• Knowledge, Skills, and Abilities: special qualifications, competencies, and prerequisites needed to successfully perform the tasks required of a job; • Recruitment/Retention Issues: issues related to jobs that may warrant higher rate of paybecause of difficulty in recruiting or retaining employees with qualifications or credentials that are highly sought after. Pay ranges are divided into quartiles in order to aid in determining employee hiring rate placement within the prescribed salary range. There are four points in the range to consider: • Minimum: is the entry point for a grade and is appropriate for someone who is new to the position, when there is an abundant supply of talent and low turnover; • First Quartile: is the progress point within the pay range and is usually appropriate for someone who is experienced and performing all the duties of the position, or when there are challenges in the supply of talent and some turnover; • Midpoint: is the advanced point (or market rate) and is usually appropriate for a seasoned employee who is performing competently in their job over several years or when there is a limited supply of talent and significant turnover; • Above Midpoint: hiring above the midpoint up to the maximum of the pay range may be appropriate for an employee with a level of experience and expected performance that will significantly exceed both the requirements of the job and the performance of most other employees. Hiring at this rate should be rare and factors such as a scarce supply of talent and critical turnover should be present if an exception is requested to pay at this point.
Employees hired at the first level of a career progression group should not typically be hired on 6.5(g) since the minimum qualifications for the majority of first level jobs require no experience. In order to justify a 6.5(g) payment, an applicant must have extraordinary job-related qualifications, which would likely qualify the applicant for the cap of the career progression group. Agencies are encouraged to verify all employment. When verification of past employment is not possible, however, agencies must, at a minimum, ensure that the experience used to justify the 6.5(g) hire rate is included in the employment application. All experience listed in the employee memo used to justify the 6.5(g) payment must be verified by documenting that the experience used for the payment is included in the employment application and is job related. Agencies may choose to document this information via a personnel action form, hiring memo, or other documentation that must be maintained in the employment file. When using education to justify the 6.5(g) payment, the official transcript must meet the criteria outlined in Chapter 22 under Job Aids, Interpreting Educational Requirements. When using a license or certificate to justify the 6.5(g) payment, a copy of the active license or certificate must be on file. Agencies are encouraged to use the sample policy (See Appendix C), as it contains all of the required elements for approval. (h) Pay Upon Accepting Probational Appointment in Lieu of Promotion — Permanent employees who are required to accept probational appointments in lieu of a promotion shall receive the promotional pay at the time of appointment.
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Compensation Administration Guide
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