of pay, not assigned to a salary range, but are rather assigned to a particular position.

  9. Full-Time Contractual Employee - A contractual employee who is scheduled and works 85% or more of a forty hours week, per calendar year.

  10. Lateral Transfer - The movement of an employee from his/her current position to a different position with the same market minimum salary. A different PIN is usually assigned.

  11. New Position - The creation of a new, budgeted position, as approved through the Legislative/Budgetary process.

  12. Non-Competitive Promotion - Advancement from entry level to the proficient level of work in a classification series without changing the position identification number.

  13. On-Call Employee - An employee who is available for work during pre-set hours but reports to work only when called in by a supervisor, manager, or other designated individual or entity.

  14. Position Identification Number (PIN) - A unique number that identifies a position.

  15. Position Review - An analysis and evaluation of the duties and responsibilities of a position for evaluation purposes to determine the proper classification and salary.

  16. Promotion - An action by which an employee is selected to move from a position in one job classification to another position in a different job classification that has a higher market minimum salary, resulting from a competitive selection process.

  17. Reassignment - The lateral movement of an employee within the court/office of the Administrative Official that does not result in a change in salary grade. The employee retains his/her existing PIN.

  18. Reclassification - A change of a position from one job classification to another job classification that more appropriately reflects the duties and responsibilities of the position. The position should have undergone a substantial change in job function that has increased (or decreased) the duties and responsibilities enough to impact the current salary. The reclassification may be to a higher, lower, or the same salary as the former position, and the employee retains his or her own PIN.

  19. Regular Budgeted Position – A set of duties and responsibilities for a job funded under an approved budget and having an assigned Position Identification Number (PIN), not including contractual and temporary positions.

  20. Regular Employee – Any person holding a position funded under an approved budget and having an assigned Position Identification Number (PIN), not including contractual and temporary positions and those held by Judges, Masters, and Law Clerks.

  21. Reinstatement – The re-employment, within three years, of an individual who separated in good standing from the Maryland Judiciary or other Maryland State government agency and the restoration of certain salary and leave benefits.

  22. Market Mininum Salary – Baseline salary, pulled from several sources, including state and local government agencies, for specific job classification.

  23. Market Midpoint Salary – The market midpoint salary rate typically is defined as the pay rate for an employee who is fully proficient in his or her position (Those with eight or more continuous years of state Judiciary service.)