Competitive Salary Offer
Once the critical need to make a competitive offer has been determined, the appropriate vice president, in conjunction with the President and Human Resources, must approve competitive salary offers. The competitive offer can match the outside offer, however, it cannot exceed the maximum of the affected employee’s pay band. You will need to submit the offer letter, job description and benefit information for the new position to Human Resources for a full review.
Temporary pay can be provided to an employee who experiences a change in job duties and responsibilities for a specified period of time (i.e., assignment to a special project, reassignment during organizational changes, etc.). Temporary pay is not intended to cover brief recruitment periods, and should not last longer than six months. Extensions to the six month limit due to exceptional circumstances may be granted by the appropriate vice president.
- When temporary pay is provided for assuming duties in a different role in a higher pay band, salary may be increased up to 15% above the employee’s current salary, not to exceed the pay band maximum.
- When temporary pay is provided for assuming duties in the same or different role in the same pay band or being assigned a special project, salary may be increased up to 10% above the employee’s current salary, not to exceed the pay band maximum.
The appropriate vice president, in conjunction with Human Resources, must approve all requests prior to the effective date of the duties being assigned.
A salary adjustment is a non-competitive pay practice which allows agency management the flexibility to adjust individual salaries within their grade based on a change in duties (higher level) and responsibilities. The Cabinet will determine the review process, timing and frequency of salary adjustments.