(g) Extraordinary Qualifications/Credentials — When an applicant possesses extraordinary or superior qualifications/credentials above and beyond the minimum qualifications/credentials, the appointing authority may pay the applicant at a rate above the minimum, not to exceed the midpoint, under a 6.5(g) policy that has been approved by SCS, provided that:
In accordance with the agency’s policy, the employee may be paid upon hiring or at any time within one year of the hire date while probational/job appointment. If paid after the hiring date, the pay change must be prospective. The salaries of all current probational, job appointment, and permanent employees who occupy positions in the same job title and who possess the same or equivalent qualifications/ credentials may be adjusted up to but not to exceed the amount of the percent difference between the special hiring rate and the regular hiring rate provided that the qualifications/credentials are also verified and documented as job related and that the rate is implemented in accordance with written policies and procedures established by the department; such policies shall be posted in a manner which assures their availability to all employees. Such adjustments shall be effective on the same date that the higher pay rate is given to the newly hired employee. In accordance with SCS Rule 15.3(a), these actions and changes must be reported within 30 calendar days of their effective date. If paid after the hiring date, the pay change must be prospective, and the employee must still be on probation or job appointment. If an employee with permanent status resigns and is then rehired into either the same position or into the same job title or a job with a lower maximum at the same agency, the employee shall not be eligible for an increase under this rule unless there has been a break in state service of at least 30 days. If an employee with permanent status resigns and is then rehired into a job with a lower maximum at any other agency, the employee shall not be eligible for an increase under this rule unless there has been a break in service of at least 30 days Reminder The midpoint is the highest rate an appointing authority can offer under their policy’s authority. An appointing authority may request an exception to 6.5(g) from the SCS Director for a rate above the midpoint by submittal of the Exception to 6.5(g) Form. When determining and setting an appropriate salary upon hire, the following factors shall be taken into consideration: • Market Relativity: a comparison of the new hire’s pay relative to the midpoint or market rate for the position; • Internal Equity: a criterion that takes into consideration the relationship of the new hire’s salary to the salaries of other employees who have comparable levels of education and experience and who perform similar duties and responsibilities within a work unit, division or agency; • Work Experience/Education: a new hire’s relevant work history and academic qualifications as related to the job;
Compensation Administration Guide
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