PSHRA-SCP key terms

A formal negotiation process between a public employer and a recognized union that produces a written agreement covering wages, hours, and other terms and conditions of employment.

A step-by-step contractual process through which an employee or union challenges an employer action, typically moving from supervisor review to higher management and finally to arbitration.

The standard an employer must meet to discipline or discharge an employee, requiring a fair and well-documented reason, notice, an opportunity to respond, and discipline proportional to the offense.

A disciplinary approach that applies increasingly serious consequences for repeated or escalating misconduct, typically moving from verbal warning through written warning to suspension and discharge.

The set of procedures used when bargaining stalls, including mediation, fact-finding, and in some jurisdictions binding arbitration, to help the parties reach or have imposed a settlement.

The right of a union-represented employee to request union representation during an investigatory interview that the employee reasonably believes may lead to discipline.

The constitutional and contractual requirement that public employees receive notice of charges and a meaningful opportunity to respond before a deprivation of a property interest in continued employment.

The shared values, beliefs, and norms that shape how employees behave, make decisions, and treat one another within an organization.

A team climate in which people feel safe to speak up with questions, concerns, or mistakes without fear of punishment or humiliation.

A structured approach to preparing people for organizational change, addressing communication, sponsorship, resistance, and reinforcement so that new practices take hold.

A leadership philosophy in which the leader's primary aim is to serve employees and the public good, sharing power and removing barriers rather than commanding.

The degree to which employees are committed to and invested in their work and organization, reflected in discretionary effort, retention, and willingness to recommend the employer.

A systematic effort to identify and develop employees who can fill key leadership or critical roles as vacancies occur, reducing reliance on outside hires.

A civil service framework in which hiring, promotion, and retention are based on job-related qualifications and performance rather than political affiliation or personal favoritism.

A statutory advantage given to eligible veterans and sometimes their family members in public hiring, often through added points on examinations or guaranteed interviews.

The systematic process of gathering information about a job's duties, tasks, and required knowledge, skills, and abilities, which underpins job descriptions, selection tests, and pay decisions.

A selection interview in which all candidates receive the same predetermined, job-related questions scored against a common rating scale to reduce bias and improve reliability.

A defined initial period of employment during which a new hire's performance is evaluated and the employee may be separated with fewer procedural protections than tenured staff.

A structured system that groups positions into classes and series based on similarity of duties and responsibility, forming the foundation for pay ranges and career ladders.

The combined value of wages or salary, employer-paid benefits, retirement contributions, paid leave, and other rewards an employee receives for their work.

A retirement plan that promises a specified benefit, usually based on years of service and final average salary, with the employer bearing the investment risk.

A retirement plan, such as a 457(b) or 401(k), in which the employer contributes a set amount and the employee bears investment risk, with benefits depending on the account balance at retirement.

The principle and practice of setting pay so that work of comparable value is compensated comparably, correcting disparities historically associated with predominantly female job classes.

A salary framework with pay grades defining ranges and steps within each grade that employees advance through based on time, performance, or both.

An adjustment to pay or benefits intended to offset inflation, often tied to a published index such as the Consumer Price Index.

An employer-sponsored benefits arrangement, authorized under Section 125 of the tax code, that lets employees choose among taxable and nontaxable benefits and pay certain premiums with pre-tax dollars.

An integrated software system that stores and processes employee records, payroll, benefits, and related data and supports reporting and compliance.

The policies, roles, and standards that determine who may access, change, and share HR data and how its quality and security are maintained.

The accuracy, completeness, consistency, and timeliness of HR data, maintained through validation rules, periodic audits, documented entry standards, and clear accountability for corrections.

A quantifiable measure tracked over time to show how well an HR process or program is achieving a stated objective.

Comparing an organization's metrics, practices, or pay levels against those of peers or industry standards to identify gaps and set improvement targets.

The number of separations during a period divided by average headcount, usually expressed as a percentage, with voluntary and involuntary separations often reported separately.

The total recruiting and onboarding expense divided by the number of hires in a period, used to evaluate the efficiency of talent acquisition.

The average number of days between opening a requisition and a candidate's acceptance of the job offer, a common staffing efficiency metric.

A document that states an organization's mission, goals, and priorities and outlines the actions, resources, and measures needed to achieve them over a multi-year horizon.

A structured review of external trends, such as legislation, labor markets, demographics, and technology, that may affect an organization's strategy and workforce needs.

A planning tool that identifies an organization's internal strengths and weaknesses and external opportunities and threats to inform strategy and prioritization.

The recurring sequence of stages a policy passes through, from issue identification and drafting through adoption, implementation, monitoring, evaluation, and revision or sunset.

A written estimate of the costs, savings, and operational effects a proposed policy or rule would have, prepared to inform decision makers before adoption.

The deliberate process of identifying people and groups affected by a decision and involving them through communication, consultation, or collaboration to build support and improve outcomes.