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PER-45 Salary Adjustment Action Guide

Purpose

The purpose of this job aid is to explain how to use the Salary Adjustment action.

  • The Salary Adjustment action should be used to award an increase in salary within the current position and classification. Neither the position number nor the classification title is changing.
    • The key to selecting the correct action reason is knowing the salary administration policies and specific reason for the adjustment as defined by policy.
  • The Salary Adjustment/Salary Adjustment action/reason should be used only to award in-range adjustments to an EPA employee, temporary employee salary adjustments or employees with H1B visas whose salaries need to be adjusted to the “prevailing wage.”
  • The Salary Adjustment/Acting Pay action/reason should be used only when an employee is staying in their current position but receiving a salary adjustment for temporarily assuming the duties of a higher-level position that is currently vacant or while the employee is on an extended leave of absence.   
    • The comments section of the form should include the position number, classification title and level of the position for which the person is acting.  
    • This reason is differentiated from the Promotion/Acting Promotion action/reason by no change in position number.   
    • This action is differentiated from the Salary Adjustment/Temp In-Range for Job Change by the identification of a higher-level position for which duties are temporarily being reassigned.  
    • Salary Adjustment/Temp In-Range for Job Change is assuming additional duties as a result of a special project or assignment.  The employee is not assuming duties that were previously assigned to a now vacant position or while an employee is on LOA.
  • The Salary Adjustment/Retention Adjustment action/reason should be used only to retain an employee who is in a key position that is identified as difficult to recruit and the employee has a bona fide written job offer for an employer outside of state government which provides greater compensation without increased responsibilities.  
    • This action cannot create any serious salary inequities, and there are no other feasible salary alternatives (promotion, reallocation, range revision, etc.)  This type of retention adjustment requires OSHR approval.  
    • The Salary Adjustment/In Range Retention action/reason should be used for retention adjustments for graded, pilot banded or skill-based paid employees that are in a key position that is identified as difficult to recruit.  
    • This is differentiated from the Salary Adjustment/Retention Adjustment action/reason by not requiring a written job offer or requiring OSHR approval if the agency has an in-range adjustment plan that includes retention adjustments approved by the Office of State Human Resources.  
    • The Salary Adjustment/In Range Retention action/reason cannot exceed 10%.  In all cases of retention adjustment, the employee must have a performance rating of above good or above satisfactory.  
    • The In Range Retention reason cannot be used for Career-banded employees.
  • The Salary Adjustment/In Range action/reasons should be used for graded or skill-based pay employees only.  
    • In Range reasons should not be used for career-banded, EPA or temporary employees.
    • Use the Career Progression action to award in-range adjustments for career-banded employees.

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