How was my projected pay rate determined?

Each pay grade has a minimum and a maximum rate of pay.  Employees were placed within the pay range for their position using two factors:  time in current position, and time between hire and appointment to current position (ex. service in positions held prior to current appointment).  Employees were given full credit for each day in their current position, and partial credit for each day between hire and their current appointment.  Prior service credit was credited at 40%, or 2 days of credit for every 5 days worked.  Based on available funding, the pay formula assumed 35 years of experience credit to reach the maximum of the pay grade.

Example:  Joe was hired 15 years ago.  After serving in his first position for 5 years, he was promoted to his current position.  Joe would receive experience credit for all 10 years since being promoted into his current position, plus 2 years of additional experience credit for prior service (40% x 5 years = 2 years).  In total, Joe received experience credit for 12 years.

Having 12 years of experience credit, Joe’s pay was calculated as 34% (12/35) of the way between the range minimum and the range maximum.  Based on a range minimum of $34,000 and a range maximum of $52,000, Joe’s projected pay was calculated to be $40,120.

If Joe’s current salary was less than $40,120, his pay would be increased to $40,120.  If Joe’s current salary was more than $40,120, he would simply maintain his current salary.

In no case was an employees pay calculated below the minimum or above the maximum.

Current Hire Date:  The most recent date that an employee was hired as a full-time employee.  If an employee leaves the government and is later rehired, their current hire date would be their rehire date.  This is true regardless of how long the employee had been employed before separating from employment, and regardless of how long they were separated before rehire.

Promotion Date:  The date on which the employee was appointed to their current position, either as a new hire, or through a promotion or demotion.  The promotion date was not “reset” in the case of reclassifications or lateral transfers to positions in the same pay grade.

Show All Answers

1. How was the pay grade for my position determined?
2. What job evaluation methodology was used in this pay study?
3. How was the labor market value of each position determined?
4. Which other jurisdictions were included in the Market Survey?
5. Why were those jurisdictions selected?
6. How was my projected pay rate determined?
7. I believe that the promotion or hire date used to calculate my projected pay rate might be wrong. What should I do?
8. Was performance considered in determining pay?