DMA POLICY: NAME: PAY PLAN POLICY

Size: px
Start display at page:

Download "DMA POLICY: 3-05-01-2013 NAME: PAY PLAN POLICY"

Transcription

1 DMA POLICY: NAME: PAY PLAN POLICY EFFECTIVE DATE: September I. PURPOSE The purpose of this document is to summarize the Department program for implementing compensation under the broadband guidelines for Pay Plan 20 for all non-union positions. It will be the guiding document for both the Department of Military Affairs and the administratively attached Veterans Affairs Division. All pay-related issues for positions in a collective bargaining unit are negotiated with the Union per statute, state policy, and the individual Bargaining Agreement. The contents of this document are not intended to serve as a contract between the Department or Veterans Affairs Division and employees. Rather, the document should provide guidance to employees and managers regarding the Broadband Pay Plan referred to as Pay Plan 20 and help managers to be able to recommend or determine pay decisions. Any stated policy or criteria set forth in this publication is subject to revision or modification as determined by the Governor's Office or Department Head. II. PHILOSOPHY The Department of Military Affairs promotes the concept of a compensation system that will ensure employees are compensated fairly and equitably, and offer opportunities for rewards and recognition. The goal of the Broadband Pay Plan is to give agency managers, supervisors, and employees the flexibility needed to assist them in fulfilling this mission. The Department believes that employee competence, combined with an employee's overall contribution to organizational success, should largely determine their compensation and career advancement opportunities. The objectives of the Broadband Pay philosophy are as follows: First, be internally equitable within the Department. That is, provide a salary range for every position that reflects its value compared to all other similar positions in the Department. Additionally, we will support "equal pay for equal work regardless of gender". Second, be externally competitive. That is, provide salary ranges that are competitive in the marketplace and retain equity so that the Department can attract and retain qualified employees vital to organizational success. 1

2 Third, be motivating. That is, provide the opportunity for future pay based on an employee's individual work performance and development of job related competencies. With these objectives in mind, the Broadband Pay Plan is intended to reward employees for positive behaviors that contribute to the effectiveness of the Department and offer increased opportunities for career advancement and recognition to employees. III. DEFINITIONS Base Pay: (base rate, base salary) The hourly rate paid to an employee for a job performed, not including shift differentials, benefits, overtime, incentive premiums, or longevity. Pay Band: A broad pay range in which positions are placed based on their classification and job functions. Competencies: Sets of measurable and observable behaviors that are essential to success on the job. Complexity Level: Measures the nature and difficulty of tasks, steps, methods, and mental processes necessary to identify what needs to be done and the originality, problem solving, resourcefulness, and conceptualization required to complete assigned tasks. Entry Salary: The lowest salary or entry of a pay band. This does not apply when an employee is on a training assignment. Hiring Range: The salary range usually between 80% of market and 100% of market. Market-based Pay: Pay awarded to employees based on comparisons to how other surveyed employers compensate employees in similar jobs (within DMA) based on the most recently approved Department of Administration market survey. The most current survey can be found at: https://mine.mt.gov/personnel/officers/default.mcpx. Market-based comparisons consider only base pay. Maximum Salary: The highest total salary available in a pay band. Pay Zone: The salary range between 80% of market and 120% of market in the pay band for a position's job code. Performance Management: A managerial process that consists of planning, managing, improving, evaluating, and rewarding performance. In Montana State government both results and competency standards are considered performance standards. Short-term worker: As provided in (23), MCA a person who: (a) Is hired by an agency for an hourly wage established by the agency; (b) May not work for the agency more than 90 days in a continuous 12 month period. (b) Performs temporary duties or permanent duties on a temporary basis; (c) Is not eligible for permanent status; (d) Is terminated at the end of the employment period; and (e) Is not eligible to become a permanent employee without a competitive process. 2

3 Temporary employee: As provided in (24), MCA, an employee who: (a) Is designated as temporary by an agency for a definite period of time not to exceed 12 months; (b) Performs temporary duties or permanent duties on a temporary basis; (c) Is not eligible for permanent status; (d) Is terminated at the end of the employment period; and (e) Is not eligible to become a permanent employee without a competitive selection process. Training Assignment: A temporary training work plan when an employee does not meet the full qualifications of a position. An employee may be placed below the pay zone, but within the pay band when a training assignment is implemented. Training assignments may not last more than one year, unless otherwise specified in an agency's collective bargaining agreement. Conditions of a training assignment will be stated in writing and signed by employee and supervisor and placed in employee's personnel file. If the employee does not satisfactorily complete the training assignment the agency may: 1. Return the employee to the position held before the training assignment. 2. Assign the employee to another position for which the employee is qualified. 3. Extend the training assignment up to one additional year. 4. Discharge the employee, in compliance with the disciplines handling policy, ARM et seq., or probation policy ARM IV. POSITION CLASSIFICATION All positions are classified using the Benchmark Factoring Method (BFM). The BFM uses a single factor, complexity, which is applied to the predominant work performed in a position to place the position in the appropriate job code and pay band. When reclassification of a position is necessary, the Program/Division Administrator will submit a request for a position review by the State Human Resources Office (SHRO), through the chain of command, to the Department Head. Normally reclassifications are not done unless 50% or more of the work duties of the position have changed. Reclassifications will have a target date to be completed within 30 days. The effective date of a reclassification salary adjustment, if any, that results from a change in pay band shall be the first day of a pay period as set by the Program/Division Administrator and Department Head and submitted on an approved Personnel Action Form (PAF) to the SHRO. V. NEW HIRES Typically, new employees are hired at 80% of the market rate for the position which is being filled. However, when determining the employee's base pay, the hiring authority shall consider criteria including but not limited to: 1) The employee's job-related qualifications and competencies, 2) Existing salary relationships within the job class and work unit, 3) Ability to pay, and 4) The competitive labor market. Program/Division Management has the authority to hire above 80% up to 90% of market with written justification provided to the SHRO that will be retained in the employee's official personnel file. Any position hired above 90% of market must have written justification submitted through the SHRO to the Department Head for approval prior to 3

4 Program/Division Management committing to the pay rate or an applicant being offered the position. Questions to be answered before hiring above the entry rate include: 1) Whether the applicant's education, training and/or prior relevant work experience exceed the minimum qualifications required based on the job profile. 2) Is there a business need to hire an employee with higher than entry-level skills and experience? 3) Are there recruitment problems associated with filling positions in this job class or location? 4) How unique is the position or applicant in terms of training and experience? 5) Are there other special circumstances such as the applicant previously worked for the department but had a break in service? 6) What is the effect on current employees in the department and work unit? Do the differences in qualifications and performance justify a salary difference? VI. PROMOTIONS I DEMOTIONS Promotions; Movement into a higher pay band results from an employee going through the selection process for another position according to department policy. When determining a promoted employee's new base salary, the hiring authority shall consider criteria including, but not limited to: 1) The employee's job-related qualifications and competencies, 2) Existing salary relationships within the Department and work unit, 3) Ability to pay, and 4) The competitive labor market. Any non-statutory pay increase that results in the employee being paid above market must have written justification addressing the questions found in Section V submitted through the Human Resource Office to the Department Head for approval prior to Program/Division Management committing to the new pay rate. Temporary Promotions: An employee may be temporarily promoted for a period not to exceed two years. The employee must be notified in writing at the start of the temporary promotion as to the reason for the promotion and its expected duration. The employee's base pay in the higher level position will be set as provided above. At the end of the temporary promotion, the base pay will revert back to the base salary before the temporary promotion. Temporary promotions must be for three months or longer in order for the employee to be compensated at a higher rate. Demotions: The salary for a person moving from one pay band to a lower pay band will be set no less than the entry rate for the new occupation. When determining a reassigned employee's salary, the agency should consider the employee's job-related qualifications (experience, knowledge, skills and abilities), existing salary relationships within the Department and work unit, and the competitive labor market. Under no circumstances will pay be set above 4

5 115% of the market salary for the new occupation. Salaries may be pay protected up to six months at the agency's discretion. VII. PAY COMPONENTS A. Market-Based Pay: The Department will endeavor to have all employees' pay is at least 80% of the market rate for their position. Employees whose pay rate is below 80% of market should get first consideration when making market pay adjustments. Pay adjustments to move toward the market rate may be done annually after the completion of a satisfactory performance review. The maximum move to market any employee may receive is 5% per year including any statutory raises approved by the legislature. Positions currently at or above market do not qualify for a market-based pay adjustment and will stay at current base rate unless a higher rate is approved by the Department Head. A decrease in a market rate during a market survey analysis will not result in a decrease in pay for any position.. Market pay adjustments must be given as an increase to base pay and can only be made if the program/division has adequate funding available in the existing budget. B. Strategic Pay: This pay component is intended to attract or retain employees with the competencies critical or vital to the achievement of the Department mission or strategic goals. Consideration shall be given to the competitive labor market and existing pay relationships within the same job class within the Department. Strategic Pay may be considered when: 1) The hiring authority has a highly competent person in a job in order to achieve an identified strategic goal; or 2) Competency-based adjustments are not enough to attract a candidate with the desired competencies and level of competence; or 3) Persons with the desired competencies or combination of competencies are rare in the marketplace and very difficult to recruit; or 4) The retention of an existing key employee becomes an issue. 5) The adjusted salary still costs much less than obtaining services through other means such as contracting. Program/Division Management has the authority to make Strategic Pay adjustments between 80 and 90% of market with written justification provided to the SHRO that will be retained in the employee's official personnel file. Any adjustments moving an employee above 90% of market must have written justification submitted through the SHRO to the Department Head for approval prior to Program/Division Management committing to the pay rate or an applicant being offered the position. 5

6 C. Situational Pay: For consideration under this pay component a job situation should be one that causes difficulty in recruitment or retention because of job requirements such as unusual hours of work, environmental hazards, unusual physical demands, or extensive travel. When determining pay, consideration shall be given to documented past recruitment or retention problems, the competitive labor market, and existing pay relationships within the same job class within the department. Pay may be given up to 100% of the market rate within the classified pay band of the position. All Situational Pay adjustments must be approved by the Department Head prior to Program/Division Management committing to the pay rate or the applicant being offered the position. D. Results-Based Pay: Results-based pay may be awarded to employees or teams of employees based on accomplishments. This pay is not intended to increase base pay, but rather is used as a one-time, lump-sum bonus. Accomplishments may be outcomes and/or outputs achieved which are observed and documented through performance management. 1) Results-based pay is meant to provide recognition to employees for outstanding contributions and accomplishments that go "Above and Beyond" their traditional role in the agency. It should encourage employees to take the initiative to reach beyond their job requirements and act as models, motivators, leaders and innovators. Criteria that should be considered for awarding results based pay are things such as savings to the Department, work output, customer satisfaction, Department results, and innovation. Employees must have a current above satisfactory performance appraisal to qualify for results based pay. 2) Program/Division Administrators must submit a letter to the SHRO requesting the award. The awards will not exceed a gross payment of $1, per person, per year. The letter must address the above criteria explaining why the employee or team deserves the award and certify that payment of the award is within the existing program budget. The SHRO will collect the letters and present them quarterly to a review board that is appointed by the Department Head. The board will review requests to make sure they meet the criteria and intent of this policy. The requests will then be forwarded to the Department Head for final approval of the award. 3) All results-based awards will be paid through payroll and are subject to payroll deductions. 4) Awards of paid time off as compensation for results based pay are not authorized unless all of the provisions of MCA are met. 6

7 E. Supervisory Adjustment: Employees may be eligible for a pay adjustment when performing supervisory duties. When an employee who is performing supervisory duties is classified in the same job code and pay band as their subordinates, an agency may recognize these additional duties with a 10% pay adjustment. When determining this additional pay the agency will consider levels of supervisory duties performed, internal equity, and the pay plan rules. F. Lead Worker Adjustment: Employees may be eligible for additional pay when performing lead worker duties. When employees who are performing lead worker duties are classified in the same job code and band as their subordinates, a program/division may recognize these additional duties with a 5% pay adjustment. When determining this additional pay, a program/division should consider levels of duties performed and internal equity. G. Statutory Pay Increases: Pay increases authorized by the Legislature will be executed following legislative intent. H. Longevity Pay Increases: Each employee who has completed 5 years of uninterrupted state service must receive 1.5% of the employee's base salary multiplied by the number of completed, contiguous 5-year periods of uninterrupted state service. In addition, each employee who has completed 10, 15 or 20 years of uninterrupted state service must receive an additional 0.5% of the employee's base salary for each of those additional 5 years of uninterrupted service. Longevity Pay increases are given every five years and added to the hourly base salary. VIII. IX. INTERNAL APPEALS PROCESS Employees can appeal pay decisions using the existing rules outlined in the Administrative Rules of Montana, COLLECTIVE BARGAINING AGREEMENTS Provisions of this policy shall be followed, unless they conflict with negotiated collective bargaining agreements, which will take precedence to the extent applicable. 7

Staff Wage and Salary Guidelines

Staff Wage and Salary Guidelines Staff Wage and Salary Guidelines Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between these procedures and guidelines and a collective

More information

OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY

OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY OLD DOMINION UNIVERSITY PAY PRACTICES ADMINISTRATION FOR AP FACULTY INTRODUCTION The purpose of the pay practices for administrative and professional faculty (AP faculty) is to explain the criteria and

More information

SECTION 1 - PLAN STRUCTURE

SECTION 1 - PLAN STRUCTURE SECTION 1 - PLAN STRUCTURE 1.1 Introduction The University of Mississippi is committed to compensating its employees on a basis that reflects the labor market. A market-driven compensation structure, such

More information

Policy on Classification & Compensation

Policy on Classification & Compensation Effective date of issue: April 22, 2014 Page 1 of 12 STATE OF MARYLAND JUDICIARY Policy on Classification & Compensation I. PURPOSE To set forth a uniform policy to promote fair and consistent application

More information

Policies and Procedures Manual

Policies and Procedures Manual University of Cincinnati Division of Administration and Finance Policies and Procedures Manual Broadband Program For Project Management Architects Planners Engineers Project Managers Directors Contents

More information

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number 02.02.01 AREA: Compensation SUBJECT: Pay Guidelines for Staff Employees I. PURPOSE AND SCOPE This

More information

MONTANA DEPARTMENT OF LIVESTOCK. Department Salary Analysis. Prepared for. Montana Board of Livestock. Christian Mackay, Executive Officer

MONTANA DEPARTMENT OF LIVESTOCK. Department Salary Analysis. Prepared for. Montana Board of Livestock. Christian Mackay, Executive Officer MONTANA DEPARTMENT OF LIVESTOCK Department Salary Analysis Prepared for Montana Board of Livestock By Christian Mackay, Executive Officer September, 2015 OVERVIEW In 2007, the Montana Legislature passed

More information

COLORADO DEPARTMENT OF LABOR AND EMPLOYMENT STANDARD POLICY AND PROCEDURE

COLORADO DEPARTMENT OF LABOR AND EMPLOYMENT STANDARD POLICY AND PROCEDURE COLORADO DEPARTMENT OF LABOR AND EMPLOYMENT STANDARD POLICY AND PROCEDURE SUPERSEDES: _SP-177 SPP NUMBER: SPP-0045 DATE: 01/19/99 DATE: 02/26/07 Donald J. Mares Executive Director EXECUTIVE DIRECTOR'S

More information

MONTANA UNIVERSITY SYSTEM STAFF COMPENSATION PLAN Pay Guidelines

MONTANA UNIVERSITY SYSTEM STAFF COMPENSATION PLAN Pay Guidelines MONTANA UNIVERSITY SYSTEM STAFF COMPENSATION PLAN Pay Guidelines Effective Date: PENDING FINAL APPROVAL Approved by: PENDING FINAL APPROVAL Commissioner of Higher Education 1.0 General Principles 1.1 Applicability

More information

PERFORMANCE EVALUATIONS

PERFORMANCE EVALUATIONS PERFORMANCE EVALUATIONS INDEX CODE: 707 EFFECTIVE DATE: 07-06-15 Contents: I. Policy II. Objectives of Performance Evaluation III. Elements of the System IV. Responsibilities V. Frequency & Types VI. Utilization

More information

Compensation Plan for Exempt and Non-Exempt Staff

Compensation Plan for Exempt and Non-Exempt Staff Compensation Plan for Exempt and Non-Exempt Staff Original Implementation: February 3, 2005 Last Revision: January 28, 2014 Objective: It is the intent of Stephen F. Austin State University to maintain

More information

Middlebury Staff Compensation Administration

Middlebury Staff Compensation Administration Middlebury Staff Compensation Administration The Staff Compensation program provides a framework for the administration of staff salaries at both the College and at the Monterey Institute of International

More information

Administrative Policy and Procedures Manual

Administrative Policy and Procedures Manual Revision Date: Page: Page 1 of 5 I. Scope This policy applies to Professionals, Professional Faculty and Operational Employees of the College of William and Mary and the Virginia Institute of Marine Science

More information

Compensation and Salary Administration Guidelines For Administrative and Staff Positions

Compensation and Salary Administration Guidelines For Administrative and Staff Positions Compensation and Salary Administration Guidelines For Administrative and Staff Positions Florida International University is committed to providing a competitive compensation and salary administration

More information

James Madison University Salary Administration Plan

James Madison University Salary Administration Plan James Madison University Salary Administration Plan Date of Current Revision: September 2014 Click the link below to be taken to a specific section. Overview Pay Practices Pay Practice Chart Reassignment

More information

Greenville County Compensation Plan

Greenville County Compensation Plan Greenville County Compensation Plan Purpose and Uses: This plan will assist County Offices and Departments to implement the Compensation Plan of 2002. The purpose of the plan is to utilize funds approved

More information

Employee and Retiree Service Center. Wages and Salaries for Supporting Services Employees

Employee and Retiree Service Center. Wages and Salaries for Supporting Services Employees REGULATION Related Entries: Responsible Office: Employee and Retiree Service Center MONTGOMERY COUNTY PUBLIC SCHOOLS GHD-RA Wages and Salaries for Supporting Services Employees I. PURPOSE To establish

More information

DETERMINATION OF SALARY SCHEDULES

DETERMINATION OF SALARY SCHEDULES CHAPTER XII: SALARIES, OVERTIME PAY, AND BENEFITS RULE 12.1 DETERMINATION OF SALARY SCHEDULES Section 12.1.1 Fixing Annual Salary Schedules 12.1.2 Factors in Salary Determination 12.1.3 Salary Studies

More information

Missouri Department of Natural Resources Administrative Policies and Procedures

Missouri Department of Natural Resources Administrative Policies and Procedures The Department of strives to be consistent and equitable in salary compensation for our employees. REFERENCES Personnel Selection, Appointment, Evaluation and Separation: 1 CSR 20-3 Related DNR Policies

More information

ARTICLE 3 COMPENSATION

ARTICLE 3 COMPENSATION ARTICLE 3 COMPENSATION Section 3.1 COMPOSITION The Human Resources Classification and Compensation Plan shall consist of four salary schedules for the following groups of employees: public safety sworn

More information

This policy provides establishes procedures for evaluating employees performance and communicating performance expectations.

This policy provides establishes procedures for evaluating employees performance and communicating performance expectations. Revision Date: First Version Page: 1 of 10 I. SCOPE This policy applies to all salaried operational employees of the College of William and Mary, including the Virginia Institute of Marine Science (hereafter

More information

BRIGHAM AND WOMEN S HOSPITAL

BRIGHAM AND WOMEN S HOSPITAL BRIGHAM AND WOMEN S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: COMPENSATION POLICY #: HR- 201 EFFECTIVE DATE: January 1, 2008 POLICY Brigham and Women s Hospital maintains an employee compensation

More information

Rule 3. Compensation

Rule 3. Compensation Rule 3. Compensation It is the policy and practice of all Appointing Authorities in the Unified Personnel System to compensate employees accurately and in compliance with applicable state and federal laws,

More information

Employment & Salary Administration Handbook for Non-Bargaining Unit Employees

Employment & Salary Administration Handbook for Non-Bargaining Unit Employees THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA Employment & Salary Administration Handbook for Non-Bargaining Unit Employees This handbook encompasses guidelines and administrative procedures that govern

More information

TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20

TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20 TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20 PURPOSE To describe the pay plan used by the LSU & A&M College campus for its administrative and professional employees

More information

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES. SECTION: Human Resources Number: AREA: Compensation

TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES. SECTION: Human Resources Number: AREA: Compensation TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number: 02.02.02 AREA: Compensation SUBJECT: Classification of Staff Jobs I. PURPOSE AND SCOPE This document

More information

Policies of the University of North Texas Health Science Center

Policies of the University of North Texas Health Science Center Policies of the University of North Texas Health Science Center 05.306 Salary Administration Chapter 05 Human Resources Policy Statement. The University of North Texas Health Science Center strives to

More information

Supervisor s Guide to Staff Compensation

Supervisor s Guide to Staff Compensation CALTEC Compensation Unit Caltech Human Resources 399 South Holliston Avenue Pasadena, California 91125 compensation@caltech.edu (626) 395-8386 Published November 2007 Supervisor s Guide to Staff Compensation

More information

U.S. Chemical Safety and Hazard Investigation Board

U.S. Chemical Safety and Hazard Investigation Board CSB ORDER 031 U.S. Chemical Safety and Hazard Investigation Board SUBJECT: Student Loan Repayment Program CONTENTS 1. Purpose...2 2. Effective Date...2 3. Scope...2 4. References...2 5. Policy...2 6. Definitions...2

More information

Policy Memorandum No. 5 - FY 2009. Elected Officials, Agency Directors, and Personnel Officers State Government Agencies

Policy Memorandum No. 5 - FY 2009. Elected Officials, Agency Directors, and Personnel Officers State Government Agencies Policy Memorandum No. 5 - FY 2009 TO: FROM: Elected Officials, Agency Directors, and Personnel Officers State Government Agencies Don Thompson (signed) State Personnel Director DATE: April 17, 2008 SUBJECT:

More information

Exempt Pay Band Minimum Maximum

Exempt Pay Band Minimum Maximum VII-9.11(A) University of Maryland Policy and Procedures on Salary Administration for Regular Exempt Employees (Effective Date 2/27/2000; Approved by USM Chancellor Donald N. Langenberg on 3/27/2000; technical

More information

Special Pay Increase (SPI) Guidelines For USPS and A&P Positions

Special Pay Increase (SPI) Guidelines For USPS and A&P Positions Salary increases that are not a result of a new hire, promotion, reclassification, conversion, or mandated raise process fall under the category of Special Pay Increases (SPI s). Such increases can be

More information

Non-Represented Classified Staff Salary Determination

Non-Represented Classified Staff Salary Determination Non-Represented Classified Staff Salary Determination Human Resources Administrative Procedure TBD Page 1 of 5 June 2005 1.0 Salary Determination Objective and Responsibilities Columbia Basin College (CBC)

More information

Broadband Classification Manual

Broadband Classification Manual Procedures and Standards STATE OF MONTANA Department of Administration State Human Resources Division January 14, 2015 Table of Contents I. Preface...1 II. The Benchmark Factoring Method and Classification

More information

East Tennessee State University PPP-32

East Tennessee State University PPP-32 1 East Tennessee State University PPP-32 Compensation Plan Table of Contents Overview I. Daily Operation of the Compensation Plan II. Salary Schedules Classified Salary Schedule Administrative/Professional

More information

CLASSIFICATION AND COMPENSATION POLICY FOR NON-BARGAINING EMPLOYEES

CLASSIFICATION AND COMPENSATION POLICY FOR NON-BARGAINING EMPLOYEES CLASSIFICATION AND COMPENSATION POLICY FOR NON-BARGAINING EMPLOYEES POLICY: It is the policy of Black Hawk County to pay wages and salaries that are based upon the nature of the job performed, to maintain

More information

Staffing and Compensation Plan

Staffing and Compensation Plan I. EFFECTIVE DATE The provisions of this plan shall be effective commencing July 1, 2005 except as it has been or may be amended from time to time by resolution of the City Council and subject to budget

More information

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE. These policies may be amended at any time and do not constitute an employment contract.

COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE. These policies may be amended at any time and do not constitute an employment contract. COMMUNITY COLLEGE SYSTEM OF NEW HAMPSHIRE Section: BOT 300 Human Resources Date Approved: December 20, 2007 Effective Date: January 1, 2008 Amended Date: April 11, 2014 These policies may be amended at

More information

ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES. Human Resources HR Services

ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES. Human Resources HR Services ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES Human Resources HR Services ATLANTA PUBLIC SCHOOLS COMPENSATION GUIDELINES Human Resources HR Services Compensation Philosophy The purpose of the Atlanta

More information

BREVARD COUNTY MERIT SYSTEM PROCEDURES PROCEDURE II

BREVARD COUNTY MERIT SYSTEM PROCEDURES PROCEDURE II BREVARD COUNTY MERIT SYSTEM PROCEDURES PROCEDURE II Title: PAY PLAN I. PURPOSE AND SCOPE To implement the Pay Plan Policy. II. DEFINITIONS AND REFERENCES Merit System Policy II, Pay Plan. III. AMENDMENTS

More information

University of Cincinnati. Business/Fiscal Pay Program Policies and Procedures Manual

University of Cincinnati. Business/Fiscal Pay Program Policies and Procedures Manual University of Cincinnati Business/Fiscal Pay Program Policies and Procedures Manual Contents CONTENTS... 1 OVERVIEW... 2 BUSINESS/FISCAL SKILL LEVEL OVERVIEW... 2 WHAT ARE SKILL LEVELS?... 2 SKILL LEVEL

More information

1 March 2007 NE-TPR 335-1. Military Department of Nebraska NE TPR 335-1 The Adjutant General s Office, Lincoln, Nebraska 68508 1 March 2007

1 March 2007 NE-TPR 335-1. Military Department of Nebraska NE TPR 335-1 The Adjutant General s Office, Lincoln, Nebraska 68508 1 March 2007 1 March 2007 NE-TPR 335-1 NE NG Military Department of Nebraska NE TPR 335-1 The Adjutant General s Office, Lincoln, Nebraska 68508 1 March 2007 NEBRASKA NATIONAL GUARD RECRUITMENT AND RETENTION PAY INCENTIVES

More information

John Keel, CPA State Auditor. A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) July 2010 Report No.

John Keel, CPA State Auditor. A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) July 2010 Report No. John Keel, CPA State Auditor A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) Report No. 10-707 A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) Overall

More information

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT POLICY NO.: 3.05 POLICIES AND PROCEDURES MANUAL EFFT. DATE: 09/25/00 REV. DATE: 04/25/05 COMPENSATION

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT POLICY NO.: 3.05 POLICIES AND PROCEDURES MANUAL EFFT. DATE: 09/25/00 REV. DATE: 04/25/05 COMPENSATION DEPARTMENT OF HUMAN RESOURCE MANAGEMENT POLICY NO.: 3.05 POLICIES AND PROCEDURES MANUAL COMPENSATION APPLICATION: Classified and hourly employees. PURPOSE DEFINITIONS Agency Business Need Agency Salary

More information

Compensation Flexibilities

Compensation Flexibilities Compensation Flexibilities INTRODUCTION The Federal Government uses its competitive advantage to attract and keep candidates who will contribute to the success of the organization. The compensation flexibilities

More information

Staffing and Classification Procedures

Staffing and Classification Procedures Staffing and Classification Procedures Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between procedures, guidelines and a collective

More information

Agency 016.14 1069.0 RECRUITMENT PROGRAM. 1069.1.0 Implementation and Modification

Agency 016.14 1069.0 RECRUITMENT PROGRAM. 1069.1.0 Implementation and Modification 1069.0 RECRUITMENT PROGRAM Agency 016.14 1069.1.0 Implementation and Modification 1069.1.1 The Department of Human Services (DHS) Career Opportunities Policy and the procedures that implement it will be

More information

AUG 11 1995 DEPARTMENT OF DEFENSE EDUCATION ACTIVITY REGULATION SYSTEM TRANSMITTAL

AUG 11 1995 DEPARTMENT OF DEFENSE EDUCATION ACTIVITY REGULATION SYSTEM TRANSMITTAL DEPARTMENT OF DEFENSE OFFICE OF DEPENDENTS EDUCATION 4040 NORTH FAIRFAX DRIVE ARLINGTON, VA 22203-1635 AUG 11 1995 PERSONNEL DIVISION DEPARTMENT OF DEFENSE EDUCATION ACTIVITY REGULATION SYSTEM TRANSMITTAL

More information

ARTICLE 26 - PERFORMANCE APPRAISAL

ARTICLE 26 - PERFORMANCE APPRAISAL ARTICLE 26 - PERFORMANCE APPRAISAL Page 1 The performance appraisal of employees in the AFGE bargaining unit shall he in accordance with this Article and VA Directive 5013 and VA handbook 5013. In the

More information

CLASSIFICATION AND SALARY PLAN FOR EXECUTIVE AND MANAGEMENT EMPLOYEES

CLASSIFICATION AND SALARY PLAN FOR EXECUTIVE AND MANAGEMENT EMPLOYEES CLASSIFICATION AND SALARY PLAN FOR EXECUTIVE AND MANAGEMENT EMPLOYEES SECTION NUMBER AND HEADINGS: 1. CLASSIFICATION AND SALARY PLAN 2. MANAGEMENT CLASSIFICATIONS AND SPECIFICATIONS - LEADERSHIP SERIES

More information

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING,

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, Page 1 of 6 DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, JC #676 - Classified Management - Integrated Academic Administrator and Classified Manager Salary

More information

Updated 1/1/2010 Updated EHR provisions. Updated 1/1/2014 Removed STD language. The income for which an employee may be eligible under this Policy.

Updated 1/1/2010 Updated EHR provisions. Updated 1/1/2014 Removed STD language. The income for which an employee may be eligible under this Policy. Policy effective date: 1/1/2003 Policy Updates Updated 7/1/2004 Added reporting requirements. Deleted reference to Phillips Pipe Line Relief Labor Pool in Eligibility section. Updated 1/1/2010 Updated

More information

Alexander County Performance Evaluation Policy

Alexander County Performance Evaluation Policy Alexander County Performance Evaluation Policy Adopted: April 2, 2002 Revised August 4, 2003 I. INTRODUCTION The County of Alexander has recognized the relationship of position classification, job performance,

More information

USC Wage and Salary Guidelines

USC Wage and Salary Guidelines USC Wage and Salary Guidelines Revised June 2016 Contents PREFACE 3 PRINCIPLES 3 MINIMUM PAY 3 ACCOUNTABILITY 3 PAY PRACTICES 3 PAY COMPARISONS 4 FUNDING 4 ANNUAL PAY INCREASES 4 PAY FOR TRANSFERS/REHIRES/RECLASSIFICATIONS/PROMOTIONS

More information

Performance Appraisal System

Performance Appraisal System SUPERVISORY MANUAL Performance Appraisal System For a New Century State Workforce State of Hawaii Department of Human Resources Development July 1, 2001 PERFORMANCE APPRAISAL SYSTEM POLICY STATEMENT Public

More information

The System categorizes positions into the following groups:

The System categorizes positions into the following groups: SYSTEM REGULATION 31.01.01 Compensation Administration June 22, 1998 Revised May 3, 2002 Revised July 23, 2002 Revised April 1, 2003 Supplements System Policy 31.01 1. COMPENSATION PHILOSOPHY The System

More information

ADMINISTRATIVE PROCEDURE Staff Salary Administration

ADMINISTRATIVE PROCEDURE Staff Salary Administration ADMINISTRATIVE PROCEDURE Staff Related Policy: 1.6.2 (Staff) These procedures have been established to implement UNT Policy 1.6.2, (Staff). These procedures apply to staff positions categorized as regular

More information

08.530 Employee Performance Management Program. Revised and Reformatted, February 20, 2006; supersedes former policy HR6.30

08.530 Employee Performance Management Program. Revised and Reformatted, February 20, 2006; supersedes former policy HR6.30 08.530 Employee Performance Management Program Authority: History: Source of Authority: Related Links: Director of Human Resources Revised and Reformatted, February 20, 2006; supersedes former policy HR6.30

More information

U.S. DEPARTMENT OF COMMERCE DEMONSTRATION PROJECT

U.S. DEPARTMENT OF COMMERCE DEMONSTRATION PROJECT U.S. DEPARTMENT OF COMMERCE DEMONSTRATION PROJECT EMPLOYEE GUIDE Last Updated: August 2006 Office of Human Resources Management Department of Commerce Washington DC INTRODUCTION This guide is designed

More information

Introduction and Navigation

Introduction and Navigation Introduction and Navigation This course contains audio. To utilize the audio feature, please make sure your headset or speakers are turned on and working at this time. The buttons you need to navigate

More information

MS 601 Administration of the Peace Corps Direct Hire Personnel System

MS 601 Administration of the Peace Corps Direct Hire Personnel System MS 601 Administration of the Peace Corps Direct Hire Personnel System Effective Date: January 7, 2013 Responsible Office: Human Resource Management (M/HRM) Supersedes: 5/25/12; 2/2/11; 7/27/10; 07/15/98;

More information

July 1, 2015 COMPENSATION SYSTEM GUIDELINES FOR EXEMPT & NON-EXEMPT EMPLOYEES

July 1, 2015 COMPENSATION SYSTEM GUIDELINES FOR EXEMPT & NON-EXEMPT EMPLOYEES July 1, 2015 COMPENSATION SYSTEM GUIDELINES FOR EXEMPT & NON-EXEMPT EMPLOYEES Table of Contents Compensation System Guidelines Introduction...1 1. Compensation Strategy...3 1.1 Objectives of the Compensation

More information

EFFECTIVE DATE: October 1, 2010 Page 1 of 12

EFFECTIVE DATE: October 1, 2010 Page 1 of 12 1093.0 PERFORMANCE EVALUATION 1093.0.1 Authorization: Act 688 of 2009 amends Arkansas Code Annotated 21-5-1101 to provide a performance-based merit increase pay system based on employee performance evaluation.

More information

POSITION DESCRIPTION WILLMAR PUBLIC SCHOOLS. FLSA Status:

POSITION DESCRIPTION WILLMAR PUBLIC SCHOOLS. FLSA Status: SECTION I: GENERAL INFORMATION Position Title: Director of Human Resources Immediate Supervisor s Position Title: Superintendent POSITION DESCRIPTION WILLMAR PUBLIC SCHOOLS Department: Human Resources/District

More information

Performance Appraisal

Performance Appraisal Performance Appraisal Articles 9, 10, 16, 23, 27 and 40 Agenda Objectives Discussion Topics Article 9, Classification Article 10, Competence Article 16, Employee Awards and Recognition Article 23,

More information

Eligible Registers, Certification, and Appointment

Eligible Registers, Certification, and Appointment Page 8 Rule III. Eligible Registers, Certification, and Appointment A. Eligible Registers The Director of Human Resources shall establish and maintain such eligible registers for the various job classifications

More information

SMITHSONIAN DIRECTIVE 212, Federal Personnel Handbook, Chapter 430 NON-SENIOR-LEVEL PERFORMANCE APPRAISAL PROGRAM

SMITHSONIAN DIRECTIVE 212, Federal Personnel Handbook, Chapter 430 NON-SENIOR-LEVEL PERFORMANCE APPRAISAL PROGRAM SMITHSONIAN DIRECTIVE 212, Federal Personnel Handbook, Chapter 430 September 30, 2010 NON-SENIOR-LEVEL PERFORMANCE APPRAISAL PROGRAM Purpose 1 Policy 1 Coverage 2 Exclusions 2 Definitions 3 Responsibilities

More information

Pay for Performance Best Practice

Pay for Performance Best Practice Organization: Virginia Retirement System Pay for Performance Best Practice Contact: Ken Robertson Virginia Retirement System P.O. Box 2500 Richmond, VA 23218-2500 (804) 344-3101 krobertson@vrs.state.va.us

More information

Branch Human Resources

Branch Human Resources Branch Human Resources Introduction An organization s ability to deliver services to citizens is highly dependant on the capacity of its workforce. Changing demographics will result in increasing numbers

More information

B. Probationary Evaluations

B. Probationary Evaluations A.R. Number: 5.7 Effective Date: 2/1/2007 Page: 1 of 9 I. PURPOSE A. This policy outlines the Employee Performance Evaluation System (EPES) and the process to be followed for evaluating City of Richmond

More information

REVIEW MONTH: DECEMBER Rick Raemisch Executive Director

REVIEW MONTH: DECEMBER Rick Raemisch Executive Director ADMINISTRATIVE REGULATION REGULATION NUMBER 1450-03 PAGE NUMBER 1 OF 4 CHAPTER: Personnel COLORADO DEPARTMENT OF CORRECTIONS SUBJECT: Discretionary Pay Differentials RELATED STANDARDS: ACA Standards 2-CO-1C-22

More information

Recruitment and Posting of Vacancies

Recruitment and Posting of Vacancies Section 2, Page 17 Contents: Policy Recruitment and Selection Plan Exempt Positions Vacancy Announcement Minimum Qualifications Posting Period Posting Requirements Not Applicable Priority Reemployment

More information

Administrative Guidelines Employee Compensation Plan Texas Association of School Boards, Inc. All rights reserved.

Administrative Guidelines Employee Compensation Plan Texas Association of School Boards, Inc. All rights reserved. 2015-16 Administrative Guidelines Employee Compensation Plan 2013. Texas Association of School Boards, Inc. All rights reserved. Table of Contents Compensation Policy... 1 Compensation Philosophy and Objectives...

More information

Colorado Department of Human Services Performance Management Program Implementation Plan

Colorado Department of Human Services Performance Management Program Implementation Plan Colorado Department of Human Services Performance Management Program Implementation Plan Approved by Department of Personnel and Administration on October 2014 I. INTRODUCTION COLORADO DEPARTMENT OF HUMAN

More information

John Keel, CPA State Auditor. A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) December 2006 Report No.

John Keel, CPA State Auditor. A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) December 2006 Report No. John Keel, CPA State Auditor A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) Report No. 07-705 A Report on The State s Law Enforcement Salary Schedule (Salary Schedule C) Overall

More information

REPAYMENT OF STUDENT LOANS PROCEDURES

REPAYMENT OF STUDENT LOANS PROCEDURES REPAYMENT OF STUDENT LOANS PROCEDURES 1. Title 5, United States Code, section 5379 and the Code of Federal Regulations, Part 537, establish statutory and regulatory authority for the use of student loan

More information

Revised: October 9, 2013 - 1 -

Revised: October 9, 2013 - 1 - BREVARD PUBLIC SCHOOLS OFFICE OF COMPENSATION & BENEFITS 2013-14 NON-BARGAINING SALARY ADMINISTRATION HANDBOOK Revised: October 9, 2013-1 - TABLE OF CONTENTS Page Number I. Purpose of this Handbook 3 II.

More information

Eastern Kentucky University. Pay Administration Procedures Guide

Eastern Kentucky University. Pay Administration Procedures Guide Eastern Kentucky University Pay Administration Procedures Guide This document contains standard operating procedures for pay administration at Eastern Kentucky University. This document is also included

More information

SUBCHAPTER S8 PAY ADMINISTRATION

SUBCHAPTER S8 PAY ADMINISTRATION S8-1 General SUBCHAPTER S8 PAY ADMINISTRATION a. Introduction. Pay schedules for wage employees are established by the head of the designated lead agency in each wage area. This subchapter provides the

More information

IOWA DEPARTMENT OF EDUCATION

IOWA DEPARTMENT OF EDUCATION IOWA DEPARTMENT OF EDUCATION Guidance on the Iowa Teacher Leadership and Compensation System July 15, 2013 Overview Division VII of House File 215 establishes the Teacher Leadership and Compensation System,

More information

2014 2015 SALARY POLICIES

2014 2015 SALARY POLICIES 2014 2015 SALARY POLICIES Revised 05/20/2014 1 Table of Contents Section 1 Definitions & Salary Policy Links 3 Section 2 Salary Policy for New Hires & Rehires 9 Salary Policy for Promotions, Demotions,

More information

University of Wisconsin System New Personnel Systems Work Group Recommendations

University of Wisconsin System New Personnel Systems Work Group Recommendations Work Group Name: Compensation Date: March 16, 2012 Work Group Lead(s): Karen Massetti-Moran, UW-Milwaukee Work Group Iddi Adam UW Colleges Members: Sasha Showsh UW-Eau Claire Jane Marquardt UW-Extension

More information

Department of Human Resources Strategic Plan

Department of Human Resources Strategic Plan Department of Human Resources Strategic Plan Planning Period: 2011-2015 State of Vermont Department Strategic Plan Page 1 Table of Contents Message from the Commissioner... 3 Department Overview... 3 Department

More information

Pueblo Community College Performance Management Program for Classified Employees Revised 7-22-15. I. Introduction

Pueblo Community College Performance Management Program for Classified Employees Revised 7-22-15. I. Introduction Pueblo Community College Performance Management Program for Classified Employees Revised 7-22-15 I. Introduction The purpose of the Pueblo Community College Performance Management Program for classified

More information

PERFORMANCE MANAGEMENT PROGRAM

PERFORMANCE MANAGEMENT PROGRAM Court Services and Offender Supervision Agency for the District of Columbia POLICY STATEMENT PERFORMANCE MANAGEMENT PROGRAM I. COVERAGE This Policy Statement covers all Court Services and Offender Supervision

More information

Attachment 1: DOE Phased Retirement Implementation Plan

Attachment 1: DOE Phased Retirement Implementation Plan Attachment 1: DOE Phased Retirement Implementation Plan Purpose: Phased retirement is designed to assist agencies with knowledge management and continuity of operations in the short term. Although the

More information

Elizabeth City State University Career Banding Salary Administration Plan

Elizabeth City State University Career Banding Salary Administration Plan Elizabeth City State University Career Banding Salary Administration Plan 200.1.8 Effective Date: 01/05/05 Amended: 12/16/08 Adopted: 03/10/09 Preamble It is the policy of Elizabeth City State University

More information

Human Resources FY 2014-16 Performance Plan

Human Resources FY 2014-16 Performance Plan Contents I. Mission Statement... 1 II. Department Overview... 1 III. Program Description and Responsibilities... 2 Administration... 2 Organization Development and Training... 2 Staffing and Recruitment...

More information

Department of Homeland Security Management Directives System MD Number: 3181 Issue Date: 3/23/2006 PERFORMANCE MANAGEMENT

Department of Homeland Security Management Directives System MD Number: 3181 Issue Date: 3/23/2006 PERFORMANCE MANAGEMENT Department of Homeland Security Management Directives System MD Number: 3181 Issue Date: 3/23/2006 PERFORMANCE MANAGEMENT I. Purpose This Management Directive (MD) is an implementing directive as defined

More information

DEPARTMENT OF THE NAVY HEADQUARTERS UNITED STATES MARINE CORPS 3280 RUSSELL ROAD QUANTICO, VIRGINIA 22134-5103 MCO 12430.2 MPO-30 29 DEC 1998

DEPARTMENT OF THE NAVY HEADQUARTERS UNITED STATES MARINE CORPS 3280 RUSSELL ROAD QUANTICO, VIRGINIA 22134-5103 MCO 12430.2 MPO-30 29 DEC 1998 DEPARTMENT OF THE NAVY HEADQUARTERS UNITED STATES MARINE CORPS 3280 RUSSELL ROAD QUANTICO, VIRGINIA 22134-5103 MCO 12430.2 MPO-30 MARINE CORPS ORDER 12430.2 From: Commandant of the Marine Corps To: Distribution

More information

Legislative Finance Committee

Legislative Finance Committee ALTERNATIVE COMPENSATION PLAN (BROADBANDING) A Report Prepared for the Legislative Finance Committee By Greg DeWitt and Gary Hamel June 4, 2002 PURPOSE The 1999 legislature modified laws for state employee

More information

Probationary Period 200-6R. Subject: Probationary Period. Supersedes: Personnel Services Bulletin No

Probationary Period 200-6R. Subject: Probationary Period. Supersedes: Personnel Services Bulletin No 200-6R Subject: Probationary Period Supersedes: Personnel Services Bulletin No. 200-6 Source: Personnel Rules and Regulations of the City of New York 5.2, 6.1.6, 6.2.2 and 6.6.3; General Examination Regulation

More information

August 2014 Report No. 14-705

August 2014 Report No. 14-705 John Keel, CPA State Auditor A Report on Executive Compensation at State Agencies Report No. 14-705 A Report on Executive Compensation at State Agencies Overall Conclusion The decisions of state agencies

More information

Certificate Program Course Summary and Assessment Sample

Certificate Program Course Summary and Assessment Sample Certificate Program Course Summary and Assessment Sample Section I: Identification Certificate Program: SDC MDC HRC X. Participant: Wanta Graduate Employee ID#: XXXXXX Course title: HR Basics Date(s) course

More information

DEPARTMENT OF DEFENSE OFFICE OF DEPENDENTS SCHOOLS 2461 EISENHOWER AVENUE ALEXANDRIA, VIRGINIA 22331-1100

DEPARTMENT OF DEFENSE OFFICE OF DEPENDENTS SCHOOLS 2461 EISENHOWER AVENUE ALEXANDRIA, VIRGINIA 22331-1100 SUBJECT: DEPARTMENT OF DEFENSE OFFICE OF DEPENDENTS SCHOOLS 2461 EISENHOWER AVENUE ALEXANDRIA, VIRGINIA 22331-1100 DEPARTMENT OF DEFENSE Dependents SCHOOLS REGULATION SYSTEM TRANSMITTAL DS Regulation 5430.9

More information

PART 537 REPAYMENT OF STUDENT LOANS

PART 537 REPAYMENT OF STUDENT LOANS Office of Personnel Management 537.101 536.304 Issuance of employee letters. When an employee is entitled to grade and/or pay retention, the employing agency shall give to the employee, with a copy of

More information

ADMINISTRATIVE DIRECTIVE

ADMINISTRATIVE DIRECTIVE State of Connecticut Department of Correction Directive Number Page 1 of 5 Approved By: ADMINISTRATIVE DIRECTIVE Supersedes, Dated 12/15/2005 Commissioner Scott Semple 1. Policy. The Department of Correction

More information

CLASS SPECIFICATION Human Resources Site Team Manager

CLASS SPECIFICATION Human Resources Site Team Manager City of Portland Job Code: 30000524 CLASS SPECIFICATION Human Resources Site Team Manager FLSA Status: Union Representation: Exempt Nonrepresented GENERAL PURPOSE Under general direction, serves on the

More information

Overview of Position Classification Process

Overview of Position Classification Process Overview of Position Classification Process Mansfield University of Pennsylvania, one of the 14 state-owned universities comprising the Pennsylvania State System of Higher Education, uses prescribed and

More information

Staff Classification and Compensation Manual

Staff Classification and Compensation Manual Division of Human Resources, Diversity and Inclusion Human Resources P.O. Box 6806, Fullerton, CA 92834-6806 / Tel 657-278-2425 / Fax 657-278-7188 Human Resources Staff Classification and Compensation

More information