Sections:
4.2101	Applicability of definitions.
4.2102	Abandonment of position.
4.2103	Accrued leave.
4.2104	Accumulated leave.
4.2105	Acting appointment.
4.2106	Repealed.
4.2107	Agency.
4.2108	Annual leave.
4.2109	Appeal.
4.2110	Appointing authority.
4.2111	Apprenticeship.
4.2112	Areas of training.
4.2113	ASG.
4.2114	ASPA.
4.2115	Assembled examination.
4.2116	Basic salary rate.
4.2117	Basic training.
4.2118	Board.
4.2119	Bumping.
4.2120	Career service.
4.2121	Certificate of eligibles.
4.2122	Certification.
4.2123	Chairman of the Board.
4.2124	Class.
4.2125	Compensatory time.
4.2126	Competitive personnel action.
4.2127	Conference leadership.
4.2128	Conflict of interest.
4.2129	Contagious disease.
4.2130	Contract specialist.
4.2131	Cooperative education plan.
4.2132	Course of study.
4.2133	Demotion.
4.2134	Department.
4.2135	Desirable qualifications.
4.2136	Detail.
4.2137	Director.
4.2138	Disabled veteran.
4.2139	Dismissal.
4.2140	Education.
4.2141	Educational counseling.
4.2142	Elevation.
4.2143	Eligible.
4.2144	Emergency appointment.
4.2145	Employee.
4.2146	Employee development.
4.2147	Employee relations.
4.2148	Executive development.
4.2149	First-line supervision.
4.2150	Followup training.
4.2151	Full biweekly pay period.
4.2152	Full-time employment.
4.2153	Grievance.
4.2154	Holidays.
4.2155	Human relations.
4.2156	Human relations training.
4.2157	Incentive awards.
4.2158	Induction training.
4.2159	In-service training.
4.2160	Institute.
4.2161	Internship.
4.2162	Intervening salary steps.
4.2163	Job analysis.
4.2164	Job code.
4.2165	Job cost.
4.2166	Job evaluation.
4.2167	Job family.
4.2168	Job rotation.
4.2169	Job standard.
4.2170	Journeyman.
4.2171	Leave without pay.
4.2172	Leave with pay.
4.2173	Leave year.
4.2174	Lecture.
4.2175	Line.
4.2176	Line responsibility.
4.2177	Management.
4.2178	Manpower.
4.2179	Maternity leave.
4.2180	Medical certificate.
4.2181	Minimum qualifications.
4.2182	Morale.
4.2183	Motion study.
4.2184	Motivation.
4.2185	Noncompetitive personnel action.
4.2186	Nonstandard workweek.
4.2187	Off-site training.
4.2188	On-the-job training.
4.2189	Orientation training.
4.2190	Out-service training.
4.2191	Overtime.
4.2192	Part-time employment.
4.2193	Pay adjustment.
4.2194	Performance rating.
4.2195	Performance standard.
4.2196	Periodic increment date.
4.2197	Permanent employee.
4.2198	Personnel management.
4.2199	Position.
4.21100	Position description.
4.21101	Post-training.
4.21102	Preassignment training.
4.21103	Preemployment training.
4.21104	Preference eligible.
4.21105	Premium payment.
4.21106	Probationary period.
4.21107	Program.
4.21108	Promotion.
4.21109	Public administration.
4.21110	Rating.
4.21111	Reassignment.
4.21112	Reduction-in-force.
4.21113	Reduction in salary.
4.21114	Refresher training.
4.21115	Register.
4.21116	Reinstatement.
4.21117	Related training.
4.21118	Remedial training.
4.21119	Resignation.
4.21120	Resources.
4.21121	Retraining.
4.21122	Reversion.
4.21123	Salary range.
4.21124	Screening committee.
4.21125	Selecting authority.
4.21126	Selective certification.
4.21127	Seminar.
4.21128	Sick leave.
4.21129	Skill training.
4.21130	Standard workday.
4.21131	Standard workweek.
4.21132	Supervisor.
4.21133	Suspension.
4.21134	Temporary employment.
4.21135	Termination.
4.21136	Training aids.
4.21137	Training committee.
4.21138	Training plan.
4.21139	Training policy.
4.21140	Training timetable.
4.21141	Transfer.
4.21142	Trial service period.
4.21143	Tuition.
4.21144	Unassembled examination.
4.21145	Veteran.
4.21146	Work simplification.

The definitions set out in this chapter apply throughout these regulations, unless the context clearly indicates another meaning.

"Abandonment of position" means failure of an employee to report for duty or to return from leave for five or more consecutive work days.

"Accrued leave” means leave earned by an employee during the current calendar year that is unused at any given time during that calendar year.

"Accumulated leave" means unused leave remaining to the credit of an employee at the beginning of a new calendar year.

"Acting appointment" means a temporary appointment made to a supervisory or managerial position.

"Annual leave" means authorized absence from duty with pay to allow employees a vacation period for rest and relaxation and to provide time off for personal and emergency purposes. The use of annual leave must be officially authorized prior to being taken.

"Appeal" means a response by an individual to action taken against him or her. The right of appeal ex tends to such actions as classification decisions, disciplinary actions, actions of alleged discrimination, and such other actions as provided for in these regulations.

"Appointing authority" means the person lawfully authorized to make appointments. The appointing authority for ASPA is the Executive Director.

"Apprenticeship” means a comprehensive program for training the learner toward a specialized trade or craft under the full responsibility of the employer and on a long-term basis. It includes thorough instruction in the principles and practices of the particular trade or craft as well as in academic and related subjects.

"Areas of training" is a term used to include the training activities for certain classes of positions, such as clerical, skilled trades, and professional, and for programs of training such as orientation, supervision, and safety.

"Assembled examination” means an examination for which applicants are required to assemble or be physically present at an appointed time and place.

"Basic salary rate” means the dollar amount of the step of the salary range to which the employee is entitled, before any deduction, and exclusive of additional compensation of any kind.

"Basic training", as part of induction, means the fundamental or essential training required for a position.

"Bumping" means the replacement of an incumbent subject to reduction-in-force by another employee who has greater seniority.

"Career service” means that system of personnel administration based on merit principles which provides for the attraction, selection, and retention of the best-qualified persons for permanent employment. Entry is normally through competitive examination, and formalized channels of advancement and training are provided. Career service covers all employees of ASPA except con tract specialists.

"Certificate of eligibles" means the official document from which eligibles are considered for employment.

"Certification” means the process by which the names of qualified eligibles are determined.

"Chairman of the Board” refers to the Chair- man of the Board of Directors of ASPA.

"Class" means the identification of a position or a group of positions sufficiently similar in duties so that the same requirements of training, experience, or skill and the same title, examination, and salary range may be applied.

"Competitive personnel action" means a type of personnel action which can be effected only if applicable competitive procedures, i.e., those governing advertising and examining, have taken place.

"Conference leadership" means the art of planning, leading, guiding, and directing a conference.

"Conflict of interest" means a situation in which an employee's private interests, usually of an economic nature, conflict, or raise a reasonable question of conflict, with his or her public duties and responsibilities. The potential conflict is of concern whether it is real or apparent.

"Contagious disease” means a disease requiring isolation of the patient, quarantine, or restriction of movement, as prescribed by health authorities.

"Contract specialist" means a person who has entered into an agreement with ASPA to perform specified duties and responsibilities for a specific period of time, who is not in the ASPA career service.

"Cooperative education plan” means training in which trainees alternate between periods of formal instruction in educational institutions and guided learning on the job through work experience related to the formal instruction.

"Course of study" means a training plan having a series of instructional units which have been developed to accomplish a specific training objective.

"Demotion" means change of an employee from a position in one class to a position in another class having a lower salary range.

"Department" means a division of ASPA headed by a manager appointed by the Executive Director.

"Desirable qualifications" means the levels of education and/or experience deemed desirable or preferable for admission to the examination in lieu of or above and beyond fixed minimum qualifications.

"Detail" means the temporary assignment of an employee to a different position for a specified period with the employee returning to his or her regular duties at the end of the detail. Technically, a position is not "filled” by a detail, as the employee continues to hold the position from which detailed.

"Disabled veteran” means an individual who has served on active duty in the armed forces of the United States, and has established the present existence of a service-connected disability or is receiving compensation, disability retirement benefits, or pension because of a public statute administered by the Veterans' Administration or a military department of the United States.

"Dismissal" means the termination of employment of a permanent employee for cause of or of a probationary employee as specified in this article.

"Education” means the formal impartation or acquisition of knowledge, skill, or discipline of mind.

"Educational counseling" means the act of conferring with a person for the purpose of aiding him or her in making choices and adjustments relating to schools, course, curriculum, and study.

"Elevation” means restoration of an employee to the higher classification, with permanent status, which he or she had prior to having been granted a voluntary demotion.

"Eligible" means an applicant whose name is on a register of persons who have qualified for a particular class of positions.

"Emergency appointment" means an appointment to a position pending the establishment of a register for that class or for emergency reasons, not to exceed 30 calendar days unless ex tended as provided by these regulations.

"Employee” means any individual employed by ASPA under the authority of the Executive Director.

"Employee development" means all planned, supervised experience, training, and/or education that enhances the individual's usefulness as an employee, and promotes his or her work- life growth.

"Employee relations" means the contacts and relationships between management and the employees in an organization.

"Executive development" means a plan for the creation of career executives through the systematic development of outstanding employees.

"First-line supervision" means that level of supervision directly over the rank-and-file or nonsupervisory employees and forming the starting point upward for the direct line of authority and communications to top management.

"Followup training" means attention given to employees after initial training to ensure and facilitate their application of new skills and information.

"Full biweekly pay period" means as follows: An employee shall be considered, for leave purposes, to have been employed for a full biweekly pay period if he or she has been in a pay status, or a combination of pay status and nonpay status, during all of the days within such period, exclusive of holidays and all non- work days established by the Governor.

"Full-time employment" means regularly scheduled employment requiring an average of 40 hours of work per week. However, for certification from a register, work between 32 and 40 hours per week shall be considered full time.

"Grievance" means an employee's expressed feeling of dissatisfaction with aspects of his or her working conditions and working relationships which are outside his or her control. A grievance is not an appeal.

"Holidays" means days set aside to celebrate a religious, state, or other even t for which ASPA employees receive time off with pay. Holidays are established by law or are designated by the Governor.

"Human relations" means the integration of manpower into an effective operational system. Effective conduct of human relations is based upon good communications, which is transmitting an idea so as to make it understood and motivating the recipient to take the right action. The will to do things is generated by people and without this no productive operation is possible.

"Human relations training" means the development of those techniques, habits, skills, and attitudes that will enable individuals to supervise and work effectively with others.

"Incentive awards" means recognition for employees who demonstrate exceptional resourcefulness of skills or perform exceptional acts.

"Induction training" means in-service training to familiarize an employee with a new assignment, including policies, procedures and other matters affecting conditions of work and safety precautions, performance standards, and other details.

"In-service training" means training provided by ASPA for its employees in order to increase their effectiveness in present assignments or to prepare for future assignments using the resources and facilities within the agency and/or within the jurisdiction of the territorial government. The term "staff development" is also used

"Institute" is sometimes applied to full-time training programs ranging in duration from a few days to several weeks, utilizing various training methods, and dealing with a limited or specific subject.

"Internship" means a position or assignment that gives an employee planned work experience as part of a training program, which emphasizes the application of theories, principles, and techniques to operating situations.

"Intervening salary steps" means all increment steps in a salary range except the lowest and highest.

(1) The process of breaking down a position, duty, or task into component parts including what is done, how it is done, and skills and knowledge needed. The technique is used in many phases of management, such as training, placement, classification, and work simplification;

(3) In personnel administration, a complete analysis of all of the job positions in an establishment for the purpose of learning their requirements in terms of ability, and their relationships to each other and to the establishment. It may be, for example, the basis for a program of job evaluation.

"Job code" means an eight-digit code designating a class in terms of its status, salary structure to which assigned, grade level, and job family.

"Job cost" means the cost arrived at by method of cost accounting which collects charges for material, labor and allocated overhead in the production of a specific order or a finished unit or units.

"Job evaluation" means a comprehensive determination of the relative worth and importance of all the jobs and positions in an establishment. A typical procedure involves the assignment of values to various job skills and characteristics, and a totaling of these values for each job on the basis of a job analysis. A job evaluation program may be for the purpose of setting wage scales, for determining promotion requirements, for establishing incentives, etc.

"Job family" means a group of related series of classes of positions such as clerical, personnel, engineering, or education, etc.

"Job rotation" means the procedure of moving workers systematically from their jobs to related jobs as a means of broadening their experience and developing versatility, sometimes called "cross-training".

"Job standard" means the level of performance of a given job taken as a basis of comparison.

"Journeyman" means an individual who has served a formal apprenticeship or has gained substantially equivalent experience over a period of years, during which time he or she has acquired a comprehensive knowledge and high degree of skill in one or more of the recognized trades.

"Leave without pay" means authorized absence from duty without compensation, exclusive of suspension or absence without leave (AWOL).

"Leave year" means the period beginning with the first day of the first complete pay period in any calendar year and ending with the day immediately before the first day of the first complete pay period in the following calendar year.

"Lecture" means a method of teaching in which the instructor gives an oral presentation of subject matter, with little or no participation by trainees.

"Line", in a private or public business organization, means the chain of direct command and operational responsibility, as distinguished from "staff".

"Line responsibility" means the ultimate responsibility for effective and efficient performance. This responsibility includes the following functions: making executive decisions: planning, supervising, and testing operations: conducting inspections: maintaining discipline and training employees.

"Management" refers to the processes of planning, direction, and control. One managerial function is that of planning, of establishing group or team policies, objectives and programs for the future. A second is organizing the assignment of specialized responsibilities to various departments and levels throughout the entire work team, thus facilitating cooperation and the effective utilization of human and other resources. A third function is usually described as control. Guides and indicators are created to facilitate a continuing check on operations. Through these controls, managers see that what is being done corresponds to objectives and assignments.

"Manpower" means the number of men and women available for productive employment.

"Maternity leave" means approved absence because of incapacitation related to pregnancy and confinement. It is chargeable to sick leave or any combination of sick leave, annual leave, and leave without pay, in the order given.

"Medical certificate” means a written statement, signed by a registered practicing physician or other practitioner, certifying to the incapacitation, examination, treatment, or the period of disability of an employee while he or she was undergoing professional treatment.

"Minimum qualifications" means the training, experience and other qualifications established for a given class and required of an applicant for admission to the examination for that class.

"Morale" is not a single concept; rather, it is a shorthand expression covering a number of factors such as recognition, credit, security, sense of belonging, opportunity, etc., that may together produce a particular atmosphere among the employees in an organization. It is closely interrelated with a number of incentives which management uses for the employees.

"Motion study" means the study of body motions used in performing an operation, with thought toward improving the operation by eliminating unnecessary motions and simplifying the necessary motions, so that maximum efficiency is realized.

"Motivation” is applied to an inner urge that moves a person to action, and also to a contemplated result, the desire for which moves the person.

"Noncompetitive personnel action” means a type of personnel action which does not require a qualified employee to formally compete with others in order for the personnel action to be effected.

"Nonstandard workweek" means irregular or indeterminate hours worked by employees, the nature of whose duties commonly or frequently preclude successful job completion in standard workweeks over a prolonged period.

"Off-site training" means in-service training given to an employee outside their actual work area; for example, classroom training.

"On-the-job training" means in-service training given to an employee within the work area while doing productive work.

"Orientation training", as part of induction, means in-service training designed to assist workers to adapt themselves as quickly as possible to their job environment, to acquire satisfactory attitudes, and to become familiar with the organization in which they work.

"Out-service training" means training provided by an agency for its employees in order to increase their effectiveness in their present assignments, or to prepare for future assignments, using resources and facilities outside of ASPA or the jurisdiction of the ASG.

"Overtime" means work performed in excess of 40 hours per week for employees with a regular workweek.

"Part-time employment" means work of regularly less than 40 hours per week. However, for certification from registers, work of less than 32 hours per week shall be considered as part-time.

"Pay adjustment" means a change in the rate of compensation due to revision of the salary schedules of ASPA or for reasons not covered elsewhere.

"Performance rating" means the formal process of evaluating some or all of the individuals who make up the work team and perform the work, in respect to the quality and quantity of the work performed by them. In some cases, it is called employee merit, service, or efficiency rating.

"Performance standard” means the measure of the performance necessary to meet the needs of the operational system.

"Periodic increment date” means the date established in accordance with the merit system rule on which an employee is entitled to the next salary step increment within his or her range as stated in the compensation plan.

"Permanent employee” means an employee appointed in a career service position who has successfully completed a probationary period.

(A) the utilization of human resources by management for the accomplishment of the objective of the organization:

(B) the branch of business management concerned with the administration and direction of all of the relations between an organization and its employees including the recruiting of new employees, training, testing, promoting, and supervising employees, etc., as well as the administration of all personnel relations.

"Position" means a group of duties and responsibilities. A position may be filled or vacant, full time or part time, temporary or permanent. Positions are in the career service.

"Position description” means a written description of each group of duties and responsibilities constituting a position.

"Post-training" means training given after entering a position. The training given before entering is called preemployment training.

"Preassignment training" means in-service training given before an employee is assigned to a specific job.

"Preemployment training" means the training given to employees prior to coming into service.

"Preference eligible” means a U.S. citizen or a U.S. national of American Samoan ancestry who is a veteran as defined in these regulations; a disabled veteran as defined in these regulations; or the unremarried widow of a veteran.

"Premium payment" means wage payment over and above the basic salary rate for extraordinary conditions of employment, such as overtime and special tours of duty.

"Probationary period” means the trial period of employment following certification and appointment to, or reemployment in, any position in the career service, including promotional positions.

(1) A plan or scheme of administrative action designed for the accomplishment of a definite objective which is specific as to time-phasing of the work to be done and the means allocated for its accomplishment:

(2) For budget and accounting purposes, a complete plan of work or effort to accomplish a stated object.

"Promotion" means a change of an employee from a position in one class to a position in a class having a higher salary range.

"Public administration” means the activities of government to accomplish public goals.

"Rating" means the act of classifying according to grade, class, rank, or other unit of measuring or evaluation.

"Reassignment" means movement of an employee from one position to another position in the same class or grade or from one position to another position in a different class at the same grade.

"Reduction-in-force" means a separation from service because of a lack of funds and/or work and/ or reorganization and without cause on the part of the employee.

"Reduction in salary" means placement of an employee's salary at a lower step at the same or lower grade as a result of a disciplinary action.

"Refresher training” means training for employees who lack up-to-date information, habits, or skills in an occupation in which they have been previously trained.

"Register" means a list of eligible names established for employment or reemployment in a class.

"Reinstatement" means appointment of an employee who has previously successfully completed his or her probationary period.

"Related training" means instruction which is related to the job and provides knowledge and information concerning theoretical and technical aspects of the job, such as properties of materials used, applied science, mathematics, and drawing.

"Remedial training" means training given to employees for the purpose of correcting specific weaknesses in work performance.

"Resources" is a term often used by management to describe these productive factors: labor, capital, and machinery. It includes personnel who do the work, and funds, equipment, and materials with which to work. The apportionment of available resources is a responsibility of the head of the organization.

"Retraining" means training given an employee to bring him or her up to date on new developments, techniques, or procedures in his or her present job.

"Reversion” means voluntary or involuntary movement of an employee during a six-month trial service period to the lower class which he or she held prior to his or her last promotion.

"Salary range" means a sequence of minimum, intervening, and maximum dollar amounts assigned to a specific class.

"Screening committee” consists of three ASPA or ASG employees or any combination thereof, who have been appointed by the Executive Director to objectively review applications for classes of positions classified at grade 9 and above for which no comprehensive written, oral, or performance examination exists. Members evaluate the experience and training recorded on an application against the minimum qualifications officially established for the class and rank the applicants in the order of best qualified.

"Selecting authority" means the authority to select individuals for positions. Selecting authority differs from appointing authority in that the former can select individuals for employment but not offer them a position. The offer must come from the appointing authority in order to be official.

"Selective certification” means the certification of eligibles possessing the special qualifications required for a specific position.

"Seminar" means an advanced study group with selected members, each of whom investigates some aspects of a subject and reports thereon to the group, the members of which then discuss and evaluate the findings.

"Sick leave" means absence from duty because of illness or other disability or exposure to contagious disease.

"Skill training" means development of a facile and well-integrated performance, usually associated with mechanical and motor responses, such as those used in typing, glassblowing, and swimming.

"Standard workweek" means 40 hours divided into five regular assigned eight-hour days within a seven-day period.

"Supervisor" means any individual having substantial responsibility requiring the exercise of independent judgment who, on behalf of management, regularly participates in the performance of all or most of the following functions over at least three employees: promote, transfer, suspend, discharge, or adjudicate grievances of other employees.

"Temporary employment" means employment. during the absence of a permanent employee on leave or for work done at a work- load peak and normally lasting for less than six months but not exceeding one year.

"Termination” means separation from employment for reasons beyond the control of the employee.

"Training aids" means any material or device which facilitates learning, such as movies, slides, posters, booklets, view graphs, audio-visual aids, etc.

"Training committee” means a committee authorized to consider training problems and devise solutions, develop training policies, promote their acceptance, and advise management in the execution of those policies.

"Training plan” means a method or scheme for obtaining a certain specific training objective, and containing the following information:

"Training policy" means a statement defining the objectives and the responsibilities for training, the relation between training staff and other staff and operating officials, and the general procedures for organizing, operating, and evaluating a training program.

"Training timetable" means a form which lists the various tasks in a given organization or unit, and shows for each employee the tasks:

(2) In which he or she is not to be trained during the period under consideration; and

(3) In which he or she is to be trained and the time by which this training is to be completed.

"Transfer" means movement of a permanent employee from a position in ASPA to a similar position in another agency of the American Samoa Government, or from a position in one department of ASPA to a similar position in another department, and shall be subject to r 4.21138-4.21146 whichever provision applies; e.g., promotion, reassignment, or demotion.

"Trial service period" means a six-month trial period of employment of a permanent employee beginning with the effective date of a promotion or demotion.

"Tuition” means payment of appropriated funds to outside agents or agencies for instructional services; the fee charged by an instructor or school for instruction. "Tuition” does not include fees collected for defrayment of other or incidental expenses, such as registration fees, laboratory fees, costs of books, or charge for space or utilities.

"Unassembled examination" means an examination in which the education, training, and experience of applicants is rated as set forth in their applications.

"Veteran" means an individual who has served on active duty in the Armed Forces of the United States for a period of not less than 180 consecutive days, other than for training, and who has been separated from the Armed Forces under honorable conditions.

"Work simplification” means a management technique for simplifying methods and procedures and eliminating waste of manpower, materials, equipment, and facilities. Process study, operation study, and layout study are phases of this subject.