Dual Language Assignment Pay Guidance



Dual Language Assignment Pay Guidelines

Spoken (Foreign) Language

Dual Language Assignment Pay is available to dual/multilingual employees who meet all of the following criteria:

• The employee must be in a Washington General Service’s position.

• Prior to utilizing dual or multilingual skills on the job, employees are required to successfully pass the required bilingual skills assessment examination(s), offered through the DSHS Language Testing and Certification (LTC) unit, as outlined in the “Use of Bilingual Skills and Type of Test to be Taken” table. Persons who do not pass the required examination(s) will not receive AP, nor will they be allowed to use dual or multilingual skills at work as part of their job assignment.

Please note:

o Bilingual skills assessment tests can be scheduled over the phone by calling LTC at (360) 664-6038.

o Tests assess the current/potential employee’s bilingual skills in vocabulary, pronunciation, grammar, comprehension, reading and writing. If the person fails the examination, he/she may retest on the next available day and time.

o Upon request, LTC will provide the person not successfully passing the appropriate fluency examination with a critique of the examination.

• The employee’s supervisor will be responsible for determining the employee’s eligibility for assignment pay based on how frequently the employee is uses their skills. An employee that uses their skills infrequently may not be eligible for assignment pay.

Employees meeting these criteria will be granted assignment pay in accordance with Administrative Policy 18.28 (Items 32 and 33) and the Collective Bargaining Agreement – WFSE (Section 42.25 and Appendix K, Item 18).

Assignment pay for dual/multilingual skills is not intended as pay for additional workload.

Unless otherwise documented in the employee’s position description, the role of the bilingual worker is to provide “direct” services to clients as part of their normal duties within their job classification. Under most circumstances, dual/multilingual employees should not be asked to function as a 3rd party interpreter or translation. If an employee is assigned to provide interpretation/translation services outside of their regularly assigned workload, the employee must be tested and become certified as an interpreter and/or translator and the employee’s workload should be adjusted to account for time spent working outside their normal duties.

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