Md. Code, State Personnel and Pensions § 7-101
(a) Except as provided in subsection (b) of this section, this title applies to all employees in the State Personnel Management System.
(b) This subtitle does not apply to a temporary employee.
Md. Code, State Personnel and Pensions, Title 7
Md. Code, State Personnel and Pensions, Title 7
in effectMd. Code, State Personnel and Pensions § 7-102
(a) (1) 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.
(2) 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.
(b) The appointing authority or designee shall approve position descriptions and revised position descriptions for the positions in the unit.
(c) (1) A supervisor shall:
(i) ensure the preparation of a position description for each position over which the supervisor has primary direct responsibility;
(ii) maintain position descriptions for the positions under the supervisor’s jurisdiction; and
(iii) give each supervised employee a copy of the position description for the employee’s position.
(2) The supervisor and employee shall review the position description for the employee’s position and make any necessary revision:
(i) whenever there is a change in the essential functions of the position; and
(ii) as part of the employee’s performance appraisal.
(3) When there is no position description for a new or vacant position, the primary direct supervisor of the position shall:
(i) prepare a position description for the position; and
(ii) submit it as part of the selection plan to fill the position.
(d) A position description shall contain information required by the Secretary, including a description of the essential functions of the position.
(e) (1) The duties and responsibilities assigned to a position shall be consistent with the duties and responsibilities for the position’s assigned class.
(2) An employee may grieve the assignment of duties and responsibilities only if those assigned duties and responsibilities clearly are applicable to a different class.
Md. Code, State Personnel and Pensions § 7-103
(a) In this section, “Central Repository” means the Criminal Justice Information System Central Repository of the Department of Public Safety and Correctional Services.
(b) (1) An appointing authority may request a State and national criminal history records check from the Central Repository for:
(i) a person who is selected for a position in the State Personnel Management System; or
(ii) a current employee who is eligible and is being recommended for transfer, promotion, or reassignment to a position in the State Personnel Management System.
(2) 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.
(3) As part of the application for a criminal history records check, the appointing authority shall submit to the Central Repository:
(i) 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;
(ii) the fee authorized under § 10–221(b)(7) of the Criminal Procedure Article for access to criminal history record information; and
(iii) the mandatory processing fee required by the Federal Bureau of Investigation for a national criminal history records check.
(4) 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.
(5) Information obtained from the Central Repository under this subsection:
(i) is confidential and may not be redisseminated; and
(ii) may be used only for employment purposes authorized under Division I of this article.
(c) 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.
(d) The Secretary may adopt regulations, guidelines, and policies to carry out this section.
Md. Code, State Personnel and Pensions § 7-104
(a) In this section, “Central Repository” means the Criminal Justice Information System Central Repository of the Department of Public Safety and Correctional Services.
(b) 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:
(1) 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:
(i) address history; and
(ii) employment and education history, including the names and addresses of all previous employers and schools attended; and
(2) request a State and national criminal history records check from the Central Repository for the prospective or current employee.
(c) (1) 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.
(2) As part of the application for a criminal history records check, the appointing authority shall submit to the Central Repository:
(i) 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;
(ii) the fee authorized under § 10–221(b)(7) of the Criminal Procedure Article for access to criminal history record information; and
(iii) the mandatory processing fee required by the Federal Bureau of Investigation for a national criminal history records check.
(3) 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.
(4) Information obtained from the Central Repository under this subsection:
(i) is confidential and may not be redisseminated; and
(ii) may be used only for employment purposes authorized under Division I of this article.
(5) 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.
(6) 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.
(d) 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.
(e) The Secretary may adopt regulations, guidelines, and policies to carry out this section.
Md. Code, State Personnel and Pensions § 7-201
(a) (1) This subtitle does not apply to a special appointment position in the skilled service or professional service.
(2) (i) 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:
1. decides to recruit for the position under § 7–203(2) of this subtitle;
2. demonstrates that the position, based on the position description, is difficult to fill;
3. demonstrates that the recruitment must occur in a timely manner; and
4. notifies the Department of the recruitment.
(ii) A recruitment and appointment under this paragraph shall occur in accordance with regulations adopted by the Department.
(iii) 1. The Department shall adopt regulations to implement this paragraph.
2. 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.
(b) Each unit shall fill vacant skilled service and professional service positions in accordance with a position selection plan.
(c) 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:
(1) assist units in developing application forms, position selection plans, selection tests, and announcement forms; and
(2) review and audit recruitment and hiring practices of all appointing authorities at least once every 3 years.
(d) 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.
Md. Code, State Personnel and Pensions § 7-201.1
§7–201.1. IN EFFECT
// EFFECTIVE UNTIL APRIL 30, 2026 PER CHAPTER 97 OF 2025 //
(a) In this section, “Program” means the Expedited Hiring Program in the Department.
(b) (1) 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.
(2) Subject to the availability of funds, the Secretary may contract with another entity to assist with the implementation of the Program.
(c) Notwithstanding any other provision of this subtitle, an appointing authority:
(1) may recruit for a vacant position in accordance with this section; and
(2) shall aim to complete the recruitment for the position within 40 days.
(d) An eligible applicant for the Program shall be an individual applying for a vacant position in State government who:
(1) self–certifies and, on request, provides documentation that the individual:
(i) has served in the federal government in any capacity, including during a probationary period; and
(ii) left federal service after January 15, 2025; and
(2) has relevant federal expertise or experience to meet the requirements, based on the position description, for the vacant State position.
(e) The Program shall:
(1) 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;
(2) conduct marketing and recruitment activities to recruit eligible applicants for vacant positions;
(3) rate the qualifications of each applicant while a vacant position is open;
(4) communicate with applicants throughout the hiring process to maintain the applicants’ interest in the position;
(5) develop a process to refer applicants to other vacant positions in State government; and
(6) explore opportunities to expand the Program to support hiring by interested county governments.
(f) The Secretary shall:
(1) implement the Program in phases, with initial focus on critical and hard–to–fill positions, as determined by the Secretary;
(2) establish reasonable timelines for each phase of implementation; and
(3) adopt regulations to:
(i) implement the Program; and
(ii) revise the conditions for eligibility under subsection (d) of this section to include review of applications from former federal contractors.
Md. Code, State Personnel and Pensions § 7-202
(a) When a skilled service or professional service position is to be filled, the unit shall complete a position selection plan for the position.
(b) A position selection plan shall contain the information about the position that the Secretary requires, including:
(1) a position description described in § 7–102 of this title;
(2) the minimum qualifications for the class of the position and any selective qualifications required for appointment to the position;
(3) any limitations on selection for the position, including those that limit consideration to:
(i) current State or unit employees;
(ii) current contractual employees;
(iii) promotional candidates; or
(iv) candidates indicating a willingness to work in a location; and
(4) if applicants for the position are to be recruited, the:
(i) location for submitting applications;
(ii) manner for posting the position announcement in the unit;
(iii) method and length of time for advertising the position;
(iv) closing date to receive applications for the position;
(v) plan of development of any selection test to be administered to qualified applicants; and
(vi) duration of the list of eligibles that results from the recruitment.
(c) The appointing authority shall:
(1) approve or disapprove each position selection plan;
(2) authorize funding for approved plans; and
(3) send a copy of an approved selection plan to the equal employment opportunity officer of the unit.
Md. Code, State Personnel and Pensions § 7-203
(a) An appointing authority may select candidates for a position:
(1) from an existing list of eligible candidates;
(2) if the appointing authority decides to recruit for the position, by recruitment;
(3) 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;
(4) from a list of contractual employees performing the same or similar duties of the position; or
(5) as provided in subsection (b) of this section.
(b) (1) An appointing authority may select a disabled veteran for a position if:
(i) the disabled veteran:
1. is a veteran; and
2. A. is included on a United States uniformed services permanent disability list with a disability rating of at least 30%; or
B. has been rated by the United States Department of Veterans Affairs as having a compensable service–connected disability of at least 30%;
(ii) the disabled veteran presents to the appointing authority written documentation:
1. issued by an appropriate department of the federal government within the year preceding selection; and
2. certifying the existence and extent of the veteran’s disability;
(iii) the appointing authority determines that the disabled veteran is qualified to perform the duties and responsibilities of the position;
(iv) 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
(v) the disabled veteran does not hold a permanent appointment or have mandatory reinstatement rights to a permanent appointment.
(2) 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.
(3) 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:
(i) has expressed an interest to the appointing authority in applying for the position; and
(ii) satisfies the requirements under paragraph (1) of this subsection.
(4) 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.
(5) 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.
Md. Code, State Personnel and Pensions § 7-204
(a) 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.
(b) A job announcement shall contain:
(1) a summary of the position description;
(2) the minimum qualifications for the class and any selective qualifications necessary for consideration;
(3) the type of selection test that will be administered to those meeting the position’s minimum qualifications;
(4) the location and deadline for submitting applications; and
(5) the duration of the list of eligibles derived from the announcement.
(c) For a vacant position under this subtitle, the appointing authority shall:
(1) if current employees or contractual employees in the unit may be eligible for the position:
(i) 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
(ii) use any other method reasonably calculated to give eligible employees notice of the vacancy; and
(2) advertise the position vacancy at least 2 weeks before the deadline for submitting applications by:
(i) making available a job announcement to all appropriate State agencies, based on selection limitations; and
(ii) 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.
Md. Code, State Personnel and Pensions § 7-205
(a) The appointing authority shall:
(1) review the applications received to determine the applicants who meet the minimum qualifications for the position;
(2) prepare a register of qualified applicants in random order;
(3) send to unqualified applicants a notice that they have failed to meet the minimum qualifications for the position; and
(4) 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.
(b) If less than ten but more than two applicants meet the minimum requirements for a position, the appointing authority may:
(1) make a selection from the register without the need for further selection testing; or
(2) readvertise the position vacancy.
Md. Code, State Personnel and Pensions § 7-206
(a) (1) An appointing authority may use any appropriate selection process to rate qualified applicants.
(2) A unit must be able to establish the job relatedness, reliability, and validity of the selection tests that it uses.
(b) (1) A selection test must be:
(i) free of charge; and
(ii) except as provided in paragraph (2) of this subsection, open to all qualified applicants.
(2) An appointing authority:
(i) may disqualify and refuse to examine an otherwise qualified applicant who intentionally falsifies information in the application; and
(ii) shall give the applicant a written notice of the reason for the proposed disqualification.
(3) An applicant who is disqualified under this subsection may submit a written response to the notice.
Md. Code, State Personnel and Pensions § 7-207
(a) 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.
(b) 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.
(c) (1) (i) In this subsection the following words have the meanings indicated.
(ii) “Eligible spouse” means an individual who is married to an active service member.
(iii) “Eligible veteran” means a veteran who has received an honorable discharge or a certificate of satisfactory completion of service, including a reserve component.
(2) (i) An appointing authority shall apply a credit of 10 points on any selection test for:
1. an eligible spouse;
2. an eligible veteran;
3. the spouse of an eligible veteran who has a service connected disability; or
4. the surviving spouse of a deceased eligible veteran.
(ii) An appointing authority shall apply a credit of two additional points on any selection test for a former prisoner of war.
(3) The following applicants are ineligible for a credit under this subsection:
(i) a current State employee; and
(ii) an eligible veteran who is convicted of a crime after being discharged from or completing military service.
(d) (1) (i) In this subsection the following words have the meanings indicated.
(ii) “Adjacent county” means any county adjacent to a host county.
(iii) “Host county” means any county in which a qualified prison facility is located.
(iv) “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.
(2) 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.
(e) (1) (i) In this subsection the following words have the meanings indicated.
(ii) “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.
(iii) “Host district” means the legislative district in which the Baltimore City Juvenile Justice Center is located.
(2) 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.
(f) 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.
(g) 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.
Md. Code, State Personnel and Pensions § 7-208
(a) The appointing authority shall:
(1) based on appropriate standards, place the candidates within the following categories:
(i) best qualified;
(ii) better qualified;
(iii) qualified;
(iv) unsatisfactory;
(v) certified by the Division of Rehabilitation Services;
(vi) eligible for reinstatement after layoff or after a separation under § 11-302 of this article;
(vii) eligible for reinstatement; or
(viii) eligible for transfer; and
(2) 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.
(b) On request, an appointing authority shall notify eligible candidates of their relative standing on the list of eligible candidates.
(c) (1) The appointing authority shall file the list of eligible candidates with the Department for use by other agencies requesting it; or
(2) 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.
Md. Code, State Personnel and Pensions § 7-209
(a) 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:
(1) if there are at least five candidates rated best qualified, from that rating category;
(2) if there are fewer than five candidates rated best qualified, from the candidates in the best qualified and better qualified categories; and
(3) if there are fewer than five candidates rated best qualified and better qualified, from candidates in best qualified, better qualified, and qualified categories.
(b) 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.
(c) (1) In making a selection, the appointing authority may interview any of the candidates in the rating category from which the selection will be made.
(2) When interviews are conducted under this section, the appointing authority must interview at least three candidates.
(d) The appointing authority must certify to the Secretary that the hiring process was conducted in accordance with the selection plan and this subtitle.
Md. Code, State Personnel and Pensions § 7-210
(a) Any applicant under this title who is not selected for a position may appeal the decision.
(b) An appeal:
(1) may be made only on the grounds that the decision was unconstitutional or illegal; and
(2) may only be made to the appointing authority.
(c) The decision of the appointing authority is final.
Md. Code, State Personnel and Pensions § 7-301
(a) 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.
(b) 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.
(c) An emergency appointment under this section may not exceed 6 months and may not be renewed.
Md. Code, State Personnel and Pensions § 7-401
(a) Except as provided in this section, this subtitle applies to all employees in the:
(1) skilled service; and
(2) professional service.
(b) This subtitle does not apply to an employee in:
(1) the management service; and
(2) a special appointment position in any service.
Md. Code, State Personnel and Pensions § 7-402
(a) Each employee subject to this subtitle is required to complete a 6-month probationary period as the final step in:
(1) the employee's initial appointment to a position in the State Personnel Management System;
(2) the employee's appointment to a position in the skilled or professional service following a competitive promotion; and
(3) 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.
(b) 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.
(c) 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.
Md. Code, State Personnel and Pensions § 7-403
(a) 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:
(1) 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;
(2) 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
(3) the employee requests to extend the probationary period.
(b) (1) 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.
(2) 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.
Md. Code, State Personnel and Pensions § 7-404
(a) 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.
(b) 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.
(c) (1) 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.
(2) If the appointing authority extends an employee's probationary period, the appointing authority shall ensure that the employee receives additional written evaluations:
(i) at the end of the employee's initial probationary period; and
(ii) at the mid-point of the extension period.
Md. Code, State Personnel and Pensions § 7-405
An appointing authority may take disciplinary action against or terminate the employment of a probationary employee in accordance with Title 11 of this article.
Md. Code, State Personnel and Pensions § 7-501
(a) 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.
(b) 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.
(c) 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.
(d) Factors in evaluating a manager’s or supervisor’s performance shall include:
(1) attendance at any required performance appraisal training;
(2) adherence to established methods and procedures in conducting performance appraisals;
(3) the timely completion of performance appraisals for employees assigned to the manager or supervisor; and
(4) 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.
(e) 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.
Md. Code, State Personnel and Pensions § 7-502
(a) 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:
(1) an informal mid–year performance appraisal; and
(2) an end–of–year performance appraisal with an overall performance rating in accordance with § 7–503 of this subtitle.
(b) An employee’s performance may be rated on a performance appraisal as follows:
(1) outstanding;
(2) satisfactory; or
(3) unsatisfactory.
Md. Code, State Personnel and Pensions § 7-503
(a) (1) A supervisor shall prepare a preliminary performance appraisal for each employee for which the supervisor has primary direct responsibility.
(2) An appointing authority may review a preliminary appraisal before the supervisor presents it to the employee.
(b) (1) An employee and the employee’s supervisor shall review and discuss the supervisor’s preliminary performance appraisal.
(2) The employee shall be notified, as provided in regulations adopted by the Secretary, prior to the date of the review and the discussion.
(3) The purpose of the review and discussion is to:
(i) 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
(ii) 1. develop appropriate modifications to the employee’s position description, if needed;
2. 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
3. identify any area in which training is needed for the next rating period, based on the employee’s strengths and weaknesses.
(c) (1) An appointing authority shall approve a performance appraisal before it is final.
(2) The final performance appraisal shall include:
(i) the employee’s final performance ratings;
(ii) the specific tasks the employee is to achieve during the next rating period;
(iii) a list of modifications to the employee’s position description, if any; and
(iv) any recommendations for training to enhance the employee’s skills.
(3) The supervisor shall:
(i) give the employee a copy of the final performance appraisal;
(ii) retain a copy; and
(iii) place a copy in the employee’s personnel records.
Md. Code, State Personnel and Pensions § 7-504
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.
Md. Code, State Personnel and Pensions § 7-601
(a) 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.
(b) (1) An employee who is retained under this section:
(i) shall be employed in a position that corresponds or is similar to the position held at the time of the acquisition; and
(ii) keeps seniority.
(2) 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.
(c) Within 1 year after an acquisition, the Department shall classify each position in the acquired entity.
(d) After positions in the acquired entity are classified, each retained employee:
(1) may continue without an examination to hold the position in which the employee is then employed; and
(2) has all the rights of the class to which that position is allocated.
(e) 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.
Md. Code, State Personnel and Pensions § 7-602
(a) (1) 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.
(2) 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.
(b) (1) (i) 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.
(ii) An employee who applies for a transfer to a position will be considered for the position along with other eligible applicants.
(2) (i) 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.
(ii) An employee may agree to waive the required notice period.
(c) (1) 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.
(2) An employee who applies for a voluntary demotion to a position will be considered for the position along with other eligible applicants.
Md. Code, State Personnel and Pensions § 7-701
(a) 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.
(b) 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.
(c) 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.
(d) (1) 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.
(2) Benefits shall be prorated in proportion to the number of hours employed.
Source: Open US Law by Vaquill AI (CC BY 4.0)URL: https://mgaleg.maryland.gov/mgawebsite/Laws/StatutesFetched: 10/16/2026