Compensation and rewards
Pay practices
Download a printable version of these pay practice guidelines 
.
All salary actions involving classified pay practices require documentation using the pay action worksheet (PAW) in eJobs, except for recognition awards (see below).
- Pay practice actions, particularly in-band adjustments, may not be retroactive.
- Managers should not discuss proposed salary with applicant or employee prior to consultation with Human Resources.
- Salaries may not be below the minimum nor above the maximum of the new pay band.
- HR consultants provide consultation and technical guidance throughout each of the processes.
- Decentralized actions are periodically post-audited by Human Resources.
- Please note that Role* title/code = position class title/code in Banner.
| Pay practice | Pay guidelines | Process | |
|---|---|---|---|
| Starting pay − New state employee − Rehire |
Negotiable from minimum of pay band up to 15% above current salary not to exceed pay band maximum; exceptions higher than 15% may be granted, as appropriate |
|
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| EMPLOYEE INITIATED | Promotion Movement to a different Role* in a higher pay band |
Negotiable from minimum of new pay band up to 15% above current salary; increases above 15% allowed only to move to the minimum of the pay band or hiring range |
|
| EMPLOYEE INITIATED | Voluntary transfer – competitive Movement within same Role* or to different Role* in the same pay band |
Negotiable from minimum of pay band up to 15% above current salary not to exceed pay band maximum; increases above 15% allowed only to move to the minimum of the hiring range |
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| EMPLOYEE INITIATED | Voluntary transfer –non-competitive Movement within same Role* or to different Role* in the same pay band |
No increase in pay |
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| EMPLOYEE INITIATED | Voluntary demotion Movement to a different Role* in a lower pay band |
Negotiable from minimum of pay band up to current salary not to exceed pay band maximum (option to freeze salary above maximum for 6 months) |
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| MANAGEMENT INITIATED | Temporary pay Assuming new duties and responsibilities on a temporary basis; expires in 6 months, unless extended |
For higher pay band: 0-15% above current salary not to exceed pay band maximum For same pay band: 0-10% increase not to exceed pay band maximum |
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| MANAGEMENT INITIATED | Role* change | Upward: 0-10% increase or to minimum of higher pay band Downward: No change in salary unless above maximum of the lower pay band; reduce after 6 months Lateral: 0-10% increase not to exceed pay band maximum (to include any increase for in-band adjustment that has occurred during the fiscal year) |
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| MANAGEMENT INITIATED | In-band adjustment − Change in duties − Application of new KSAs, competencies − Retention − Internal alignment |
0-10% increase (or 0-10% lump sum payment based on current salary+) not to exceed pay band maximum Maximum 10% per fiscal year for in-band adjustments and lump sum payments (to include any increase for lateral Role* change) No in-band lump sum allowed for employees at the top of the pay band +Where there are current budget constraints, in-band lump sum payment allows for transition when time is needed to develop funding to support a base pay increase |
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| MANAGEMENT INITIATED | Disciplinary or performance-related salary action | Minimum 5% decrease or to lower pay band |
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| MANAGEMENT INITIATED | Competitive salary offer | Outside offer match not to exceed maximum of pay band |
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| MANAGEMENT INITIATED | Recognition award - Spot Award | Non-base pay bonus up to $500 and/or 4 hours of recognition leave each occurrence; processed in same pay period as provided |
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| MANAGEMENT INITIATED | Recognition award - Outstanding Achievement Award | Non-base pay bonus up to $1,000 and/or 3 days of recognition leave each occurrence; processed monthly |
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| MANAGEMENT INITIATED | Recognition award - Extraordinary Achievement Award | Non-base pay bonus up to $2,000 and/or up to 5 days of recognition leave per fiscal year; processed monthly |
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