[NCASG] Establishing new hire starting rate

[Meghan Connor]

Hi Doug,

In Wyoming, the Compensation Policy
<https://protect-us.mimecast.com/s/kE7oCBBmX6CPl1jKCz2ATO?domain=drive.google.com> 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 <Doug.Pine at vermont.gov> 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
> <https://protect-us.mimecast.com/s/SbHYCDkoZ8UjO1qAc5up34?domain=humanresources.vermont.gov>
> 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
>
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> <https://protect-us.mimecast.com/s/TuxhCG6rX8UWLmk4uQIjbq?domain=linkedin.com>
>
>
>
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-- 
Meghan Connor
Compensation Coordinator
Department of Administration and Information
IDELMAN MANSION
2323 Carey Avenue
Cheyenne, WY  82002

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