The following provisions assume that funds are available and
that expenditures have been authorized by the appropriate fiscal authorities of
the state.
A. Beginning Salary
1. Original Appointment
a. The minimum rate of pay for a class shall
normally be paid upon appointment to the class; except that:
b. Upon written certification by the
appointing authority, that original appointment at one of the salary steps
above the minimum rate is justified by exceptional qualifications of the
eligible or by lack of available eligibles at the minimum rate, the Director of
Human Resources shall consider the pay rates of employees in the same class and
agency, and may authorize such appointment provided other eligibles and
employees in the class having similar qualifications are offered the same
rate.
2. Transfer,
Promotion or Demotion
When an employee is transferred, promoted or demoted, the
rate of pay for the new position shall be determined as follows:
a. If the rate of pay in the previous
position is less than the minimum rate established for the class of the new
position, this former rate of pay shall be advanced to the minimum for the
class of the new position.
b. If
the rate of pay in the previous position is more than the maximum rate
established for the class of the new position, this former rate of pay shall be
reduced to the maximum step within the range for the class of the new
position.
c. If rate of pay in the
previous position falls within the range of pay established for the class of
the new position, this former rate shall be adjusted to the next higher rate of
pay in case of promotion, next lower rate in case of demotion, or remain
unchanged in the case of transfer.
NOTE: Prior to implementation of the October 1976 salary
adjustment, salary schedules were structured in a manner which provided
intervals of approximately five percent (5%) between ranges and steps. To
maintain consistency with this past practice, the following policy is now in
effect for determining rates of pay in instances of transfer, promotion and
demotion:
1. Transfer. Rate of pay
remains unchanged.
2. Promotion.
Rate of pay adjusted to lowest rate in new class which is at least 5% higher
than rate in class from which promoted.
3. Demotion. Rate of pay adjusted to highest
rate in new class which is at least 5% lower than rate paid in class from which
demoted.
d. Upon
promotion, increases of more than one step may be made with the approval of the
Director of Human Resources.
3. Reinstatement from Layoff
If a former employee is reinstated from a layoff register in
a class in which previously employed, the appointing authority shall make the
appointment at the same step in the pay range as the employee had been paid at
the termination of service.
4. Reemployment
If a former employee is reemployed in a class in which
previously employed, the appointing authority may make an appointment at the
same step in the pay range as the employee had been paid at the termination of
service.
5. Provisional to
Regular Appointment
a. Same or Comparable
Class of Work. If a provisional employee subsequently receives an appointment
to a position in the same or comparable class after regular certification from
an eligible register without interruption in service to the state, the employee
shall be eligible to continue in his/her regular appointment at the same rate
of pay he/she was receiving as a provisional employee.
b. Lower Class of Work. Upon written
recommendation of the appointing authority, a provisional employee who is
appointed, by regular certification from an eligible register without
interruption in service to the state to a position in a class having a lower
salary range, may be appointed at a salary rate within the range which does not
exceed one step for each year of continuous service.
6. Project Employment
For employment on a strictly non-recurring project duty, the
Director of Human Resources may authorize, as necessary due to recruiting
difficulties, a rate of pay which may exceed the maximum of the range provided
by not more than 50%. In any case authorized because of the project nature of
the work the employee shall not be entitled to vacation, sick leave or
holidays.
B.
Subsequent Salary Adjustments
1. Merit
Increase Awards
a. Salary adjustments within
an established range shall be dependent upon specific written recommendations
by the appointing authority, which shall be based upon standards of performance
as indicated by service ratings or other pertinent data.
b. Ordinarily, increases in salaries shall
not be more than one step, and shall not be made more often than once every 12
months, except that an appointing authority may propose salary increases of
more than one step or more frequently than once every 12 months upon detailed
written statements to the Director of Human Resources specifying the employee's
exceptional performance or the unusual employment conditions that make such
action necessary.
c. The Director
of Human Resources shall review each request for an increase of more than one
step in the pay range for the class, giving due consideration to the salary
rates paid other employees in the same class and agency, and may deny any
request which is judged to be contrary to the best interest of the
service.
d. Every appointing
authority shall at least once in every 12 months review the work performance of
each employee to determine whether the rate of pay of that employee should be
advanced to the next step in the range and shall advise the employee in writing
of his/her determination, and reasons therefor.
2. Salary Decreases
An appointing authority for just cause may reduce the salary
of an employee within the salary range prescribed for the class. In the case of
a permanent employee, notice of intention to effect a reduction in pay and
reasons for such action shall be given to the employee and to the Director of
Human Resources at least seven (7) calendar days prior to the effective date of
the reduction. The permanent employee so affected may appeal a reduction in
salary under provisions of Chapter 13 as annotated.
