Chapter 19: Transition to New Pay Structure (effective January 1, 2018)

These rules are interim rules for the purpose of effecting transition from the current pay structure to a new pay structure. This chapter temporarily supersedes all other rules that are now in conflict. This transition chapter will begin on January 1, 2018 and expire on June 30, 2018.

(a) Upon the effective date of the new pay structure, if the employee’s individual rate of pay falls below the new minimum of his pay range, his pay shall be immediately adjusted to the new minimum;

(b) If the employee’s individual rate of pay falls within his pay range, his pay shall not change.

(c) If the employee’s individual rate of pay falls above the new range maximum, his pay shall be red circled.

Pay upon employment shall be established in accordance with Chapter 6 of these rules except:

(a) An appointing authority’s discretion to hire under rule 6.5(g) is limited to a rate that does not exceed the midpoint of the pay range.

(b) All special entrance rates in effect are cancelled with the implementation of the new pay structures. In order to reestablish special entrance rates above the minimum, the agencies must make their requests in accordance with policies established by the Director.

(c) Requests for exceptions to these rules must be approved by the Commission.

In order to resolve problems which arise as a result of transition to the new pay structures, the Director shall have the authority to waive existing rules and approve personnel actions when he determines such approval to be in the best interest of the State Service. The Director shall report all actions taken under this rule to the Commission.

When an appointing authority determines that the relationship of individual pay rates resulting from the implementation of the new pay structure adversely affects the efficiency of a work unit(s), the Director or the Commission may grant a request for an individual pay adjustment. Each request must include certification that funds are available to implement the request, the proposed amount of adjustment, a detailed explanation of the methodology used to determine the appropriate adjustment and explicit reasons why an individual pay adjustment is necessary to correct the existing management problem. The Director shall report all approved adjustments to the Commission at its next regularly scheduled meeting.

During the transition period to the new pay structure, the Director may assign jobs to a different pay range based upon a reevaluation and/or restructuring of those jobs. The pay range change will be made immediately. The employee’s rate of pay will be in accordance with Rule 6.8.1.

(a) For all employees on detail to special duty, the January 1, 2018, 2% general increase shall be calculated based upon the authorized rate of pay in his regular position.

(b) The employee’s rate of pay while on detail shall be recalculated based on his new rate of pay in his regular position.

The pay of a person appointed from a department preferred reemployment list may be fixed no higher than his rate of pay at the time of the layoff or displacement action, which entitled him to placement on the preferred list from which he is appointed, or may be fixed at his current rate if such rate is higher based on other provisions of these Rules. If the range for the job has been adjusted and the range minimum is higher than his former salary, he will enter at the range minimum. In no case shall the rate of pay be higher than the range maximum for the class to which appointed.

Repealed effective January 1, 2018.

Repealed effective January 1, 2018.

Repealed effective January 1, 2018.

In order to correct problems associated with the implementation of the new pay system, the Commission may order implementation of special pay adjustments.