From klhall at spd.IN.gov Thu Oct 1 10:06:36 2020 From: klhall at spd.IN.gov (Hall, Kristi L) Date: Thu, 1 Oct 2020 16:06:36 +0000 Subject: [NCASG] Hiring Incentives for Civil Engineers In-Reply-To: References: Message-ID: William, Indiana does not provide any hiring incentives for civil engineers. Kristi From: Ernst, William Sent: Friday, September 25, 2020 11:10 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Hiring Incentives for Civil Engineers **** This is an EXTERNAL email. Exercise caution. DO NOT open attachments or click links from unknown senders or unexpected email. **** ________________________________ Hello folks, If your state provides hiring incentives for civil engineers (in your department of transportation, specifically), could you please send any documentation you have on the incentive program? Thank you. William Ernst Compensation Analyst SD Bureau of Human Resources 605-773-8079 -------------- next part -------------- An HTML attachment was scrubbed... URL: From Christian.Temes at tn.gov Mon Oct 12 10:16:18 2020 From: Christian.Temes at tn.gov (Christian Temes) Date: Mon, 12 Oct 2020 16:16:18 +0000 Subject: [NCASG] Turnover Benchmarking Survey In-Reply-To: References: Message-ID: Good Morning Everyone, And good afternoon to our EST friends. Just wanted to let you know that if anyone wanted to still submit turnover to the survey below, we are still happy to receive data after the deadline. Hope you all had a great weekend, thank you again for your help, [cid:image001.png at 01D6A089.19EA7D90] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr From: Christian Temes Sent: Tuesday, September 22, 2020 2:18 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: Turnover Benchmarking Survey Good Afternoon Everyone, I hope you are all having a great day. I've had a few responses to this survey, I appreciate you for helping us out with this project. I know this is not a small survey. If you have any questions or will need more time to complete the survey, please feel free to reach out to us. I am including my director, Tony DelPriore in this email. I will be out of the office for several days, but he prepared to assist you with any questions you might have while I am gone. Thank you again for your time with this, [cid:image001.png at 01D6A089.19EA7D90] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr From: Christian Temes Sent: Thursday, September 10, 2020 3:01 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: Turnover Benchmarking Survey Good Afternoon Everyone, I hope everyone is doing well. Here in Tennessee, we've been building a dashboard to house and share our HR Human Capital Management (HCM) data. Within this system, we are trying to establish data-driven benchmarks for our turnover rates. We are hoping to collect data from other states so that we can create benchmarks for statewide turnover, turnover amongst generational groups, turnover amongst ethnic groups, and turnover within individual departments. To this end, I have created a survey that will hopefully serve as a simple method to collect and compile this information. You can click this link to be taken to the survey, I am also going to share the full URL below. Once inside the survey form, you will be asked to provide the average headcounts and total terminations for the Executive Branch in 2019 for FT and PT employees. You will also be asked to provide the same information for each of the individual generational groups and ethnic groups. The biggest section of this survey is departmental headcounts and turnover counts. I have listed each of Tennessee's Executive Branch agencies along with a description. You will be able to identify your state's equivalent department (if there is one) and the average headcount and termination numbers for that agency. In the case that Tennessee does not have a match for one of your agencies, there are opportunities to have those agencies included as well. Finally, there are a few quick follow up questions to help us with a couple other benchmarks. If at any point you need to close the survey and continue later, there is a link at the bottom of the form to save your answers. It will provide a new link for you to use. If you do not utilize this link, your answers will be lost. I would be happy to share this information with everyone when it is all collected. If this works as well as I hope, I plan on sending this out at least annually. If you could, I would love to have your submissions by Friday, October 9th. https://stateoftennessee.formstack.com/forms/state_gov_hcm_benchmarking Again, thank you for all of your help. Let me know if you have any questions, [cid:image001.png at 01D6A089.19EA7D90] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From Sheena.Buffi at dhr.idaho.gov Tue Oct 13 09:55:21 2020 From: Sheena.Buffi at dhr.idaho.gov (Sheena Buffi) Date: Tue, 13 Oct 2020 15:55:21 +0000 Subject: [NCASG] NCASG ListServ Message-ID: Good Morning NCASG Colleagues, A couple of requests have been emailed to old email blocks recently so I have attached them here for those of you who did not receive them. Please be sure to share the ListServ email (dhr_ncasg_survey_list at admws.idaho.gov) with your teams for all future requests. Thank you so much and have a great week! Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 9869 bytes Desc: image001.png URL: -------------- next part -------------- An embedded message was scrubbed... From: "Thorsteinson, Kirk V (DOA)" Subject: Attorney NCASG Information Request Date: Sun, 11 Oct 2020 05:14:25 +0000 Size: 258462 URL: -------------- next part -------------- An embedded message was scrubbed... From: "Keisha I. Harris" Subject: Youth ChalleNGe Academy Medical Staff Date: Thu, 8 Oct 2020 18:09:38 +0000 Size: 36584 URL: From john.wiesman at wisconsin.gov Tue Oct 13 10:08:22 2020 From: john.wiesman at wisconsin.gov (Wiesman, John M - DOA) Date: Tue, 13 Oct 2020 16:08:22 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) Message-ID: Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A150.7598EBA0] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From tina.bufford at doas.ga.gov Tue Oct 13 10:19:13 2020 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Tue, 13 Oct 2020 16:19:13 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Good Afternoon John, State of Georgia employees did not receive a wage increase in 2020 and nothing is allocated for 2021. Georgia had a 14% budget cut across the board in the last six months of 2020, so increases are not expected for the 2021 fiscal year. Regards, Tina From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 12:08 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A15B.0EDA1F00] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From meghan.connor2 at wyo.gov Tue Oct 13 10:34:55 2020 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Tue, 13 Oct 2020 10:34:55 -0600 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Good morning John, Wyoming state employees did not receive a raise in FY19-20 and will not in FY20-21. Thanks, Meghan On Tue, Oct 13, 2020 at 10:08 AM Wiesman, John M - DOA < john.wiesman at wisconsin.gov> wrote: > Hello all. I will gladly share a compilation of responses. > > > > Question 1: What general wage increase(s) will the majority of your state > employees receive in the current fiscal year? > > Question 2: What general wage increase(s) did the majority of your state > employees receive in the previous fiscal year? > > > > This is just to get at the dominant theme for pay increases. If you > provide variable merit increases, for example, what is/was the budgeted > average increase? If you have labor unions, what is/was the most typical > widespread increase amount? > > > > Thank you!! > > > > > > > > *JOHN WIESMAN |* Compensation Specialist > > Department of Administration > > Division of Personnel Management > > john.wiesman at wisconsin.gov > > Main: (608) 266-9820 | Direct: (608) 266-1418 > > During COVID emergency please use email, SKYPE, or TEAMS > > > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: not available URL: From brandy.malatesta at state.co.us Tue Oct 13 10:40:37 2020 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Tue, 13 Oct 2020 10:40:37 -0600 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Hey John! In FY 19-20 Colorado employees received a 3% across-the-board. In FY 20-21 Colorado employees did not receive an increase. In FY 21-22 we do not anticipate there will be wage increases but will not know that for sure for quite some time. Please let me know if there is anything else. *Brandy B. Malatesta, MPA, CCP, SHRM-CP* *Senior Manager, Compensation* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | www.colorado.gov/dhr *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Tue, Oct 13, 2020 at 10:08 AM Wiesman, John M - DOA < john.wiesman at wisconsin.gov> wrote: > Hello all. I will gladly share a compilation of responses. > > > > Question 1: What general wage increase(s) will the majority of your state > employees receive in the current fiscal year? > > Question 2: What general wage increase(s) did the majority of your state > employees receive in the previous fiscal year? > > > > This is just to get at the dominant theme for pay increases. If you > provide variable merit increases, for example, what is/was the budgeted > average increase? If you have labor unions, what is/was the most typical > widespread increase amount? > > > > Thank you!! > > > > > > > > > *JOHN WIESMAN |* Compensation Specialist > > Department of Administration > > Division of Personnel Management > > john.wiesman at wisconsin.gov > > Main: (608) 266-9820 | Direct: (608) 266-1418 > > During COVID emergency please use email, SKYPE, or TEAMS > > > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: not available URL: From paul.christianson at state.mn.us Tue Oct 13 10:41:55 2020 From: paul.christianson at state.mn.us (Christianson, Paul (MMB)) Date: Tue, 13 Oct 2020 16:41:55 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Minnesota: Across The Board on July 1, 2020 (beginning of the current fiscal year) - 2.5% ATB on July 1, 2019 - 2.25% Paul Christianson Compensation Consultant | Enterprise Human Resources 651-259-3624 (office) Minnesota Management and Budget From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 11:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) This message may be from an external email source. Do not select links or open attachments unless verified. Report all suspicious emails to Minnesota IT Services Security Operations Center. ________________________________ Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A155.D8ED97F0] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From CompSurveys at oa.mo.gov Tue Oct 13 10:45:21 2020 From: CompSurveys at oa.mo.gov (OA.Compensation Surveys) Date: Tue, 13 Oct 2020 16:45:21 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: For State of Missouri, Employees will not get a salary increase for FY2021, we all got a 3% across the board increase for FY2020 starting in 1/1/2020. From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 11:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A156.54BE5EF0] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From joe.marro at nc.gov Tue Oct 13 10:47:35 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Tue, 13 Oct 2020 16:47:35 +0000 Subject: [NCASG] [External] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Good afternoon, John. * North Carolina granted a 2.5% across the board increase in FY20-21 (July 1, 2020). * A 2.5% across the board increase was also granted in FY19-20 (July 1, 2019). General statutes do not permit unionization of state government employees. Thank you. -Joe From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 12:08 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] [NCASG] FY wage increases - quick and easy (I hope) CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A15E.CAED5EC0] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From Darby.Forrester at personnel.alabama.gov Tue Oct 13 10:48:09 2020 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Tue, 13 Oct 2020 16:48:09 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Hey John! In FY 19/20 Alabama got zero, zilch, nothing IN FY 20/21- Alabama will get zero, zilch, nothing Other than this - we are doing fine! Darby From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 11:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A156.B65A5100] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From Gustavo.Victoriano at ks.gov Tue Oct 13 10:53:10 2020 From: Gustavo.Victoriano at ks.gov (Victoriano, Gustavo [DAPS]) Date: Tue, 13 Oct 2020 16:53:10 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Hi John, Kansas FY 20-21 --> 0.0% Kansas FY 19-20 --> 2.5% Best, Gus From: Meghan Connor Sent: Tuesday, October 13, 2020 11:35 AM To: Wiesman, John M - DOA Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] FY wage increases - quick and easy (I hope) EXTERNAL: This email originated from outside of the organization. Do not click any links or open any attachments unless you trust the sender and know the content is safe. Good morning John, Wyoming state employees did not receive a raise in FY19-20 and will not in FY20-21. Thanks, Meghan On Tue, Oct 13, 2020 at 10:08 AM Wiesman, John M - DOA > wrote: Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A157.6B7D5190] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From Adam.Reinemann at cs.ny.gov Tue Oct 13 11:04:09 2020 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Tue, 13 Oct 2020 17:04:09 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Hi John, Last year (fiscal year ending March 31, 2020): 2% increase for all negotiating units and unrepresented employees. Employees also received varying performance advance amounts based on salary grade, negotiating unit, and years of service. This year (began April 1, 2020): Everything on hold, although performance advance amounts may be paid for employees in certain negotiating units. Thanks, Adam Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 12:08 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A161.2AF8B3D0] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From Janelle.Haynsworth at LA.GOV Tue Oct 13 12:29:20 2020 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Tue, 13 Oct 2020 18:29:20 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Hello John, Our primary pay mechanism to move classified employees through their respective pay ranges is the Market Adjustment. The disbursement date is July 15th and specifics are as follows. No agency came to the SCS Commission asking for an exception to withhold paying them last fiscal year or this fiscal year. 6.32 Market Adjustments (a) To maintain market competitiveness, employees in active status six months prior to the disbursement date, except for those serving as classified When Actually Employed (WAE) employees, shall be granted a market adjustment. (b) The amount of base pay adjustment shall be as follows: 1.If the employee's hourly rate of pay is fixed at a point from the minimum up to the 1st quartile of his pay range, his pay shall be increased by 4%. 2.If the employee's hourly rate of pay is fixed at a point above the 1st quartile up to the midpoint of his pay range, his pay shall be increased by 3%. 3.If the employee's hourly rate of pay is fixed at a point above the midpoint up to the 3rd quartile of his pay range, his pay shall be increased by 2%. 4.If the employee's hourly rate of pay is fixed at a point above the 3rd quartile up to the maximum of his pay range, his pay shall be increased by 2%. (c) All increases herein authorized are subject to the requirement that no employee's pay shall exceed the maximum rate of pay established for the job. (d) Any adjustment or increase which an employee receives under the provisions of other rules, unless otherwise indicated, shall not affect such employee's ability to receive increases authorized under this rule. (e) An employee who has a current official overall Performance Evaluation of "Needs Improvement/Unsuccessful" or equivalent shall not be granted any increase under the provisions of this rule. (f) For all employees on detail to special duty, the market adjustment shall be calculated based upon the authorized rate of pay in his regular position. The employee's rate of pay while on detail shall be recalculated based on his new rate of pay in his regular position. An appointing authority may, for rational business reasons, request an exception to this rule from the Commission. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 11:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image008.png at 01D6A164.DA9C5B90] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 2745 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 1947 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 2129 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 1897 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2037 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image007.png Type: image/png Size: 2076 bytes Desc: image007.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.png Type: image/png Size: 11995 bytes Desc: image008.png URL: From Sheena.Buffi at dhr.idaho.gov Tue Oct 13 17:14:08 2020 From: Sheena.Buffi at dhr.idaho.gov (Sheena Buffi) Date: Tue, 13 Oct 2020 23:14:08 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: Hi John, Idaho's information is as follows: Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? A 3% budget increase was approved by the Governor and Legislature prior to pandemic for FY2022. The 3% was in the form of: 2% merit and an additional 2% ATB increase for incumbents in 20 target positions. However, as of 04/10/20, all pay increases were suspended until further notice pending a re-evaluation of our state's revenue collection and economy. A 3% salary structure increase was implemented effective July 2, 2020. This adjustment required the movement of roughly 300 employees statewide (1% of our total workforce) to the new minimum of their pay grade. Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? In FY 2021, state budgets were increased by 3% for employee compensation. The 3% was in the form of: 2% merit-based and a one-time annual ATB increase of $550 for all permanent employees. Please let me know if you have any questions. Thank you and have a great evening! Sheena Buffi // Compensation Manager Idaho Division of Human Resources 304 North 8th Street P.O. Box 83720 // Boise, Idaho 83720-0066 office: 208.854.3086 // email: sheena.buffi at dhr.idaho.gov [DHR] Providing quality customer service is important to us. If you have any comments or suggestions regarding the service provided to you, please contact Ashleigh Lopez, Chief Learning Officer, ashleigh.lopez at dhr.idaho.gov. From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 10:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image003.png at 01D6A183.05824720] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 9869 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 11995 bytes Desc: image003.png URL: From lyhart at nd.gov Wed Oct 14 14:20:35 2020 From: lyhart at nd.gov (Hart, Lynn L.) Date: Wed, 14 Oct 2020 20:20:35 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: John, For North Dakota: Current fiscal year - 2.5% average, effective July 1, 2020 Previous fiscal year - 2% average, with a $120 minimum and a $200 maximum, effective July 1, 2019. The minimum amount pushed the actual average higher than 2%. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * www.nd.gov/omb [cid:image002.png at 01D6A173.106B5970] From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 11:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6A173.020EE590] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 13428 bytes Desc: image002.png URL: From brandy.malatesta at state.co.us Wed Oct 14 15:25:51 2020 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Wed, 14 Oct 2020 15:25:51 -0600 Subject: [NCASG] Survey on Health Facilities Compliance Surveyor Message-ID: Good afternoon! I apologize for the length but we are gathering some information on a difficult to retain position, Health Facilities Compliance Surveyor. The current classification for these duties is Health Professional . The Surveyors conduct resident-centered, outcome-oriented inspections of health care facilities or providers to ensure compliance with applicable federal and state statutes and regulations as well as professional standards of various health care disciplines. Current guidelines state a registered nurse must complete the survey. 1. Do you have a similar position? If so, please list. If you have a similar position but it does not have to be an RN please include that as well. 2. Does the position travel? 3. If so, how much per week do they travel? 4. Does the position have a designated territory within the state? 5. Does the position work with other positions using a rotation schedule or something similar? 6. Do you provide some sort of stipend or premium pay for the position? 8. What best practices can you share that you use to retain individuals in this position? 9. What best practices can you share that you use to recruit individuals for this position? 10. Where have you had the most success recruiting from? 11. Our RN's come into the position with a degree and two years of professional health care experience, then they have other requirements to learn the regulations. This usually requires 6-9 months before they can conduct a survey independently. How do your incumbents prepare for the position? 12. If possible, please provide your class description, minimum qualifications, and pay information for this series please? If we could have any responses by *October 30* it would be great. We really appreciate your time and any information you can provide. Thanks so much! *Brandy B. Malatesta, MPA, CCP, SHRM-CP* *Senior Manager, Compensation* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | www.colorado.gov/dhr *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* -------------- next part -------------- An HTML attachment was scrubbed... URL: From Janelle.Haynsworth at LA.GOV Thu Oct 15 08:51:29 2020 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Thu, 15 Oct 2020 14:51:29 +0000 Subject: [NCASG] FYI LA FW: Survey on Health Facilities Compliance Surveyor Message-ID: <134011c134e7433cb55f4106950995a3@LA.GOV> Please see Louisiana?s response below, thanks! Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Nicole Tucker (Civil Service) Sent: Thursday, October 15, 2020 9:22 AM To: brandy.malatesta at state.co.us Cc: Janelle Haynsworth ; Ashton Brown (DSCS) Subject: RE: [NCASG] Survey on Health Facilities Compliance Surveyor Good Morning! Yes, LDH does have this function within their department. This function resides in the Office of the Secretary/Health Standards Section (HSS). HSS is Louisiana?s State Survey Agency. This group is responsible for the licensing, certification, recertification and processing of complaint investigations of all health care facilities and providers that participate in Medicaid or Medicare programs as providers/suppliers of services as well as those agencies receiving private payment for health services. One of the main functions of HSS resides in the surveying aspect. The overall responsibility of survey staff is to ensure regulatory compliance by licensed healthcare entities to determine if they are adhering to all established healthcare laws and regulations. Trained and experienced registered nurses are required to ensure these measures are being met to monitor the safe delivery of these services. The ?surveyors? within HSS are in the Medical Certification Program Specialist 1/2 job titles. While the minimum qualifications for these job titles do not require the employee to be a RN, the Director of this section has always required applicants and employees to be a RN with 3-5 years of clinical experience. The expertise and knowledge of standards of care and practice provided by a RN are essential to determine the appropriate delivery of services by the licensed providers. When recruiting for RNS, their specific clinical background is extremely significant in direct relationship to the programs and purview of HSS. RECRUITING HSS has always expressed their struggles and difficulties in recruiting surveyors because they are essentially competing with the hospitals because of salary and bonuses. They have succeeded in the past by recruiting those RNs they may be working with at the healthcare facilities they are surveying. The RNs know what the surveyors do and apply when a position is available at HSS. SALARY Currently, the salary for these positions is Medical Certification Specialist 1 ($49,691 - $93,787) and Medical Certification Specialist 2 ( $53,165 - $100,360). When I look at the data for their hiring practices of these individuals it looks like they are hiring at the minimum, mainly for the Medical Certification Specialist 1. They have hired a few under SCS Rule 6.5(g) (Extraordinary Qualifications) but not many. There are quite a few rehires or transfers from other state agencies also. The rehires and transfers are mainly individuals who were in the RN job series. The pay level for the Med Cert Spec 1 is a MS 518 which is higher than the cap of the RN CPG which is the RN 3 (MS 517). It looks like those that are within state government already as a RN are looking into these jobs so that is another way they are receiving applicants and recruiting/retaining individuals. TRAINING There is very specific training that is mandated by CMS for the personnel within this section but I?m not sure of the timeframe. I do know that there are four divisions within HSS and those within the Long-term Care Unit have additional training they must complete that takes longer than other divisions. If you want more information on this I have some and have a contact if they want specific timeframes. TRAVEL HSS employs over 200 employees, 150+ of which are assigned strictly to field operations to conduct and administer surveys. Field Operations is split into six field offices that cover nine regions. In regards to the question below regarding travel, the surveyors work within their assigned field office and they only survey those healthcare facilities and providers within their region. Essentially they are not traveling and if they are it?s not far since it?s within their region. Please see below for specific answers to your questions, although I think I answered majority of them above. Let me know if you need more information than I?ve given. I?m pretty familiar with HSS and know the staff fairly well so I can get additional answers if needed. 1. Do you have a similar position? If so, please list. If you have a similar position but it does not have to be an RN please include that as well. Medical Certification Specialist 1 and Medical Certification Specialist 2 2. Does the position travel? No 3. If so, how much per week do they travel? N/A 4. Does the position have a designated territory within the state? Yes, HSS is divided into four different programs, one of which is field operations where the surveyors resides. There are six field offices with surveyors within each field office. The surveyors are assigned their healthcare facilities and/or providers to survey that are within their region. 5. Does the position work with other positions using a rotation schedule or something similar? No 6. Do you provide some sort of stipend or premium pay for the position? No 7. What best practices can you share that you use to retain individuals in this position? 8. What best practices can you share that you use to recruit individuals for this position? 9. Where have you had the most success recruiting from? They have succeeded in the past by recruiting those RNs they may be working with at the healthcare facilities they are surveying. The RNs know what the surveyors do and apply when a position is available at HSS. 10. Our RN's come into the position with a degree and two years of professional health care experience, then they have other requirements to learn the regulations. This usually requires 6-9 months before they can conduct a survey independently. How do your incumbents prepare for the position? These positions are filled by a RN with 3-5 years of clinical expertise. I do not have specifics on the timeframe it takes to train these individuals before they are independent enough to conduct the survey but I can certainly get that information from the Director. 11. If possible, please provide your class description, minimum qualifications, and pay information for this series please? Medical Certification Specialist 1 ($49,691 - $93,787) Medical Certification Specialist 2( $53,165 - $100,360) Nicole Tucker, MBA, CCP Chief Operating Officer Louisiana State Civil Service 225.342.8264 nicole.tucker at la.gov [cid:image001.png at 01D52804.A10D20B0] [cid:image002.png at 01D52804.A10D20B0] [cid:image003.png at 01D52804.A10D20B0] [cid:image004.png at 01D52804.A10D20B0] [cid:image005.png at 01D52804.A10D20B0] [cid:image006.png at 01D52804.A10D20B0] From: Janelle Haynsworth > Sent: Wednesday, October 14, 2020 4:34 PM To: Ashton Brown (DSCS) >; Nicole Tucker (Civil Service) > Subject: FW: [NCASG] Survey on Health Facilities Compliance Surveyor Hi ? I need help with Brandy?s question below. Are you aware of a similar function in the facilities? I am thinking maybe the RN-Program Coordinator, but this job covers a few more aspects than their match, I think, and it doesn?t mention federal compliance. From: Malatesta - DPA, Brandy > Sent: Wednesday, October 14, 2020 4:26 PM To: dhr_ncasg_survey_list at admws.idaho.gov; Terry Pickett - DPA > Subject: [NCASG] Survey on Health Facilities Compliance Surveyor EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good afternoon! I apologize for the length but we are gathering some information on a difficult to retain position, Health Facilities Compliance Surveyor. The current classification for these duties is Health Profaessional. The Surveyors conduct resident-centered, outcome-oriented inspections of health care facilities or providers to ensure compliance with applicable federal and state statutes and regulations as well as professional standards of various health care disciplines. Current guidelines state a registered nurse must complete the survey. 1. Do you have a similar position? If so, please list. If you have a similar position but it does not have to be an RN please include that as well. 2. Does the position travel? 3. If so, how much per week do they travel? 4. Does the position have a designated territory within the state? 5. Does the position work with other positions using a rotation schedule or something similar? 6. Do you provide some sort of stipend or premium pay for the position? 8. What best practices can you share that you use to retain individuals in this position? 9. What best practices can you share that you use to recruit individuals for this position? 10. Where have you had the most success recruiting from? 11. Our RN's come into the position with a degree and two years of professional health care experience, then they have other requirements to learn the regulations. This usually requires 6-9 months before they can conduct a survey independently. How do your incumbents prepare for the position? 12. If possible, please provide your class description, minimum qualifications, and pay information for this series please? If we could have any responses by October 30 it would be great. We really appreciate your time and any information you can provide. Thanks so much! Brandy B. Malatesta, MPA, CCP, SHRM-CP Senior Manager, Compensation [Image removed by sender.] P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | www.colorado.gov/dhr DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2753 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1923 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2119 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1882 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2035 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2072 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image007.jpg Type: image/jpeg Size: 823 bytes Desc: image007.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.png Type: image/png Size: 2745 bytes Desc: image008.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image009.png Type: image/png Size: 1947 bytes Desc: image009.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image010.png Type: image/png Size: 2129 bytes Desc: image010.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image011.png Type: image/png Size: 1897 bytes Desc: image011.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image012.png Type: image/png Size: 2037 bytes Desc: image012.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image013.png Type: image/png Size: 2076 bytes Desc: image013.png URL: From Adam.Reinemann at cs.ny.gov Fri Oct 16 08:00:57 2020 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Fri, 16 Oct 2020 14:00:57 +0000 Subject: [NCASG] Survey on Health Facilities Compliance Surveyor In-Reply-To: References: Message-ID: Hi Brandy, Please see New York?s response below. Thanks, Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Malatesta - DPA, Brandy Sent: Wednesday, October 14, 2020 5:26 PM To: dhr_ncasg_survey_list at admws.idaho.gov; Terry Pickett - DPA Subject: [NCASG] Survey on Health Facilities Compliance Surveyor Good afternoon! I apologize for the length but we are gathering some information on a difficult to retain position, Health Facilities Compliance Surveyor. The current classification for these duties is Health Professional. The Surveyors conduct resident-centered, outcome-oriented inspections of health care facilities or providers to ensure compliance with applicable federal and state statutes and regulations as well as professional standards of various health care disciplines. Current guidelines state a registered nurse must complete the survey. 1. Do you have a similar position? If so, please list. If you have a similar position but it does not have to be an RN please include that as well. Yes, New York has Health Care Surveyor (HCS) 2 (Nursing), Grade 19, and Hospital Nursing Services Consultant (HNSC), Grade 22, titles. The titles require an RN. We also have a Health Systems Specialist title series. Core titles in the HSS title series do not require RN or other licenses, but there is a Grade 20 level for licensed clinicians (link to standard in question 12). HSS function as part of survey teams with above titles. All titles are primarily classified at the Department of Health (DOH), as that is the state agency that conducts surveys and ensures compliance with State and federal (largely CMS) requirements. 2. Does the position travel? Yes, positions in all three titles travel. 3. If so, how much per week do they travel? Varies based on operating need. 4. Does the position have a designated territory within the state? Yes, DOH has four regional offices: Western New York (Buffalo, Rochester), Central New York (Syracuse), Capital District (Albany-Main Office), and the Metropolitan Area Regional Office (Manhattan, New Rochelle). Positions operate out of one of these locations, and generally cover multiple counties or boroughs. There are different divisions within DOH as well to cover nursing homes, hospitals, adult care facilities, etc. 5. Does the position work with other positions using a rotation schedule or something similar? Varies based on operating needs and staffing requirements. 6. Do you provide some sort of stipend or premium pay for the position? There are geographic pay and increased hiring salary (candidates brought in above the statutory hiring rate) enhancements for the nursing titles in the downstate metropolitan area, but these increases are not exclusive to these titles, as many other nursing and clinical titles also receive some form of an increase downstate. Enhancements range from $4,832-$11,611 on top of the base salaries noted in question 11. The increases specifically apply to Bronx, Kings, Nassau, New York, Queens, Richmond, Suffolk, and Westchester counties, and are not available in other areas of the state. HCS 2 (Nursing), Grade 19, and HNSC, Grade 22, also enjoy somewhat of a defacto premium because they are allocated higher than our regular nursing titles. Nursing positions assigned to direct care/facility operations are allocated to Grade 16, and supervisors in those settings are Grade 20. HCS 2 (Nursing), Grade 19, and HNSC, Grade 22, are typically non-supervisory at 19, and advanced performance level/supervisory at Grade 22. We intend to revise our nursing structure at some point, but it is difficult as these titles were set up many years ago and there are many filled positions that would require a concerted effort to address ? including possible downward reallocation changes. 7. What best practices can you share that you use to retain individuals in this position? Cannot address this question completely. Recruitment information is kept with DOH HR. Specific to the titles requiring an RN, Civil Service has noticed that DOH tends to promote individuals from 19 to 22 as soon as possible. There are generally not retention issues at DOH for these classes due to the overall higher salaries paid in comparison to other state nursing classes. The classes also attract private sector nurses towards the end of their careers who are seeking some sort of pension. There are no difficulties with the HSS title series. 8. What best practices can you share that you use to recruit individuals for this position? Cannot address this question completely. Recruitment lies with the hiring agency, and we have not heard anything to indicate that it is difficult to recruit for these classes. However, from a system perspective, the HSS title series is filled at the entry-level (HSS 1, Grade 18) by one of New York?s largest merit exams ? the Professional Career Opportunities test, so there are almost always candidates available for that title series specifically. For the Grade 19 and Grade 22 titles, New York uses a Training & Experience exam that ranks candidates based on education and years of work experience, rather than a formal written test. 9. Where have you had the most success recruiting from? Cannot address this question. Recruitment lies with the hiring agency. 10. Our RN's come into the position with a degree and two years of professional health care experience, then they have other requirements to learn the regulations. This usually requires 6-9 months before they can conduct a survey independently. How do your incumbents prepare for the position? Cannot address this question completely. However, candidates are generally brought in at the Grade 19 level, and many have prior experience interacting with regulatory organizations at former employers. Generally speaking, there are also CMS modules and other training materials available. 11. If possible, please provide your class description, minimum qualifications, and pay information for this series please? There are no classification standards for HCS 2 (Nursing), Grade 19, or HNSC, Grade 22. Agency duties descriptions are attached. For HSS, here is a link to the classification standard: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=6464100T Here are the base salaries for all referenced titles. Title Grade Year 1 Year 7 (Max) Step Amount (Yearly Increase) Increase from Year 6 to 7 HCS 2 (Nursing) 19 $59,671 $75,785 $2,024 $3,970 HNSC 22 $69,603 $88,124 $2,294 $4,757 Title Grade Year 1 Year 7 (Max) Step Amount (Yearly Increase) Increase from Year 6 to 7 HSS 1 18 $56,604 $71,980 $1,944 $3,712 HSS 2 20 $62,726 $79,577 $2,109 $4,197 HSS 3 23 $73,284 $92,693 $2,389 $5,075 HSS 4 25 $81,446 $102,661 $2,587 $5,693 Minimum qualifications for the HSS title series are on the linked classification standard. Here are the minimum qualifications for the HCS 2 (Nursing), Grade 19, and HNSC, Grade 22, titles: HCS 2 (Nursing), Grade 19: RN license and three years of post-licensure professional nursing experience, at least two of which must have been professional clinical nursing experience in a licensed health care facility. HNSC, Grade 22: RN license and five years of post-licensure health care, public health, community health, or other nursing experience in an appropriate facility setting. Three years of this experience must have been providing direct patient care in a licensed health care facility, and two years of this experience must have been in nursing supervision, or working in the capacity of a nurse administrator. If we could have any responses by October 30 it would be great. We really appreciate your time and any information you can provide. Thanks so much! Brandy B. Malatesta, MPA, CCP, SHRM-CP Senior Manager, Compensation [https://docs.google.com/uc?export=download&id=1a7JfX9rVFkPZFgFz2v3Owh-sj8J_y5jO&revid=0B3EBVOrCqN5dUHJoZTRsbFRlRCtyc1NsM24xS2YzYm9LbmxnPQ] P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | www.colorado.gov/dhr DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: HNSC.docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 16741 bytes Desc: HNSC.docx URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: HCS 2 (Nursing).doc Type: application/msword Size: 29184 bytes Desc: HCS 2 (Nursing).doc URL: From joe.marro at nc.gov Fri Oct 16 12:53:40 2020 From: joe.marro at nc.gov (Marro, Joe) Date: Fri, 16 Oct 2020 18:53:40 +0000 Subject: [NCASG] FW: [External] Attorney NCASG Information Request Message-ID: Good afternoon, Kirk. Attached is information for the great State of North Carolina. Please don?t hesitate to ask if you have any questions. Thank you. -Joe NOTE: We are teleworking during the COVID-19 State of Emergency. Please excuse any delay in responding to your inquiry. Stay Home, Save Lives: For COVID-19 information and resources in North Carolina, visit www.nc.gov/covid19. Joseph M Marro State Classification and Compensation Manager Desk: 984-236-0860 OSHR Main: 984-236-0800 Fax: 984-236-0949 joe.marro at nc.gov [https://files.nc.gov/ncoshr/documents/Communications/OSHR%20logo(Blue-Stacked-Horz)%202.png] North Carolina Office of State Human Resources 116 West Jones Street, Raleigh, NC 27603 1331 Mail Service Center, Raleigh, NC 27699-1331 www.oshr.nc.gov Register for job alerts and follow us on Facebook and Twitter. [https://files.nc.gov/ncoshr/documents/HTMLEmailImages/C19-KnowWs-TWFB.jpg] From: Thorsteinson, Kirk V (DOA) > Sent: Sunday, October 11, 2020 1:14 AM To: Darby.Forrester at personnel.alabama.gov; Jared Hanson >; janelle.haynsworth at la.gov; bshoemaker at mt.gov; cnoll at pa.gov; Doug.Pine at vermont.gov; Jamie.Caldwell at ky.gov; John.Wiesman at Wisconsin.gov; Joy.H.Inouye at hawaii.gov; thaddeus.cotnoir at maine.gov; McNary, Cliff, SPO >; Hall, Kristi L >; gustavo.victoriano at ks.gov; kelly.watkins at admin.sc.gov; lyhart at nd.gov; Gillis, Toni (DHR >; maybaughw at michigan.gov; Steiner, Patricia >; Christian.Temes at tn.gov; Sschneider at sao.state.tx.us; Malika.Logan at mspb.ms.gov; svasbinder at dbm.state.md.us; Thomas.Mannock at hr.ri.gov; Mike.Bonds at dfa.arkansas.gov; Judy.Millar at sao.texas.gov; Tonya.A.Harbison at oregon.gov; Terri.Parker at ofm.wa.gov; classandcomp at ofm.wa.gov; Steven.Ainger at iowa.gov; Eliza.C.Campos at hawaii.gov; Sunah.K.Cheng at hawaii.gov; compsurveys at oa.mo.gov; brandy.malatesta at state.co.us; Shane.Saunders at doas.ga.gov; Ernst, William >; Jennifer.Boswell at dms.myflorida.com; kevin.paul at admin.sc.gov; chrissy.carraway at admin.sc.gov; EconomicResearch at CalHR.ca.gov; compensation at das.ohio.gov; wendy.a.elswick at wv.gov; carrie.m.sizemore at wv.gov; Dustin.Miller at oregon.gov; Michael Jenson >; Sheena Buffi >; Dhondt, Jonathan R (SPD >; Guy.Bramonte at csc.nj.gov; Jared.C.Garland at state.ma.us; Joe.Antczak at ofm.wa.gov; Clinkscales, Andrea C >; Rena.Bigby at omes.ok.gov; RJ.Borer at nebraska.gov; Paul.Christianson at state.mn.us; Lorrie.Rudis at das.nh.gov; Travis Butchart >; Marro, Joe >; Cordova, Max I, SPO >; Jen.A.Coney at oregon.gov; scottc.thompson at wisconsin.gov; alex.morgan at dhrm.virginia.gov; adam.reinemann at cs.ny.gov; Danelle.Harsin at ks.gov; Zeller, Ellen >; Courtney.LeCompte at oregon.gov; Lisa.Fendrich at illinois.gov; Siobhan.Johnson at Illinois.gov; Melanie.morgan at state.nm.us; Susan Hoyt >; Meghan Connor > Cc: Thorsteinson, Kirk V (DOA) >; Day, Pamela C (DOA) > Subject: [External] Attorney NCASG Information Request CAUTION: External email. Do not click links or open attachments unless you verify. Send all suspicious email as an attachment to report.spam at nc.gov Hi! The State of Alaska is initiating a project to review our Attorney job classes. I appreciate your time and consideration of these questions. Please respond directly back to me no later than 10/23/20. Questions: 1. How many attorney job classes does your state employ and what primarily distinguishes them? Do all require admission to your state?s Bar? 2. Are any of your attorneys covered under collective bargaining agreement? If so, for which classes? 3. Do your state?s job classes distinguish between attorneys practicing in different roles (prosecutor, defender), type of law practiced (agency advice, administrative law, litigation, appeals, legislation or regulations drafting and review, criminal), or department employed (Governor?s Office, Administrative agencies, Law), etc.? If so, what are they? 4. What salary does each job class make at Year 1, 5, 10, 15, and 20? 5. Do you have any ongoing recruiting or retention challenges? If so, what are they and have you identified any successful mitigation? 6. Does your state have a law school? Do their graduates apply for your job postings, and if so, at which level(s) in your series do they tend to apply? 7. If not mentioned already, does your state have any means or methods to compensate attorneys at a higher starting salary? If so, what factors do you consider (for example: years of previous experience)? 8. If not mentioned already, other than starting salary, does your state offer any additional hiring incentives, such as signing bonuses, reimbursement of Bar dues, or reimbursement for continuous education? Definitions and Salary Data Alaska?s Attorney classes include positions that advise on, administer, supervise, or perform the professional practice of law. Initial preparation for employment is typically through advanced education in law with subsequent career progression based on progressively responsible experience. Admittance to practice law is normally required. Alaska?s Attorneys are not included in a bargaining unit and are distinguished in six distinct job classes, regardless of role (prosecutor, defender), type of law practiced (agency advice, administrative law, litigation, appeals, legislation or regulations drafting and review, criminal), or department employed (Governor?s Office, Administrative agencies, Law). Information regarding Alaska?s ?Attorneys are listed below with a link to their job class specification for more detailed information describing each level. A Salary Schedule is also attached for your reference if needed. ? ?State of Alaska Attorney Job Classes All wages are based on a 37.5-hour work week/1950 annually/paid on a bi-weekly pay schedule. Job Class/Level Minimum Qualification Wage Grade Salary Information Year 1 Year 5 Year 10 Year 15 Year 20 Attorney I: Entry level. Graduate from Law School. 18 $30.84/hour $55,512.00/annually $35.21/hour $63,378.00 $38.96/hour $70,128.00/annually $41.53/hour $74,754.00/annually $45.71/hour $82,278.00/annually Attorney II: Initial level. Bar admission. 20 $35.21/hour $63,378.00/annually $40.25/hour $72,450.00/annually $44.49/hour $80,082.00/annually $47.43/hour $85,374.00/annually $52.22/hour $93,996.00/annually Attorney III: First experienced level. Bar admission plus two years? experience. 22 $40.25/hour $72,450.00/annually $46.02/hour $82,836.00/annually $50.82/hour $91,476.00/annually $54.18/hour $97,524.00/annually $59.63/hour $107,334.00/annually Attorney IV: Full working level. Bar admission plus four years? experience. 24 $46.02/hour $82,836.00/annually $52.81/hour $95,058.00/annually $58.20/hour $104,760.00/annually $62.04/hour $111,672.00/annually $68.28/hour $122,904.00/annually Attorney V: Expert/Supervisory level. Bar admission plus five years? experience. 25 $49.26/hour $88,668.00/annually $56.57/hour $101,826.00/annually $62.55/hour $112,590.00/annually $66.68/hour $120,024.00/annually $73.40/hour $132,120.00/annually Attorney VI: Manager level. Bar admission plus six years? experience. 26 $51.11/hour $91,998.00/annually $58.68/hour $105,624.00/annually $64.79/hour $116,622.00/annually $69.07/hour $124,326.00/annually $76.03/hour $136,854.00/annually See links below for more information. Attorney I: https://www.governmentjobs.com/careers/alaska/classspecs/889551?keywords=attorney%20I&pagetype=classSpecifications Attorney II: https://www.governmentjobs.com/careers/alaska/classspecs/889552?keywords=attorney%20I&pagetype=classSpecifications Attorney III: https://www.governmentjobs.com/careers/alaska/classspecs/889552?keywords=attorney%20I&pagetype=classSpecifications Attorney IV: https://www.governmentjobs.com/careers/alaska/classspecs/889552?keywords=attorney%20I&pagetype=classSpecifications Attorney V: https://www.governmentjobs.com/careers/alaska/classspecs/889556?keywords=attorney%20V&pagetype=classSpecifications Attorney VI: https://www.governmentjobs.com/careers/alaska/classspecs/889552?keywords=attorney%20I&pagetype=classSpecifications Class Outline A list of other job classes in the same job family and occupational group as the Attorneys can be accessed at the following link: http://doa.alaska.gov/dop/classification/classOutline/ Please feel free to elaborate and don?t hesitate to contact me with any questions or clarifications. I look forward to hearing from you! Thank you and take care! Kirk Thorsteinson Human Resource Consultant II State of Alaska/Department of Administration/Division of Personnel and Labor Relations/Classification Studies Team Phone: 907-465-3659; Fax: 907-465-3415; Email: kirk.thorsteinson at alaska.gov http://doa.alaska.gov/dop/classification HR...Solutions for Success! Confidential Notice: This e-mail message including any attachments is for the sole use of the intended recipient(s) and may contain confidential and /or privileged information. Any unauthorized review, use, disclosure or distribution is prohibited. If you are not the intended recipient, please contact me by reply e-mail and destroy all copies of the original message ________________________________ Email correspondence to and from this address may be subject to the North Carolina Public Records Law and may be disclosed to third parties by an authorized state official. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Rules-Review-Commission-Counsel.pdf Type: application/pdf Size: 118381 bytes Desc: Rules-Review-Commission-Counsel.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Deputy-Commissioner-Industrial-Comm.pdf Type: application/pdf Size: 204774 bytes Desc: Deputy-Commissioner-Industrial-Comm.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Assistant-Agency-General-Counsel-II.pdf Type: application/pdf Size: 53841 bytes Desc: Assistant-Agency-General-Counsel-II.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Assistant-Agency-General-Counsel-I.pdf Type: application/pdf Size: 54068 bytes Desc: Assistant-Agency-General-Counsel-I.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Agency-General-Counsel-II.pdf Type: application/pdf Size: 66976 bytes Desc: Agency-General-Counsel-II.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Agency-General-Counsel-I.pdf Type: application/pdf Size: 53923 bytes Desc: Agency-General-Counsel-I.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-V.pdf Type: application/pdf Size: 140070 bytes Desc: Attorney-V.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-Manager-II.pdf Type: application/pdf Size: 137654 bytes Desc: Attorney-Manager-II.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-Manager-I.pdf Type: application/pdf Size: 222949 bytes Desc: Attorney-Manager-I.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-III.pdf Type: application/pdf Size: 220517 bytes Desc: Attorney-III.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-IV.pdf Type: application/pdf Size: 137400 bytes Desc: Attorney-IV.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-I.pdf Type: application/pdf Size: 220404 bytes Desc: Attorney-I.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Attorney-II.pdf Type: application/pdf Size: 219631 bytes Desc: Attorney-II.pdf URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Alaska Attorneys.docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 17972 bytes Desc: Alaska Attorneys.docx URL: From Darby.Forrester at personnel.alabama.gov Fri Oct 16 14:38:02 2020 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Fri, 16 Oct 2020 20:38:02 +0000 Subject: [NCASG] Survey on Health Facilities Compliance Surveyor In-Reply-To: References: Message-ID: Alabama does have a match 1. Licensure and Certification Surveyor $47,805.60 - $72,595.20 specification and job announcement are attached 2. Yes 3. 3. 40 hours per week 4. 4. Yes, positions are located throughout the state and are assigned to an area, however, in order to keep the surveyors from getting too familiar with staff at a facility, Public Health does periodically move surveyors into different territories and onto different teams. 5. 5. Work as a team, could have an RN, Nutritionist, Medical Technicians, Social Workers assigned to a team, depending on the type and size of the facility could have multiple team members in each of the areas 6. No 7. FYI there is no question 7 8. In the past, teams worked 5- 8 hour days but went to 4-10 hour which has helped and in the past the surveyors were assigned to the central office and were sent out each week all over the state. Having surveyors stationed around the state and in certain territories has cut down on overnight travel which has helped 9. We have none and would be interested to know what other states are doing 10. We really haven?t been successful in recruiting in one certain area 11. You do not have to have a RN degree, you can come in as a nutritionist, social worker etc (check attached announcement for all 2, 568 ways you can meet the requirements for this job) and at least 2 years? experience in your specialty area. Incumbents have on -the job training and it?s at least a year before they are sent out unsupervised. The majority of time, a team is sent out to a facility and A L and C Coordinator, which is a working team leader, is assigned to every team so there is supervision on site. Hope this helps Darby From: Malatesta - DPA, Brandy Sent: Wednesday, October 14, 2020 4:26 PM To: dhr_ncasg_survey_list at admws.idaho.gov; Terry Pickett - DPA Subject: [NCASG] Survey on Health Facilities Compliance Surveyor Good afternoon! I apologize for the length but we are gathering some information on a difficult to retain position, Health Facilities Compliance Surveyor. The current classification for these duties is Health Professional. The Surveyors conduct resident-centered, outcome-oriented inspections of health care facilities or providers to ensure compliance with applicable federal and state statutes and regulations as well as professional standards of various health care disciplines. Current guidelines state a registered nurse must complete the survey. 1. Do you have a similar position? If so, please list. If you have a similar position but it does not have to be an RN please include that as well. 2. Does the position travel? 3. If so, how much per week do they travel? 4. Does the position have a designated territory within the state? 5. Does the position work with other positions using a rotation schedule or something similar? 6. Do you provide some sort of stipend or premium pay for the position? 8. What best practices can you share that you use to retain individuals in this position? 9. What best practices can you share that you use to recruit individuals for this position? 10. Where have you had the most success recruiting from? 11. Our RN's come into the position with a degree and two years of professional health care experience, then they have other requirements to learn the regulations. This usually requires 6-9 months before they can conduct a survey independently. How do your incumbents prepare for the position? 12. If possible, please provide your class description, minimum qualifications, and pay information for this series please? If we could have any responses by October 30 it would be great. We really appreciate your time and any information you can provide. Thanks so much! Brandy B. Malatesta, MPA, CCP, SHRM-CP Senior Manager, Compensation [Image removed by sender.] P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | www.colorado.gov/dhr DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: ~WRD0000.jpg Type: image/jpeg Size: 823 bytes Desc: ~WRD0000.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 40726.doc Type: application/msword Size: 28160 bytes Desc: 40726.doc URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: L and C Surveyor.pdf Type: application/pdf Size: 556409 bytes Desc: L and C Surveyor.pdf URL: From meghan.connor2 at wyo.gov Fri Oct 23 11:12:00 2020 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Fri, 23 Oct 2020 11:12:00 -0600 Subject: [NCASG] Survey on Health Facilities Compliance Surveyor In-Reply-To: References: Message-ID: Brandy, Please see Wyoming's response below: 1. Do you have a similar position? If so, please list. If you have a similar position but it does not have to be an RN please include that as well. Yes, Wyoming's title is "Health Facility Surveyor" and the job does not require an RN but either a bachelors in healthcare with 0-3 years experience or 4-6 years of healthcare experience. 2. Does the position travel? Yes. 3. If so, how much per week do they travel? Varies based on need. 4. Does the position have a designated territory within the state? Unknown, all of these positions are based out of the Capitol 5. Does the position work with other positions using a rotation schedule or something similar? 6. Do you provide some sort of stipend or premium pay for the position? No. 8. What best practices can you share that you use to retain individuals in this position? Most of this information would be with our DOH. Most individuals in this class code have longevity with the state; on average 7 years. 9. What best practices can you share that you use to recruit individuals for this position? Individual recruitment lies with the DOH, but with no premiums offered and longevity in the position there are no indicators that recruitment/retention is difficult. 10. Where have you had the most success recruiting from? All state jobs are advertised, listed, and must be applied through the State of Wyoming jobs site powered by NeoGov. Any additional position advertising efforts would be agency specific. 11. Our RN's come into the position with a degree and two years of professional health care experience, then they have other requirements to learn the regulations. This usually requires 6-9 months before they can conduct a survey independently. How do your incumbents prepare for the position? Our minimum qualifications are: *Education:* Bachelor's Degree (typically in Healthcare) *Experience:* 0-3 years of progressive work experience (typically in Healthcare) with acquired knowledge at the level of a Health Program Specialist *OR* *Education & Experience Substitution:* 4-6 years of progressive work experience (typically in Healthcare) with acquired knowledge at the level of a Health Program Specialist *Certificates, Licenses, Registrations:*None 12. If possible, please provide your class description, minimum qualifications, and pay information for this series please? https://www.governmentjobs.com/careers/wyoming/classspecs/912693?keywords=hshp09&pagetype=classSpecifications If you would like me to contact our Department of Health for clarification or further information, please let me know. Thanks, Meghan On Wed, Oct 14, 2020 at 3:28 PM Malatesta - DPA, Brandy < brandy.malatesta at state.co.us> wrote: > Good afternoon! > > I apologize for the length but we are gathering some information on a > difficult to retain position, Health Facilities Compliance Surveyor. The > current classification for these duties is Health Professional > . > > The Surveyors conduct resident-centered, outcome-oriented inspections of > health care facilities or providers to ensure compliance with applicable > federal and state statutes and regulations as well as professional > standards of various health care disciplines. Current guidelines state a > registered nurse must complete the survey. > > 1. Do you have a similar position? If so, please list. If you have > a similar position but it does not have to be an RN please include that as > well. > > 2. Does the position travel? > > 3. If so, how much per week do they travel? > > 4. Does the position have a designated territory within the state? > > 5. Does the position work with other positions using a rotation > schedule or something similar? > > 6. Do you provide some sort of stipend or premium pay for the > position? > > 8. What best practices can you share that you use to retain > individuals in this position? > > 9. What best practices can you share that you use to recruit > individuals for this position? > > 10. Where have you had the most success recruiting from? > > 11. Our RN's come into the position with a degree and two years of > professional health care experience, then they have other requirements to > learn the regulations. This usually requires 6-9 months before they can > conduct a survey independently. How do your incumbents prepare for > the position? > > 12. If possible, please provide your class description, minimum > qualifications, and pay information for this series please? > > If we could have any responses by *October 30* it would be great. We > really appreciate your time and any information you can provide. Thanks so > much! > > *Brandy B. Malatesta, MPA, CCP, SHRM-CP* > > *Senior Manager, Compensation* > P 303.866.5383 | C 303.919.0507 > 1525 Sherman Street, Denver, CO 80203 > brandy.malatesta at state.co.us | www.colorado.gov/dhr > *DPA core values: Service | Teamwork | Integrity | Responsiveness | > Transparency* > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From meghan.connor2 at wyo.gov Thu Oct 29 15:53:41 2020 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Thu, 29 Oct 2020 15:53:41 -0600 Subject: [NCASG] Tool Allowance NCASG Request Message-ID: Good afternoon NCASG, Wyoming is currently in the middle of a trades study and one common theme has been our tool allowance policy. If you have a few moments, the following questions would greatly help us move forward: 1. What state are you with and do you have a tool allowance policy for mechanics or other skilled trades positions? 2. Do you supply mechanic tools or require them to supply their own? 3. If you do have an allowance, how much per year is this allowance? Do you spread the amount out month to month or do a once a year payment? 4. Who assesses what a fair tool allowance is and how often is this revisited? Thank you! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From tina.bufford at doas.ga.gov Fri Oct 30 05:14:05 2020 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Fri, 30 Oct 2020 11:14:05 +0000 Subject: [NCASG] Tool Allowance NCASG Request In-Reply-To: References: Message-ID: Regards, Tina From: Meghan Connor Sent: Thursday, October 29, 2020 5:54 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Tool Allowance NCASG Request CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. Good afternoon NCASG, Wyoming is currently in the middle of a trades study and one common theme has been our tool allowance policy. If you have a few moments, the following questions would greatly help us move forward: 1. What state are you with and do you have a tool allowance policy for mechanics or other skilled trades positions? Georgia, and no we do not have a tool allowance 2. Do you supply mechanic tools or require them to supply their own? The state supplies the tools which are inventoried daily and replaced as needed. 3. If you do have an allowance, how much per year is this allowance? Do you spread the amount out month to month or do a once a year payment? N/A 4. Who assesses what a fair tool allowance is and how often is this revisited? N/A Thank you! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Adam.Reinemann at cs.ny.gov Fri Oct 30 06:57:42 2020 From: Adam.Reinemann at cs.ny.gov (Reinemann, Adam J (CS)) Date: Fri, 30 Oct 2020 12:57:42 +0000 Subject: [NCASG] Tool Allowance NCASG Request In-Reply-To: References: Message-ID: Hi Meghan ? please see the below. Thanks. Adam Reinemann Human Resources Specialist 2 (Classification & Compensation) Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0789 l Adam.Reinemann at cs.ny.gov www.cs.ny.gov From: Meghan Connor Sent: Thursday, October 29, 2020 5:54 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Tool Allowance NCASG Request ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. Good afternoon NCASG, Wyoming is currently in the middle of a trades study and one common theme has been our tool allowance policy. If you have a few moments, the following questions would greatly help us move forward: 1. What state are you with and do you have a tool allowance policy for mechanics or other skilled trades positions? New York, yes, for certain job classes at certain agencies. 1. Do you supply mechanic tools or require them to supply their own? Tools are supplied for most positions. However, an annual tool allowance is offered for employees required by New York to provide a personal tool inventory for use in the performance of their jobs. Eligible job classes include Service & Repair Mechanic (Motor Equipment), Service & Repair Assistant (Motor Equipment), Service & Repair Mechanic (Auto Body), Maintenance Supervisor 1 (Motor Equipment), Aircraft Mechanic, and employees in Trades Generalist or Park Worker titles who perform motor equipment repair duties. 1. If you do have an allowance, how much per year is this allowance? Do you spread the amount out month to month or do a once a year payment? Currently $175, payment made annually. Employees are reimbursed for prior fiscal year purchases. 4. Who assesses what a fair tool allowance is and how often is this revisited? Negotiated. Reviewed when contracts are up renewal/negotiation (four to seven years, roughly). Here are some other links for your information. NY Payroll Bulletin for processing 2020 tool allowance payments. This bulletin also has the technical eligibility criteria and payment information: https://www.osc.state.ny.us/state-agencies/payroll-bulletins/state-agencies/1840-2020-csea-tool-allowance-payment Classification Standards for several of the job classes referenced above: Service & Repair Assistant (Motor Equipment): https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=7121100F Service & Repair Mechanic (Motor Equipment): https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=7347130F Service & Repair Mechanic (Auto Body): https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=7347100F Maintenance Supervisor 1 (Motor Equipment): https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=7101300T Aircraft Mechanic: https://www.cs.ny.gov/tsplan/tsp_display2.cfm?speccode=7330200T Thank you! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Mike.Bonds at dfa.arkansas.gov Fri Oct 30 07:04:08 2020 From: Mike.Bonds at dfa.arkansas.gov (Mike Bonds) Date: Fri, 30 Oct 2020 13:04:08 +0000 Subject: [NCASG] Tool Allowance NCASG Request In-Reply-To: References: Message-ID: Arkansas does not have a tool allowance. Tools are supplied by the employing department. Mike [A close up of a logo Description automatically generated] MICHAEL BONDS, J.D. ASSISTANT ADMINISTRATOR Transformation and Shared Services, Office of Personnel Management o. 501.682.5145 mike.bonds at dfa.arkansas.gov EPIC Service From: Meghan Connor Sent: Thursday, October 29, 2020 4:54 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Tool Allowance NCASG Request This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Good afternoon NCASG, Wyoming is currently in the middle of a trades study and one common theme has been our tool allowance policy. If you have a few moments, the following questions would greatly help us move forward: 1. What state are you with and do you have a tool allowance policy for mechanics or other skilled trades positions? 2. Do you supply mechanic tools or require them to supply their own? 3. If you do have an allowance, how much per year is this allowance? Do you spread the amount out month to month or do a once a year payment? 4. Who assesses what a fair tool allowance is and how often is this revisited? Thank you! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 3580 bytes Desc: image001.jpg URL: From Mike.Bonds at dfa.arkansas.gov Fri Oct 30 07:30:16 2020 From: Mike.Bonds at dfa.arkansas.gov (Mike Bonds) Date: Fri, 30 Oct 2020 13:30:16 +0000 Subject: [NCASG] FY wage increases - quick and easy (I hope) In-Reply-To: References: Message-ID: John, On average, Arkansas employees got a 1.75% increase in July. I'd anticipate about 2% in 2021, but it really depends on the state's financial position at that time. Sorry for the tardy response. MIke From: Wiesman, John M - DOA Sent: Tuesday, October 13, 2020 11:08 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] FY wage increases - quick and easy (I hope) This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Hello all. I will gladly share a compilation of responses. Question 1: What general wage increase(s) will the majority of your state employees receive in the current fiscal year? Question 2: What general wage increase(s) did the majority of your state employees receive in the previous fiscal year? This is just to get at the dominant theme for pay increases. If you provide variable merit increases, for example, what is/was the budgeted average increase? If you have labor unions, what is/was the most typical widespread increase amount? Thank you!! [cid:image001.png at 01D6AE96.E4033070] JOHN WIESMAN | Compensation Specialist Department of Administration Division of Personnel Management john.wiesman at wisconsin.gov Main: (608) 266-9820 | Direct: (608) 266-1418 During COVID emergency please use email, SKYPE, or TEAMS -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 11995 bytes Desc: image001.png URL: From Darby.Forrester at personnel.alabama.gov Fri Oct 30 07:53:13 2020 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Fri, 30 Oct 2020 13:53:13 +0000 Subject: [NCASG] Tool Allowance NCASG Request In-Reply-To: References: Message-ID: Alabama does not have a tool allowance ? all tools are supplied by the State Darby From: Meghan Connor Sent: Thursday, October 29, 2020 4:54 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Tool Allowance NCASG Request Good afternoon NCASG, Wyoming is currently in the middle of a trades study and one common theme has been our tool allowance policy. If you have a few moments, the following questions would greatly help us move forward: 1. What state are you with and do you have a tool allowance policy for mechanics or other skilled trades positions? 2. Do you supply mechanic tools or require them to supply their own? 3. If you do have an allowance, how much per year is this allowance? Do you spread the amount out month to month or do a once a year payment? 4. Who assesses what a fair tool allowance is and how often is this revisited? Thank you! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Christian.Temes at tn.gov Fri Oct 30 13:41:43 2020 From: Christian.Temes at tn.gov (Christian Temes) Date: Fri, 30 Oct 2020 19:41:43 +0000 Subject: [NCASG] Turnover Benchmarking Survey In-Reply-To: References: Message-ID: Good Afternoon Everyone, I hope everyone is doing well and ready for Halloween. We are getting close to reaching our response goal for the Turnover survey. I have gotten survey responses from Oklahoma, Hawaii, Georgia, Colorado, Idaho, Washington, Wyoming and Missouri. I have heard from Delaware, Kentucky, Louisiana, Alabama, Mississippi, Wisconsin and Illinois. If I could get a few more states to share their data, we would be all set and I will leave you alone until next fall. If you have any questions or you have concerns about how we are trying to capture the data, reach out and let us know, https://stateoftennessee.formstack.com/forms/state_gov_hcm_benchmarking [cid:image001.png at 01D6AEC9.4F139030] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr From: Christian Temes Sent: Monday, October 12, 2020 11:16 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: Turnover Benchmarking Survey Good Morning Everyone, And good afternoon to our EST friends. Just wanted to let you know that if anyone wanted to still submit turnover to the survey below, we are still happy to receive data after the deadline. Hope you all had a great weekend, thank you again for your help, [cid:image001.png at 01D6AEC9.4F139030] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr From: Christian Temes Sent: Tuesday, September 22, 2020 2:18 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: RE: Turnover Benchmarking Survey Good Afternoon Everyone, I hope you are all having a great day. I've had a few responses to this survey, I appreciate you for helping us out with this project. I know this is not a small survey. If you have any questions or will need more time to complete the survey, please feel free to reach out to us. I am including my director, Tony DelPriore in this email. I will be out of the office for several days, but he prepared to assist you with any questions you might have while I am gone. Thank you again for your time with this, [cid:image001.png at 01D6AEC9.4F139030] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr From: Christian Temes Sent: Thursday, September 10, 2020 3:01 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: Turnover Benchmarking Survey Good Afternoon Everyone, I hope everyone is doing well. Here in Tennessee, we've been building a dashboard to house and share our HR Human Capital Management (HCM) data. Within this system, we are trying to establish data-driven benchmarks for our turnover rates. We are hoping to collect data from other states so that we can create benchmarks for statewide turnover, turnover amongst generational groups, turnover amongst ethnic groups, and turnover within individual departments. To this end, I have created a survey that will hopefully serve as a simple method to collect and compile this information. You can click this link to be taken to the survey, I am also going to share the full URL below. Once inside the survey form, you will be asked to provide the average headcounts and total terminations for the Executive Branch in 2019 for FT and PT employees. You will also be asked to provide the same information for each of the individual generational groups and ethnic groups. The biggest section of this survey is departmental headcounts and turnover counts. I have listed each of Tennessee's Executive Branch agencies along with a description. You will be able to identify your state's equivalent department (if there is one) and the average headcount and termination numbers for that agency. In the case that Tennessee does not have a match for one of your agencies, there are opportunities to have those agencies included as well. Finally, there are a few quick follow up questions to help us with a couple other benchmarks. If at any point you need to close the survey and continue later, there is a link at the bottom of the form to save your answers. It will provide a new link for you to use. If you do not utilize this link, your answers will be lost. I would be happy to share this information with everyone when it is all collected. If this works as well as I hope, I plan on sending this out at least annually. If you could, I would love to have your submissions by Friday, October 9th. https://stateoftennessee.formstack.com/forms/state_gov_hcm_benchmarking Again, thank you for all of your help. Let me know if you have any questions, [cid:image001.png at 01D6AEC9.4F139030] Kodi Temes - HR Program Manager Organizational Performance and Data Management Tennessee Tower, 16th Floor 312 Rosa L Parks Ave., Nashville, TN 37243 (615) 532-5023 christian.temes at tn.gov tn.gov/hr -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7380 bytes Desc: image001.png URL: From Rong.He at oa.mo.gov Fri Oct 30 14:30:54 2020 From: Rong.He at oa.mo.gov (He, Rong) Date: Fri, 30 Oct 2020 20:30:54 +0000 Subject: [NCASG] Missouri Survey- Clinical Social Work Job Series Message-ID: <4e5703d16f06413da919ea985134871e@oa.mo.gov> Dear NCASG partners, Missouri is conducting a salary survey on our Clinical Social Worker Job series. We are interested in determining if your State has comparable data match the job descriptions I am sending you. We are only interested in Senior Clinical Caseworker, Licensed Clinical Social Worker, and Clinical Social Work Supervisor/Specialist job classes. I am attaching the job Spec for them and highlighted the titles we are interested. Attached, please find the Excel datasheet to complete and return to me at your earliest convenience. If you have any matches, please attach or link to your job descriptions as well. We would appreciate your information by Monday, November 9. Rong He Research Analyst IV OA/Division of Personnel Truman Building, Room 430 Jefferson City, MO 65102 Phone: (573)751-1648 Rong.He at oa.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 05 Clinical Social Work (SW)_SPEC.docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 54129 bytes Desc: 05 Clinical Social Work (SW)_SPEC.docx URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Missouri Licensed Clinical Social Work Job Series.xlsx Type: application/vnd.openxmlformats-officedocument.spreadsheetml.sheet Size: 10177 bytes Desc: Missouri Licensed Clinical Social Work Job Series.xlsx URL: From Janelle.Haynsworth at LA.GOV Fri Oct 30 14:34:18 2020 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Fri, 30 Oct 2020 20:34:18 +0000 Subject: [NCASG] Tool Allowance NCASG Request In-Reply-To: References: Message-ID: <27e0b72b876d4411abc2a3bd84ddd34e@LA.GOV> Hi Meghan, In Louisiana, this would vary by agency. However, we would have record of any pay policy that would give a tool allowance and to my knowledge no agency has established this pay policy to date. If agencies purchase the tools, they would treat that as an expense not as a benefit to the employee. Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Meghan Connor Sent: Thursday, October 29, 2020 4:54 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Tool Allowance NCASG Request EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good afternoon NCASG, Wyoming is currently in the middle of a trades study and one common theme has been our tool allowance policy. If you have a few moments, the following questions would greatly help us move forward: 1. What state are you with and do you have a tool allowance policy for mechanics or other skilled trades positions? 2. Do you supply mechanic tools or require them to supply their own? 3. If you do have an allowance, how much per year is this allowance? Do you spread the amount out month to month or do a once a year payment? 4. Who assesses what a fair tool allowance is and how often is this revisited? Thank you! Meghan - Wyoming -- Meghan Connor Compensation Coordinator Department of Administration and Information 2001 Capitol Ave. Rm 124 Cheyenne, WY 82002 E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From patrick.morrissey at alaska.gov Fri Oct 30 15:15:15 2020 From: patrick.morrissey at alaska.gov (Morrissey, Patrick T (DOA)) Date: Fri, 30 Oct 2020 21:15:15 +0000 Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members Message-ID: Good Afternoon Everyone. The State of Alaska is conducting a major review and update of its IT job classes and is exploring various resources and tools to use in assessing the pay grades of these classes. I was hoping to reach out to all of you (or someone you believe would be a more appropriate resource) with a few very quick questions: 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? 2. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): a. Annual Mercer/Gartner Information Technology Survey? b. ERI Salary Assessor? c. Any of the annual Milliman surveys? d. Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? 3. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? I appreciate this is a tight turnaround but, if at all possible, please ask your respondents to reply back to me no later than Wednesday, November 4, 2020. Thank you. I appreciate your time and consideration of these questions and look forward to hearing from you soon. Have a great weekend! Sincerely, Pat Morrissey Class Studies Analyst Department of Administration, Division of Personnel & Labor Relations, Phone: 907-465-4427 http://doa.alaska.gov/dop/classification/ Confidentiality Notice: This e-mail message, including any attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. Any unauthorized review, use, disclosure, or distribution is prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: From Janelle.Haynsworth at LA.GOV Fri Oct 30 15:37:20 2020 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Fri, 30 Oct 2020 21:37:20 +0000 Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members In-Reply-To: References: Message-ID: <01f9e09a07564bd88ddc16fd1fd463b6@LA.GOV> Hi Patrick, We are currently working through a job assessment for IT jobs and hope to wrap it up by the end of the year. We would be very interested in obtaining the results from this survey if you could share! 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? We use a combination of both - internally aligned and externally competitive. Where we have limited external data, we use slotting as needed. 2. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): a. Annual Mercer/Gartner Information Technology Survey? We have purchased this in the past, but participation was complex! b. ERI Salary Assessor? c. Any of the annual Milliman surveys? d. Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? CompAnalyst is our main source; we also use CompData, PayScale, and PayFactors PEER when matches are available. 3. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? Just insights on our existing survey sources - CompAnalyst runs high, Pay Scale runs low. I'm interested in others' responses here too! Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Morrissey, Patrick T (DOA) Sent: Friday, October 30, 2020 4:15 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good Afternoon Everyone. The State of Alaska is conducting a major review and update of its IT job classes and is exploring various resources and tools to use in assessing the pay grades of these classes. I was hoping to reach out to all of you (or someone you believe would be a more appropriate resource) with a few very quick questions: 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? 2. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): a. Annual Mercer/Gartner Information Technology Survey? b. ERI Salary Assessor? c. Any of the annual Milliman surveys? d. Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? 3. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? I appreciate this is a tight turnaround but, if at all possible, please ask your respondents to reply back to me no later than Wednesday, November 4, 2020. Thank you. I appreciate your time and consideration of these questions and look forward to hearing from you soon. Have a great weekend! Sincerely, Pat Morrissey Class Studies Analyst Department of Administration, Division of Personnel & Labor Relations, Phone: 907-465-4427 http://doa.alaska.gov/dop/classification/ Confidentiality Notice: This e-mail message, including any attachments, is for the sole use of the intended recipient(s) and may contain confidential and privileged information. Any unauthorized review, use, disclosure, or distribution is prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From brandy.malatesta at state.co.us Fri Oct 30 15:52:35 2020 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Fri, 30 Oct 2020 15:52:35 -0600 Subject: [NCASG] IT Salary Data: Some Very Quick Questions for NCASG Members In-Reply-To: References: Message-ID: Hey Patrick! The State of Colorado completed a comprehensive IT study that was to take us from 4 classifications for 600 employees to around 100 classifications. Unfortunately due to budget circumstances we will not be able to implement that study as planned effective July 1, 2021. 1. Does your state primarily use market data, internal alignment, or other methods to determine appropriate pay grades for its IT job classes? We use a combination of both internal and external and slot where necessary. 2. Over the past 5 years or so, has your state used any of the following in determining pay grades for IT job classes (and, please let us know how valuable you found it as a resource): a. Annual Mercer/Gartner Information Technology Survey? For the IT study we used the following survey sources: - Mercer Information Technology - WTW General Industry Information Technology - Mercer Benchmark Information Technology - Economic Research Institute - WTW General Industry Supervisory & Middle Management - Employer's Council Information Technology (Wyoming, Utah, Arizona and Colorado) - CompData Benchmark Pro-West b. ERI Salary Assessor? We have this and I do not find a need to access it on a regular basis. It is also expensive to not use it consistently. c. Any of the annual Milliman surveys? No d. Any other surveys and/or compensation software (e.g., Culpepper, Salary.com, PayScale)? No 3. Based on your experiences over the past 5 years or so, are there any other compensation resources you would like to recommend? No *Brandy B. Malatesta, MPA, CCP, SHRM-CP* *Senior Manager, Compensation* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | www.colorado.gov/dhr *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Fri, Oct 30, 2020 at 3:17 PM Morrissey, Patrick T (DOA) < patrick.morrissey at alaska.gov> wrote: > Good Afternoon Everyone. > > > > The State of Alaska is conducting a major review and update of its IT job > classes and is exploring various resources and tools to use in assessing > the pay grades of these classes. I was hoping to reach out to all of you > (or someone you believe would be a more appropriate resource) with a few > very quick questions: > > 1. Does your state primarily use market data, internal alignment, > or other methods to determine appropriate pay grades for its IT job > classes? > > > > 2. Over the past 5 years or so, has your state used any of the > following in determining pay grades for IT job classes (and, please let us > know how valuable you found it as a resource): > > a. Annual Mercer/Gartner Information Technology Survey? > > b. ERI Salary Assessor? > > c. Any of the annual Milliman surveys? > > d. Any other surveys and/or compensation software (e.g., Culpepper, > Salary.com, PayScale)? > > > > 3. Based on your experiences over the past 5 years or so, are there > any other compensation resources you would like to recommend? > > > > I appreciate this is a tight turnaround but, if at all possible, please > ask your respondents to reply back to me no later than Wednesday, November > 4, 2020. > > > > Thank you. I appreciate your time and consideration of these questions and > look forward to hearing from you soon. Have a great weekend! > > > > Sincerely, > > > > *Pat Morrissey* > > Class Studies Analyst > > Department of Administration, > > Division of Personnel & Labor Relations, > > Phone: 907-465-4427 > > http://doa.alaska.gov/dop/classification/ > > > > > *Confidentiality Notice: This e-mail message, including any attachments, > is for the sole use of the intended recipient(s) and may contain > confidential and privileged information. Any unauthorized review, use, > disclosure, or distribution is prohibited. If you are not the intended > recipient, please contact the sender by reply e-mail and destroy all copies > of the original message.* > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: