Overview of Pay Guidelines

1. Overview ofPay Guidelines

2. One doesn't discover new lands without consenting to lose sight of the shore for a very long time. ANDRE GIDE

3. DHHS Pay Guidelines Fully demonstrates C level competencies Fully demonstrates J level competencies Fully demonstrates A level competencies CRR ARR min max JMR New hires or employees who do not possess or demonstrate all of the C level competencies New hires or employees who demonstrate some of the J level competencies and some of the A level competencies New hires or employees who demonstrate some of the C level competencies and some of the J level competencies Employees who demonstrate all of the A level competencies and may be demonstrating some higher level banded class competencies

4. “FAIR” PAY FACTORS • Financial Resources - the amount of funding that a manager has available when making pay decisions. • Appropriate Market Rate - the market rate applicable to the functional competencies demonstrated by the employee • Internal Pay Alignment - the consistent alignment of salaries for employees who demonstrate similar required competencies • in the same banded class within a work unit or organization. • Required Competencies - the functional competencies and associated levels that are required based on organizational business • need and demonstrated on the job. This pay factor considers: • Minimum qualifications for class • Knowledge, skills, abilities and behaviors • Related education and experience • Duties and responsibilities • Training, certifications, and licenses

5. SALARY DETERMINATION • Office of State Personnel Career Banding Policy states: • Contributing: Salaries for employees with contributing competencies should be below the journey market rate guidelines, as established by OSP, but not below the minimum of the class pay range. • Journey: Salaries for employees with journey competencies should be within the journey market rate guidelines, unless business needs (budget) prevent this. • Advanced: Salaries for employees with advanced competencies should be above the journey market rate guidelines, unless business needs (budget) prevent this. Salaries must not exceed maximum of the class pay range.

6. Checks and Balances • OSP Audit • DHHS Monitoring • Delegation of Authority – DHHS and local • EEO Review

7. DHHS Pay Band Placement Guidelines Business & Technology Applications Analyst Fully demonstrates C level competencies Fully demonstrates J level competencies Fully demonstrates A level competencies CRR ARR min max JMR $37,000 $48,750 $70,200 $87,000 $58,500 New hires or employees who do not possess or demonstrate all of the C level competencies New hires or employees who demonstrate some of the C level competencies and some of the J level competencies New hires or employees who demonstrate some of the J level competencies and some of the A level competencies Employees who demonstrate all of the A level competencies and perform some higher level banded class competencies Gary Google Jane Yahoo Rob Router

9. Career Banding Salary Administration • OSP Career Banding Policy • Direct entry handout – defines actions • DHHS Salary Administration Policy • Addresses roles more than salary administration procedures • Banding Guide shows process and forms • Upcoming training on salary administration

10. Salary Decision Worksheet • Used to document pay decisions • New Hire – exercise in recruitment section • Promotion - show sample • Demotion • Grade-Band Transfer – show sample • Probationary to Permanent • Reassignment • Horizontal Transfer • Competency Increase • Retention • Labor Market • Competency Level Change • Completed by the manager and sent to HR

11. Key Points Salary Administration Policy requires documentation of each compensation decision describing the relevance of Pay Factors to the decision. • Requires that managers be held accountable for correct and equitable use of the Pay Factors. • Pay Factors must be considered each time a salary decision is made! • Contributing employees must be paid less than journey market rate. • Journey level employees should be paid around journey market guidelines but less than advanced rate. • Advanced should be above the journey market rate.