From Travis.Hedrick at state.sd.us Thu Feb 3 09:37:05 2022 From: Travis.Hedrick at state.sd.us (Hedrick, Travis) Date: Thu, 3 Feb 2022 16:37:05 +0000 Subject: [NCASG] South Dakota - 2022 NCASG Conference - October 9-12th Message-ID: NCASG Members, The South Dakota team is actively working to plan and provide a great conference for you this fall. We are excited to host and even more excited to restart the annual conferences after the pandemic-era pause. As there are many details we are working out, we would value your input in the planning process. Please take a few moments of your time to click the link provided below to complete a short, 8-question survey regarding the upcoming conference. This will help us in our efforts and ensure we meet your needs during your stay with us in South Dakota! If there is anything we missed or you want to add any other comments, please feel free to reach out to me or use the option provided at the end of the survey! https://protect-us.mimecast.com/s/TgoVCW60KqU6oVxZF6rg98?domain=forms.office.com [cid:image001.png at 01D818E8.3F46BF30]Travis J Hedrick |Classification and Compensation Manager South Dakota Bureau of Human Resources 500 East Capitol Ave | Pierre, SD 57501 Travis.Hedrick at state.sd.us | O: 605.773.8079 | C: 605.318.1010 | F: 605.773.6840 Website: https://protect-us.mimecast.com/s/S7wSCXDlX5S4rWGjhVQFxY?domain=bhr.sd.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 24525 bytes Desc: image001.png URL: From Kevin.Paul at admin.sc.gov Thu Feb 3 12:32:55 2022 From: Kevin.Paul at admin.sc.gov (Paul, Kevin) Date: Thu, 3 Feb 2022 19:32:55 +0000 Subject: [NCASG] Law Enforcement Geographic Differentials Message-ID: Dear NCASG, Does your state offer geographic differentials (aka location-based salary) to law enforcement officers (including correctional officers)? If so, please describe how the pay rates for geographic areas are determined. For example, are pay rates tied to the cost of living in the applicable area or are higher pay scales offered for less desirable locations. Any responses you can provide by Wednesday, February 9, 2021 would be appreciated. Thank you Kevin Paul Assistant Director, Division of State Human Resources The South Carolina Department of Administration 8301 Parklane Road, Suite A220, Columbia, SC 29233 O: 803-896-5145 C: 803-722-8232 Lead.Collaborate.Innovate. [Careers email button] ________________________________ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 4188 bytes Desc: image001.jpg URL: From Janelle.Haynsworth at LA.GOV Mon Feb 7 14:43:18 2022 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Mon, 7 Feb 2022 21:43:18 +0000 Subject: [NCASG] Law Enforcement Geographic Differentials In-Reply-To: References: Message-ID: Hi Kevin, We do not have geographic differentials, but we do have other pay options when recruiting and retention are a concern. Two commonly used options include Special Entrance Rates and Premium Pay. Special Entrance Rates are a rate above the minimum rate, but serve as a "new minimum" in that all new hires are paid at the SER. Premium Pay is an hourly amount in addition to the base salary. Please let me know if I may be of further assistance? 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: Paul, Kevin Sent: Thursday, February 3, 2022 1:33 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Keever, Heather Subject: [NCASG] Law Enforcement Geographic Differentials EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Dear NCASG, Does your state offer geographic differentials (aka location-based salary) to law enforcement officers (including correctional officers)? If so, please describe how the pay rates for geographic areas are determined. For example, are pay rates tied to the cost of living in the applicable area or are higher pay scales offered for less desirable locations. Any responses you can provide by Wednesday, February 9, 2021 would be appreciated. Thank you Kevin Paul Assistant Director, Division of State Human Resources The South Carolina Department of Administration 8301 Parklane Road, Suite A220, Columbia, SC 29233 O: 803-896-5145 C: 803-722-8232 Lead.Collaborate.Innovate. [Careers email button] ________________________________ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. ________________________________ 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.jpg Type: image/jpeg Size: 4188 bytes Desc: image001.jpg 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: From mike.bonds at arkansas.gov Mon Feb 7 15:20:30 2022 From: mike.bonds at arkansas.gov (Mike Bonds) Date: Mon, 7 Feb 2022 22:20:30 +0000 Subject: [NCASG] Law Enforcement Geographic Differentials In-Reply-To: References: Message-ID: The State of Arkansas offers geographic differentials of 10% to correctional officers for facilities in counties where attracting and retaining employees is difficult. Mike [A picture containing logo Description automatically generated] Mike Bonds, J.D. Assistant Personnel Administrator Office of Personnel Management Arkansas Department of Transformation & Shared Services 501 Woodlane, Suite 205, Little Rock, AR 72201 (501) 682-5145 mike.bonds at arkansas.gov From: Janelle Haynsworth Sent: Monday, February 7, 2022 3:43 PM To: Paul, Kevin ; dhr_ncasg_survey_list at admws.idaho.gov Cc: Nicole Tucker (Civil Service) ; Keever, Heather ; Rachael Mason Subject: Re: [NCASG] Law Enforcement Geographic Differentials This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Hi Kevin, We do not have geographic differentials, but we do have other pay options when recruiting and retention are a concern. Two commonly used options include Special Entrance Rates and Premium Pay. Special Entrance Rates are a rate above the minimum rate, but serve as a "new minimum" in that all new hires are paid at the SER. Premium Pay is an hourly amount in addition to the base salary. Please let me know if I may be of further assistance? Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image009.png at 01D81C3E.9E526660] [cid:image010.png at 01D81C3E.9E526660] [cid:image011.png at 01D81C3E.9E526660] [cid:image012.png at 01D81C3E.9E526660] [cid:image013.png at 01D81C3E.9E526660] [cid:image014.png at 01D81C3E.9E526660] From: Paul, Kevin > Sent: Thursday, February 3, 2022 1:33 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Keever, Heather > Subject: [NCASG] Law Enforcement Geographic Differentials EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Dear NCASG, Does your state offer geographic differentials (aka location-based salary) to law enforcement officers (including correctional officers)? If so, please describe how the pay rates for geographic areas are determined. For example, are pay rates tied to the cost of living in the applicable area or are higher pay scales offered for less desirable locations. Any responses you can provide by Wednesday, February 9, 2021 would be appreciated. Thank you Kevin Paul Assistant Director, Division of State Human Resources The South Carolina Department of Administration 8301 Parklane Road, Suite A220, Columbia, SC 29233 O: 803-896-5145 C: 803-722-8232 Lead.Collaborate.Innovate. [Careers email button] ________________________________ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. ________________________________ 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: image008.jpg Type: image/jpeg Size: 230432 bytes Desc: image008.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image009.png Type: image/png Size: 2745 bytes Desc: image009.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image010.png Type: image/png Size: 1947 bytes Desc: image010.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image011.png Type: image/png Size: 2129 bytes Desc: image011.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image012.png Type: image/png Size: 1897 bytes Desc: image012.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image013.png Type: image/png Size: 2037 bytes Desc: image013.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image014.png Type: image/png Size: 2076 bytes Desc: image014.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image015.jpg Type: image/jpeg Size: 4188 bytes Desc: image015.jpg URL: From Compensation at das.ohio.gov Mon Feb 7 20:05:10 2022 From: Compensation at das.ohio.gov (Compensation at das.ohio.gov) Date: Tue, 8 Feb 2022 03:05:10 +0000 Subject: [NCASG] Law Enforcement Geographic Differentials In-Reply-To: References: Message-ID: The State of Ohio does not offer geographic differential pay to Law Enforcement. However, we do offer geographic supplemental pay to many of our nursing classifications. Thank you, Renee' Norris Classification and Compensation group compensation at das.ohio.gov ________________________________ From: Mike Bonds Sent: Monday, February 7, 2022 5:20 PM To: Janelle Haynsworth ; Paul, Kevin ; dhr_ncasg_survey_list at admws.idaho.gov Cc: Nicole Tucker (Civil Service) ; Rachael Mason ; Keever, Heather Subject: Re: [NCASG] Law Enforcement Geographic Differentials The State of Arkansas offers geographic differentials of 10% to correctional officers for facilities in counties where attracting and retaining employees is difficult. Mike [A picture containing logo Description automatically generated] Mike Bonds, J.D. Assistant Personnel Administrator Office of Personnel Management Arkansas Department of Transformation & Shared Services 501 Woodlane, Suite 205, Little Rock, AR 72201 (501) 682-5145 mike.bonds at arkansas.gov From: Janelle Haynsworth Sent: Monday, February 7, 2022 3:43 PM To: Paul, Kevin ; dhr_ncasg_survey_list at admws.idaho.gov Cc: Nicole Tucker (Civil Service) ; Keever, Heather ; Rachael Mason Subject: Re: [NCASG] Law Enforcement Geographic Differentials This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Hi Kevin, We do not have geographic differentials, but we do have other pay options when recruiting and retention are a concern. Two commonly used options include Special Entrance Rates and Premium Pay. Special Entrance Rates are a rate above the minimum rate, but serve as a ?new minimum? in that all new hires are paid at the SER. Premium Pay is an hourly amount in addition to the base salary. Please let me know if I may be of further assistance? Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image009.png at 01D81C3E.9E526660] [cid:image010.png at 01D81C3E.9E526660] [cid:image011.png at 01D81C3E.9E526660] [cid:image012.png at 01D81C3E.9E526660] [cid:image013.png at 01D81C3E.9E526660] [cid:image014.png at 01D81C3E.9E526660] From: Paul, Kevin > Sent: Thursday, February 3, 2022 1:33 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Keever, Heather > Subject: [NCASG] Law Enforcement Geographic Differentials EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Dear NCASG, Does your state offer geographic differentials (aka location-based salary) to law enforcement officers (including correctional officers)? If so, please describe how the pay rates for geographic areas are determined. For example, are pay rates tied to the cost of living in the applicable area or are higher pay scales offered for less desirable locations. Any responses you can provide by Wednesday, February 9, 2021 would be appreciated. Thank you Kevin Paul Assistant Director, Division of State Human Resources The South Carolina Department of Administration 8301 Parklane Road, Suite A220, Columbia, SC 29233 O: 803-896-5145 C: 803-722-8232 Lead.Collaborate.Innovate. [Careers email button] ________________________________ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. ________________________________ 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. CAUTION: This is an external email and may not be safe. If the email looks suspicious, please do not click links or open attachments and forward the email to csc at ohio.gov or click the Phish Alert Button if available. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.jpg Type: image/jpeg Size: 230432 bytes Desc: image008.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image009.png Type: image/png Size: 2745 bytes Desc: image009.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image010.png Type: image/png Size: 1947 bytes Desc: image010.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image011.png Type: image/png Size: 2129 bytes Desc: image011.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image012.png Type: image/png Size: 1897 bytes Desc: image012.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image013.png Type: image/png Size: 2037 bytes Desc: image013.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image014.png Type: image/png Size: 2076 bytes Desc: image014.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image015.jpg Type: image/jpeg Size: 4188 bytes Desc: image015.jpg URL: From tina.bufford at doas.ga.gov Tue Feb 8 07:12:05 2022 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Tue, 8 Feb 2022 14:12:05 +0000 Subject: [NCASG] Law Enforcement Geographic Differentials In-Reply-To: References: Message-ID: Hi all, Georgia does not have geographic differentials. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! From: Janelle Haynsworth Sent: Monday, February 7, 2022 4:43 PM To: Paul, Kevin ; dhr_ncasg_survey_list at admws.idaho.gov Cc: Nicole Tucker (Civil Service) ; Keever, Heather ; Rachael Mason Subject: Re: [NCASG] Law Enforcement Geographic Differentials 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. Hi Kevin, We do not have geographic differentials, but we do have other pay options when recruiting and retention are a concern. Two commonly used options include Special Entrance Rates and Premium Pay. Special Entrance Rates are a rate above the minimum rate, but serve as a "new minimum" in that all new hires are paid at the SER. Premium Pay is an hourly amount in addition to the base salary. Please let me know if I may be of further assistance? Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image002.png at 01D81CC0.D46D2190] [cid:image003.png at 01D81CC0.D46D2190] [cid:image004.png at 01D81CC0.D46D2190] [cid:image005.png at 01D81CC0.D46D2190] [cid:image006.png at 01D81CC0.D46D2190] [cid:image007.png at 01D81CC0.D46D2190] From: Paul, Kevin > Sent: Thursday, February 3, 2022 1:33 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Keever, Heather > Subject: [NCASG] Law Enforcement Geographic Differentials EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Dear NCASG, Does your state offer geographic differentials (aka location-based salary) to law enforcement officers (including correctional officers)? If so, please describe how the pay rates for geographic areas are determined. For example, are pay rates tied to the cost of living in the applicable area or are higher pay scales offered for less desirable locations. Any responses you can provide by Wednesday, February 9, 2021 would be appreciated. Thank you Kevin Paul Assistant Director, Division of State Human Resources The South Carolina Department of Administration 8301 Parklane Road, Suite A220, Columbia, SC 29233 O: 803-896-5145 C: 803-722-8232 Lead.Collaborate.Innovate. [Careers email button] ________________________________ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. ________________________________ 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.jpg Type: image/jpeg Size: 4188 bytes Desc: image008.jpg URL: From natalie.brannon at dhrm.virginia.gov Tue Feb 8 09:21:58 2022 From: natalie.brannon at dhrm.virginia.gov (Natalie Brannon) Date: Tue, 8 Feb 2022 11:21:58 -0500 Subject: [NCASG] Law Enforcement Geographic Differentials In-Reply-To: References: Message-ID: <26cae58fa875723e683958c8dfe240c6@mail.gmail.com> Hi Kevin, We do not have geographic differentials. However, we have an expanded pay range for positions in Northern Virginia. Thanks, Natalie Natalie Brannon, SHRM-SCP, SPHR Director, Compensation and Workforce Analytics Human Resources Consulting Services Department of Human Resource Management Office: 804.225.2731; Cell: 804.837.7134 Fax: 804.371.7401 natalie.brannon at dhrm.virginia.gov *From:* Janelle Haynsworth *Sent:* Monday, February 7, 2022 4:43 PM *To:* Paul, Kevin ; dhr_ncasg_survey_list at admws.idaho.gov *Cc:* Nicole Tucker (Civil Service) ; Keever, Heather ; Rachael Mason *Subject:* Re: [NCASG] Law Enforcement Geographic Differentials Hi Kevin, We do not have geographic differentials, but we do have other pay options when recruiting and retention are a concern. Two commonly used options include Special Entrance Rates and Premium Pay. Special Entrance Rates are a rate above the minimum rate, but serve as a ?new minimum? in that all new hires are paid at the SER. Premium Pay is an hourly amount in addition to the base salary. Please let me know if I may be of further assistance? Thanks, Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [image: cid:image001.png at 01D3C5B9.95C56680] [image: cid:image002.png at 01D3C5B9.95C56680] [image: cid:image003.png at 01D3C5B9.95C56680] [image: cid:image004.png at 01D3C5B9.95C56680] [image: cid:image005.png at 01D3C5B9.95C56680] [image: cid:image006.png at 01D3C5B9.95C56680] *From:* Paul, Kevin *Sent:* Thursday, February 3, 2022 1:33 PM *To:* dhr_ncasg_survey_list at admws.idaho.gov *Cc:* Keever, Heather *Subject:* [NCASG] Law Enforcement Geographic Differentials *EXTERNAL EMAIL:* Please do not click on links or attachments unless you know the content is safe. Dear NCASG, Does your state offer geographic differentials (aka location-based salary) to law enforcement officers (including correctional officers)? If so, please describe how the pay rates for geographic areas are determined. For example, are pay rates tied to the cost of living in the applicable area or are higher pay scales offered for less desirable locations. Any responses you can provide by Wednesday, February 9, 2021 would be appreciated. Thank you Kevin Paul Assistant Director, Division of State Human Resources *The South Carolina * *Department of Administration* 8301 Parklane Road, Suite A220, Columbia, SC 29233 O: 803-896-5145 C: 803-722-8232 *Lead.Collaborate.Innovate.* [image: Careers email button] ------------------------------ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. ------------------------------ 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: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 1947 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 2129 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 1897 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2037 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image007.png Type: image/png Size: 2076 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.jpg Type: image/jpeg Size: 4188 bytes Desc: not available URL: From Sheena.Buffi at dhr.idaho.gov Tue Feb 8 16:29:26 2022 From: Sheena.Buffi at dhr.idaho.gov (Sheena Buffi) Date: Tue, 8 Feb 2022 23:29:26 +0000 Subject: [NCASG] Classification System Quick Questionnaire Message-ID: Good Afternoon NCASG Friends! Idaho needs 1-2 minutes of your time to respond to 5 multiple-choice questions regarding your classification system. The survey link is: https://www.surveymonkey.com/r/3FGRNP2 Thank you so much and have a wonderful day! Sheena Buffi, CCP Human Resources Program Manager Compensation, Classification & Recruitment 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 Sharon Duncan, DHR HCM Operations Officer, Sharon.Duncan at dhr.idaho.gov. Thank you. -------------- 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: From tina.bufford at doas.ga.gov Thu Feb 10 07:58:05 2022 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Thu, 10 Feb 2022 14:58:05 +0000 Subject: [NCASG] Retention Bonus Message-ID: Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! -------------- next part -------------- An HTML attachment was scrubbed... URL: From meghan.connor2 at wyo.gov Thu Feb 10 08:10:43 2022 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Thu, 10 Feb 2022 08:10:43 -0700 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Tina, The Wyoming Compensation Policy allows for a base pay adjustment as a retention offer, not a bonus. Thanks, Meghan On Thu, Feb 10, 2022 at 7:58 AM Bufford, Tina wrote: > Good morning all, > > > > Can you please advise if your state has a retention bonus policy? If so, > can you please share the contents of such policy. Just doing some research > to see if such a policy is worthwhile. Right now, the state of Georgia has > a hiring and goal-based incentive plan but not retention. Any feedback > would be greatly appreciated. > > > > *Tina Bufford, PHR, GCPA* > > Manager, Classification, Compensation, and GASCCP > > Human Resources Administration > > Georgia Department of Administrative Services > > Cell: 404-844-6724 > > tina.bufford at doas.ga.gov > > > > *Lead. Empower. Collaborate* > > Facebook > , > Twitter > , > or LinkedIn > > page! > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information IDELMAN MANSION 2323 Carey Avenue 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 Laura.L.Cooper at nebraska.gov Thu Feb 10 08:27:19 2022 From: Laura.L.Cooper at nebraska.gov (Cooper, Laura L) Date: Thu, 10 Feb 2022 15:27:19 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Hello Tina! Nebraska has the following general and specific bonus policies and programs in place. Nebraska state personnel rules and regulations have this general bonus policy: 07. BONUS PAYMENTS. In accordance with current administration policies/directives, agency heads may grant single or multiple bonus lump sum payments of up to a total of $1,000 per individual during a fiscal year. (link: https://protect-us.mimecast.com/s/O3iwCjRKg8fYrMyzHWNTmS?domain=das.nebraska.gov) State Personnel can create specific bonus programs and currently has the following bonuses in place to attract and retain nurses: We have a retention and sign-on bonus for nurses. For RNs it is $10,000 retention and $5,000 sign-on. For LPNs it is $6,000 retention and $3,000 sign-on. For Staff Care Techs (CAN) it is $4,000 retention and $2,000 sign-on. We also have a $10,000 retention bonus for any teammates in the classifications of Director of Nursing and Assistant Director of Nursing. The VA has a commuting bonus of $200/month for any teammate, including nurses, who commutes more than 30 miles (help rural facilities). We also have a nursing referral bonus. Any state teammate who refers someone into a nursing position gets a $1,000 bonus once that referred teammate completes original probation. Lastly, we have a nursing certification bonus of $4,000 that is paid to nursing teammates who obtain or have obtained a qualifying certification. We have a set list of certifications that qualify. Most are through the American Nurses Credentialing Center or the American Correctional Association. Laura L. Cooper, C.L.S.S.Y.B Research Analyst II | Employee Relations Nebraska Department of Administrative Services 1526 K Street, Suite 120, Lincoln, NE 68508 OFFICE 402-471-4460 CELL 402-219-1999 laura.l.cooper at nebraska.gov das.nebraska.gov | Facebook | Twitter From: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Retention Bonus Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! -------------- next part -------------- An HTML attachment was scrubbed... URL: From mike.bonds at arkansas.gov Thu Feb 10 08:52:50 2022 From: mike.bonds at arkansas.gov (Mike Bonds) Date: Thu, 10 Feb 2022 15:52:50 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Arkansas does not pay retention bonuses at this time. Mike [A picture containing logo Description automatically generated] Mike Bonds, J.D. Assistant Personnel Administrator Office of Personnel Management Arkansas Department of Transformation & Shared Services 501 Woodlane, Suite 205, Little Rock, AR 72201 (501) 682-5145 mike.bonds at arkansas.gov From: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Retention Bonus This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 230432 bytes Desc: image001.jpg URL: From Darby.Forrester at personnel.alabama.gov Thu Feb 10 08:54:13 2022 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Thu, 10 Feb 2022 15:54:13 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Alabama has a retention bonus of up to $5,000 within a 24 month period for an employee who can show a written job offer from an entity that is not a state agency. It's rarely used. From: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Retention Bonus Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! -------------- next part -------------- An HTML attachment was scrubbed... URL: From Travis.Hedrick at state.sd.us Thu Feb 10 09:06:23 2022 From: Travis.Hedrick at state.sd.us (Hedrick, Travis) Date: Thu, 10 Feb 2022 16:06:23 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Good morning, South Dakota does not offer retention bonuses. However, we do allow for retention pay increases as necessary and with approval. Thank you, [cid:image001.png at 01D81E65.DA148E20]Travis J Hedrick |Classification and Compensation Manager South Dakota Bureau of Human Resources 500 East Capitol Ave | Pierre, SD 57501 Travis.Hedrick at state.sd.us | O: 605.773.8079 | C: 605.318.1010 | F: 605.773.6840 Website: https://protect-us.mimecast.com/s/pFZBCYEmY5UD73r5I0K6fd?domain=bhr.sd.gov From: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] [NCASG] Retention Bonus Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 24525 bytes Desc: image001.png URL: From brandy.malatesta at state.co.us Thu Feb 10 09:27:00 2022 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Thu, 10 Feb 2022 09:27:00 -0700 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Good Morning! This is something that the State of Colorado is continuing to explore in agencies, but no current examples. It would be done under the following rule #3. [image: image.png] *Brandy B. Malatesta, MPA, CCP, SHRM-CP* *Compensation Director* P 303.866.5383 | C 303.919.0507 1525 Sherman Street, Denver, CO 80203 brandy.malatesta at state.co.us | dhr.colorado.gov | careers.colorado.gov *Upcoming Time Off: February 25, 2022, April 25-May 6, 2022 (tentative)* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Thu, Feb 10, 2022 at 7:58 AM Bufford, Tina wrote: > Good morning all, > > > > Can you please advise if your state has a retention bonus policy? If so, > can you please share the contents of such policy. Just doing some research > to see if such a policy is worthwhile. Right now, the state of Georgia has > a hiring and goal-based incentive plan but not retention. Any feedback > would be greatly appreciated. > > > > *Tina Bufford, PHR, GCPA* > > Manager, Classification, Compensation, and GASCCP > > Human Resources Administration > > Georgia Department of Administrative Services > > > Cell: 404-844-6724 > > tina.bufford at doas.ga.gov > > > > *Lead. Empower. Collaborate* > > Facebook > , > Twitter > , > or LinkedIn > > page! > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image.png Type: image/png Size: 157626 bytes Desc: not available URL: From Janelle.Haynsworth at LA.GOV Thu Feb 10 09:42:38 2022 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Thu, 10 Feb 2022 16:42:38 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: Hi Tina, In Louisiana, we tend to use premium pay to help with retention. In rare circumstances, a lump sum payment has been used in the past to help retain employees until their layoff due to outsourcing. 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: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Retention Bonus EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! ________________________________ 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 lyhart at nd.gov Thu Feb 10 11:24:48 2022 From: lyhart at nd.gov (Hart, Lynn L.) Date: Thu, 10 Feb 2022 18:24:48 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: The State of North Dakota does provide retention bonuses. The general policy is below, but each agency that offers them is required to prepare and submit a more detailed and specific agency policy. We consider them to be an effective retention tool. In FY21 we granted 466 of them. That was a higher number than usual, and was based on staffing challenges resulting from the pandemic. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/80r6C9rNAgCz0VoxsouuCk?domain=omb.nd.gov [cid:image001.png at 01D81E79.30A42710] ------------------------------------------------------------- S54-06-31. State employee recruitment and retention bonus programs - Criteria - Limitations. State agencies may develop programs to provide bonuses to recruit or retain employees in hard-to-fill occupations. 1. State agencies may pay recruitment and retention bonuses under this section only if: a. The agency has a written policy in place identifying eligible positions or occupations and provisions for providing and receiving bonuses; b. The agency has filed a copy of the written policy with the North Dakota human resource management services; and c. The agency reports to the North Dakota human resource management services each bonus provided to an employee under the program. 2. State agencies must fund bonus programs from within the agency salaries and wages budget. 3. The North Dakota human resource management services shall report periodically to the legislative management on the implementation, progress, and bonuses provided under agency recruitment and retention bonus programs. 4. Bonuses paid under this section are not fiscal irregularities under section 54-14-03.1. 5. As used in this section, a hard-to-fill occupation includes an occupation or position in which demand exceeds supply, special qualifications are required, competition with other employers is the strongest, there is a risk of losing an incumbent with rare skills, the position is filled by a highly skilled employee who is in high demand in the marketplace, loss of the employee would result in significant replacement costs, the position is filled by key personnel, or the position has other unique recruitment or retention issues identified and documented by the appointing authority. From: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Retention Bonus ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 13428 bytes Desc: image001.png URL: From Travis.Hedrick at state.sd.us Tue Feb 15 07:58:25 2022 From: Travis.Hedrick at state.sd.us (Hedrick, Travis) Date: Tue, 15 Feb 2022 14:58:25 +0000 Subject: [NCASG] Reminder - 2022 NCASG Conference Survey Message-ID: NCASG Members and potential members, Just a quick reminder to drop by and take the short survey (less than 5 minutes) to help us prepare for the 2022 NSACG Conference in Rapid City, SD. We have received several responses thus far but would value any additional input from those states which have not yet responded. The direct link is https://protect-us.mimecast.com/s/OwvQCBBmX6CD4JlYSz32Bg?domain=forms.office.com Please have all responses in by Monday (2/21) so that we can use this data in our evaluation and planning meetings. Have a safe week and we hope to see all of you October 9-12th in the Black Hills! [cid:image001.png at 01D8224A.2F573BC0]Travis J Hedrick |Classification and Compensation Manager South Dakota Bureau of Human Resources 500 East Capitol Ave | Pierre, SD 57501 Travis.Hedrick at state.sd.us | O: 605.773.8079 | C: 605.318.1010 | F: 605.773.6840 Website: https://protect-us.mimecast.com/s/YYCyCDkoZ8UoVrO4t5yLhj?domain=bhr.sd.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 24525 bytes Desc: image001.png URL: From Compensation at das.ohio.gov Wed Feb 16 07:18:25 2022 From: Compensation at das.ohio.gov (Compensation at das.ohio.gov) Date: Wed, 16 Feb 2022 14:18:25 +0000 Subject: [NCASG] Retention Bonus In-Reply-To: References: Message-ID: The State of Ohio does not offer retention bonuses at this time. However, we are in discussions with one of our unions to discuss this as a program. Another union has negotiated recruitment and retention supplements of 15% added to the base rate of pay. This is applicable to medical occupations such as nurses and physicians. Thank you, State of Ohio Classification and Compensation group compensation at das.ohio.gov ________________________________ From: Hart, Lynn L. Sent: Thursday, February 10, 2022 1:24 PM To: Bufford, Tina ; dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] Retention Bonus The State of North Dakota does provide retention bonuses. The general policy is below, but each agency that offers them is required to prepare and submit a more detailed and specific agency policy. We consider them to be an effective retention tool. In FY21 we granted 466 of them. That was a higher number than usual, and was based on staffing challenges resulting from the pandemic. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 ? lyhart at nd.gov ? https://protect-us.mimecast.com/s/dL6MCBBmX6CDQgPXszmWGW?domain=omb.nd.gov [cid:image001.png at 01D81E79.30A42710] ------------------------------------------------------------- S54-06-31. State employee recruitment and retention bonus programs - Criteria - Limitations. State agencies may develop programs to provide bonuses to recruit or retain employees in hard-to-fill occupations. 1. State agencies may pay recruitment and retention bonuses under this section only if: a. The agency has a written policy in place identifying eligible positions or occupations and provisions for providing and receiving bonuses; b. The agency has filed a copy of the written policy with the North Dakota human resource management services; and c. The agency reports to the North Dakota human resource management services each bonus provided to an employee under the program. 2. State agencies must fund bonus programs from within the agency salaries and wages budget. 3. The North Dakota human resource management services shall report periodically to the legislative management on the implementation, progress, and bonuses provided under agency recruitment and retention bonus programs. 4. Bonuses paid under this section are not fiscal irregularities under section 54-14-03.1. 5. As used in this section, a hard-to-fill occupation includes an occupation or position in which demand exceeds supply, special qualifications are required, competition with other employers is the strongest, there is a risk of losing an incumbent with rare skills, the position is filled by a highly skilled employee who is in high demand in the marketplace, loss of the employee would result in significant replacement costs, the position is filled by key personnel, or the position has other unique recruitment or retention issues identified and documented by the appointing authority. From: Bufford, Tina Sent: Thursday, February 10, 2022 8:58 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Retention Bonus ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Good morning all, Can you please advise if your state has a retention bonus policy? If so, can you please share the contents of such policy. Just doing some research to see if such a policy is worthwhile. Right now, the state of Georgia has a hiring and goal-based incentive plan but not retention. Any feedback would be greatly appreciated. Tina Bufford, PHR, GCPA Manager, Classification, Compensation, and GASCCP Human Resources Administration Georgia Department of Administrative Services Cell: 404-844-6724 tina.bufford at doas.ga.gov Lead. Empower. Collaborate Facebook, Twitter, or LinkedIn page! CAUTION: This is an external email and may not be safe. If the email looks suspicious, please do not click links or open attachments and forward the email to csc at ohio.gov or click the Phish Alert Button if available. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 13428 bytes Desc: image001.png URL: From Doug.Pine at vermont.gov Sun Feb 27 17:52:28 2022 From: Doug.Pine at vermont.gov (Pine, Doug) Date: Mon, 28 Feb 2022 00:52:28 +0000 Subject: [NCASG] Establishing new hire starting rate Message-ID: Hello - A policy/procedural question instead of a salary survey for a change. We're interested in how you set the salary for a new hire. Of course, that sounds simple but we run a very much legacy classification/compensation system (we're working on it!) We have a single pay chart and new hires come in at step 1 of the pay grade to which the job is assigned. We do have a "hire into range" policy that allows us to bring someone in at a step higher than 1 if the hiring department can meet the criteria within the hire into range policy, which is very old. I poked around and found some policies that are similar and again they are mostly with systems that have traditional grade and step pay charts. What is becoming increasingly apparent is that we have disparities. So applicants who know about this policy may negotiate for a hire into range and those who don't know about it assume that the starting rate that we publish is "the number." It has been suggested by our legal folks that some groups may be less likely because of cultural norms to negotiate or advocate for themselves. Some of our hiring managers don't disclose that there's even an option while others do. So we're trying to look at this from an equity standpoint. Also in our current labor market it simply makes no sense to bring someone in with a significant amount of experience at the beginning of the range. So what is your policy on establishing the rate for a new hire? Is there flexibility and if so how is that administered? Or is it similar to the process that we have which is to assume hire at step 1 (or the minimum of the range) and anything above that is an exception that requires higher approval. Have other people dealt with the equity issue? Thanks, Douglas Pine, Ph.D., Deputy Director, HR Operations Talent Acquisition Services|Compensation|Workforce Analysis Department of Human Resources 120 State Street, Montpelier, VT 05620-2505 (802) 828 -1513 (voice) https://protect-us.mimecast.com/s/J9fOCmZj0yU11gl0tOrAhY?domain=humanresources.vermont.gov Find Me on LinkedIn This is our shot, Vermont! Everyone age 5 and older is now eligible for a COVID-19 vaccine. Sign up for your shot today at https://protect-us.mimecast.com/s/xi4JCo2lnyHllgYoI6laDq?domain=healthvermont.gov or follow @healthvermont on Facebook and Twitter for walk-in opportunities. #OurShotVT PLEASE NOTE: I am currently working remotely. CONFIDENTIALITY NOTICE: This communication, including any attachments, may contain confidential information and is intended only for the individual or entity to which it is addressed. Any review, dissemination, or copying of this communication by anyone other than the intended recipient is strictly prohibited. If you are not the intended recipient, please contact the sender by reply email and delete and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: From mike.bonds at arkansas.gov Mon Feb 28 07:39:51 2022 From: mike.bonds at arkansas.gov (Mike Bonds) Date: Mon, 28 Feb 2022 14:39:51 +0000 Subject: [NCASG] Establishing new hire starting rate In-Reply-To: References: Message-ID: Doug, In Arkansas, new hires are generally expected to start at the entry level of their respective grades. However, there are ways we can exceed the entry: * All departments can go as high as 15% above entry (it's a 45% pay band, min to max) for hires they consider extraordinarily well qualified (EWQ) without OPM approval. * Departments can ask OPM to go as high as 30% above entry for EWQ hires. * If OPM has established a labor market rate for the classification, the salary can be set anywhere up to the LMR. * If OPM has established a salary administration grid (works like a small pay plan within a pay range) for the classification, pay can start above the entry. Mike [A picture containing logo Description automatically generated] Mike Bonds, J.D. Assistant Personnel Administrator Office of Personnel Management Arkansas Department of Transformation & Shared Services 501 Woodlane, Suite 205, Little Rock, AR 72201 (501) 682-5145 mike.bonds at arkansas.gov From: Pine, Doug Sent: Sunday, February 27, 2022 6:52 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Establishing new hire starting rate This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Hello - A policy/procedural question instead of a salary survey for a change. We're interested in how you set the salary for a new hire. Of course, that sounds simple but we run a very much legacy classification/compensation system (we're working on it!) We have a single pay chart and new hires come in at step 1 of the pay grade to which the job is assigned. We do have a "hire into range" policy that allows us to bring someone in at a step higher than 1 if the hiring department can meet the criteria within the hire into range policy, which is very old. I poked around and found some policies that are similar and again they are mostly with systems that have traditional grade and step pay charts. What is becoming increasingly apparent is that we have disparities. So applicants who know about this policy may negotiate for a hire into range and those who don't know about it assume that the starting rate that we publish is "the number." It has been suggested by our legal folks that some groups may be less likely because of cultural norms to negotiate or advocate for themselves. Some of our hiring managers don't disclose that there's even an option while others do. So we're trying to look at this from an equity standpoint. Also in our current labor market it simply makes no sense to bring someone in with a significant amount of experience at the beginning of the range. So what is your policy on establishing the rate for a new hire? Is there flexibility and if so how is that administered? Or is it similar to the process that we have which is to assume hire at step 1 (or the minimum of the range) and anything above that is an exception that requires higher approval. Have other people dealt with the equity issue? Thanks, Douglas Pine, Ph.D., Deputy Director, HR Operations Talent Acquisition Services|Compensation|Workforce Analysis Department of Human Resources 120 State Street, Montpelier, VT 05620-2505 (802) 828 -1513 (voice) https://protect-us.mimecast.com/s/cUSWC1wNp4unEkXJiGWgjN?domain=humanresources.vermont.gov Find Me on LinkedIn This is our shot, Vermont! Everyone age 5 and older is now eligible for a COVID-19 vaccine. Sign up for your shot today at https://protect-us.mimecast.com/s/TMLPC4x3vLtY7mx4SV9u-q?domain=healthvermont.gov or follow @healthvermont on Facebook and Twitter for walk-in opportunities. #OurShotVT PLEASE NOTE: I am currently working remotely. CONFIDENTIALITY NOTICE: This communication, including any attachments, may contain confidential information and is intended only for the individual or entity to which it is addressed. Any review, dissemination, or copying of this communication by anyone other than the intended recipient is strictly prohibited. If you are not the intended recipient, please contact the sender by reply email and delete 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.jpg Type: image/jpeg Size: 230432 bytes Desc: image001.jpg URL: From meghan.connor2 at wyo.gov Mon Feb 28 10:39:34 2022 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Mon, 28 Feb 2022 10:39:34 -0700 Subject: [NCASG] Establishing new hire starting rate In-Reply-To: References: Message-ID: Hi Doug, In Wyoming, the Compensation Policy allows for hiring between the minimum and MPP depending on the applicant's qualifications and the position/agency's funding availability. The hiring rate between min and MPP lies with the agency leadership, fiscal, and HR. If they wish to bring in a highly qualified applicant over MPP (like we typically do for our Psychiatrists at the State Hospital), the agency creates a proposal that is then reviewed and approved by the Human Resources Administrator. While we do have pay grades for positions, we do not have steps. Please let me know if you have any questions! Meghan On Sun, Feb 27, 2022 at 5:53 PM Pine, Doug wrote: > Hello ? > > > > A policy/procedural question instead of a salary survey for a change. > > > > We're interested in how you set the salary for a new hire. Of course, that > sounds simple but we run a very much legacy classification/compensation > system (we're working on it!) We have a single pay chart and new hires > come in at step 1 of the pay grade to which the job is assigned. We do have > a ?hire into range? policy > > that allows us to bring someone in at a step higher than 1 if the hiring > department can meet the criteria within the hire into range policy, which > is very old. > > > > I poked around and found some policies that are similar and again they are > mostly with systems that have traditional grade and step pay charts. > > > > What is becoming increasingly apparent is that we have disparities. So > applicants who know about this policy may negotiate for a hire into range > and those who don't know about it assume that the starting rate that we > publish is ?the number.? It has been suggested by our legal folks that some > groups may be less likely because of cultural norms to negotiate or > advocate for themselves. Some of our hiring managers don't disclose that > there's even an option while others do. So we're trying to look at this > from an equity standpoint. > > > > Also in our current labor market it simply makes no sense to bring someone > in with a significant amount of experience at the beginning of the range. > > > > So what is your policy on establishing the rate for a new hire? Is there > flexibility and if so how is that administered? Or is it similar to the > process that we have which is to assume hire at step 1 (or the minimum of > the range) and anything above that is an exception that requires higher > approval. Have other people dealt with the equity issue? > > > > Thanks, > > > > > > Douglas Pine, Ph.D., Deputy Director, HR Operations > > Talent Acquisition Services|Compensation|Workforce Analysis > > Department of Human Resources > > 120 State Street, Montpelier, VT 05620-2505 > > (802) 828 -1513 (voice) > > https://protect-us.mimecast.com/s/usJHCERpXxf16mLxspBSUE?domain=humanresources.vermont.gov > > Find Me on LinkedIn > > > > > *This is our shot, Vermont! *Everyone age 5 and older is now eligible for > a COVID-19 vaccine. Sign up for your shot today at > https://protect-us.mimecast.com/s/NCfqCJ6xKQUpQRZwiv04Dv?domain=healthvermont.gov or > follow @healthvermont on Facebook > and Twitter > for walk-in opportunities*. > #OurShotVT* > > > > PLEASE NOTE: I am currently working remotely. > > > > CONFIDENTIALITY NOTICE: This communication, including any attachments, may > contain confidential information and is intended only for the individual or > entity to which it is addressed. Any review, dissemination, or copying of > this communication by anyone other than the intended recipient is strictly > prohibited. If you are not the intended recipient, please contact the > sender by reply email and delete and destroy all copies of the original > message. > > > > > -- Meghan Connor Compensation Coordinator Department of Administration and Information IDELMAN MANSION 2323 Carey Avenue 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: