From brandy.malatesta at state.co.us  Wed Jun  1 06:52:46 2022
From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy)
Date: Wed, 1 Jun 2022 06:52:46 -0600
Subject: [NCASG] Question on retirement plan options
In-Reply-To: <SA1PR09MB8589B5EACB6AA4803F8C0521BADC9@SA1PR09MB8589.namprd09.prod.outlook.com>
References: <SA1PR09MB8589B5EACB6AA4803F8C0521BADC9@SA1PR09MB8589.namprd09.prod.outlook.com>
Message-ID: <CABG696eFz3HZFN8YdHD+t5bEqpFtu1fkKzQ188N8VNO_fD61ow@mail.gmail.com>

Good Morning!

Colorado is very similar through PERAChoice.  The best source of
information is here <https://protect-us.mimecast.com/s/YHXeCrkoq9UDzZ1lu75OFb?domain=copera.org>.

Please let me know if you have any questions.  Thanks!
*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
<https://protect-us.mimecast.com/s/GyKLCv2vxZHyP82zfXLhiD?domain=urldefense.proofpoint.com>
|  careers.colorado.gov
<https://protect-us.mimecast.com/s/nh2sCwpwyrUR4xA3C9Lgxq?domain=urldefense.proofpoint.com>


*Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022*

*DPA core values: Service | Teamwork | Integrity | Responsiveness |
Transparency*





On Tue, May 31, 2022 at 12:43 PM Hart, Lynn L. <lyhart at nd.gov> wrote:

> Do your state employees have an opportunity to choose among alternative
> retirement plans?
>
>
>
> Here in North Dakota, our main retirement plan is a defined benefit
> (pension) plan.  The state also offers a defined contribution retirement
> plan.  Currently only non-classified employees and appointed and elected
> officials are eligible for the defined contribution plan, but there was an
> earlier period (October 2013 to July 2017) when the plan was available to
> all regular state employees.   New, eligible employees can make an
> irrevocable choice within the first six months of employment to opt out of
> the defined benefit plan and participate in the defined contribution plan.
>
>
>
> Does your state offer any similar option?
>
>
>
> To keep the question simple, I am ignoring the fact we have separate
> retirement plans for judges and law enforcement.
>
>
>
> I would appreciate any information you can provide.
>
>
>
> Thanks,
>
>
>
> Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS
>
> *Total Rewards Manager*
>
>
>
> 701.328.4739     ?     *lyhart at nd.gov <lyhart at nd.gov>*     ?     *https://protect-us.mimecast.com/s/0ac2Cxkxz1UQgv9oSw5ClN?domain=omb.nd.gov
> <https://protect-us.mimecast.com/s/-1xoCyPyAXHyQo05fNxYaY?domain=urldefense.proofpoint.com>
> *
>
>
>
>
>
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From brandy.malatesta at state.co.us  Wed Jun  1 07:04:12 2022
From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy)
Date: Wed, 1 Jun 2022 07:04:12 -0600
Subject: [NCASG] Questions: Labor Relations Staff Design
Message-ID: <CABG696dtg01v7TActmivxKRQYhf7j11FTv3xK2bgNwM9x-=7Uw@mail.gmail.com>

Good Morning!

We are currently in the process of reviewing our newly established (in
place about a year) Labor Relations team and have a few questions on how
your teams may be designed.  I apologize in advance for so many questions
and appreciate any info or insight you can provide.  Thanks so much!

1.  Are your labor relations efforts centralized or decentralized?
2.  How many labor relations staff do you have?  An org chart or sample
structure would be appreciated if available.
3.  Do you target or maintain specific ratios of
negotiators/representatives/labor admin to the number of covered staff? If
so, what are those ratios?
4.  How many  negotiators do you have that only spend time negotiating?
5.  How many partnership agreements do you have?  Is each staff member
assigned a certain number of partnership agreements?
6.  How many covered employees do you have?  Does each staff member cover a
certain number of covered employees?
7.  How often do you negotiate?

Again, thanks so much!  Looking forward to October!

*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
<https://protect-us.mimecast.com/s/41dEC1wNp4uE0GYEiLOU-u?domain=urldefense.proofpoint.com>
|  careers.colorado.gov
<https://protect-us.mimecast.com/s/EbovC2kNqWUE43wEi12mOz?domain=urldefense.proofpoint.com>


*Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022*

*DPA core values: Service | Teamwork | Integrity | Responsiveness |
Transparency*
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From brandy.malatesta at state.co.us  Wed Jun  1 07:08:58 2022
From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy)
Date: Wed, 1 Jun 2022 07:08:58 -0600
Subject: [NCASG] Shift Differentials
In-Reply-To: <e1fef0f72ef84f81bbe4411cc895050d@oa.mo.gov>
References: <e1fef0f72ef84f81bbe4411cc895050d@oa.mo.gov>
Message-ID: <CABG696df8ox=e4JvPu0cKmr6vwP_HTXA4Uj4WuOqHAqN91ACTA@mail.gmail.com>

Good Morning!

As part of the new partnership agreement the shift differential rates are
as follows:

32.1 Shift Differential Pay
A. Shift Differentials will be paid to Employees in eligible classes as
published in the State?s annual pay plan. State Entities may also designate
and document eligibility for individual positions in classes not published.
B. Shift Differentials do not apply to any periods of paid leave.
C. If hours are evenly split between shifts, the higher shift differential
rate applies to all hours worked during the shift.
D. Weekend shift differential of 20% shall be paid for all hours worked
when more than half of the scheduled shift hours fall on a weekend shift
that starts at 4:00 pm Friday evening through 6:00 a.m. Monday.
E. Second shift differential of 7.5% shall be paid for all hours worked
when half or more of the scheduled work hours fall between 4:00 p.m. and
11:00 p.m. Monday through Thursday.
F. Third shift differential of 14% shall be paid for all hours worked when
half or more of the scheduled work hours fall between 11:00 p.m. and 6:00
a.m. Monday through Thursday.

I have also linked
<https://protect-us.mimecast.com/s/Es1ECKry7QCrYwAjcM430J?domain=dhr.colorado.gov> the pay plan
where positions eligible for shift differential are identified with a 1 or
3 in the pay differential column.  Agencies can also designate positions as
eligible through their own policy.

Please let me know if you have any follow up.  Thanks!

*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
<https://protect-us.mimecast.com/s/NlDXCL9z1JCYgOoJUqe4AX?domain=urldefense.proofpoint.com>
|  careers.colorado.gov
<https://protect-us.mimecast.com/s/ciklCM8AK1U6L8oQIJlb_H?domain=urldefense.proofpoint.com>


*Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022*

*DPA core values: Service | Teamwork | Integrity | Responsiveness |
Transparency*





On Tue, May 31, 2022 at 11:21 AM Howard, Karen <Karen.Howard at oa.mo.gov>
wrote:

> Fellow NCASG Partners ?
>
>
>
> The State of Missouri is working to assess how other states handle shift
> differentials for nurses
> <https://protect-us.mimecast.com/s/HyabCNkBK0UMQxn2SRFwg5?domain=urldefense.proofpoint.com>
> and support care staff
> <https://protect-us.mimecast.com/s/zEYGCOYDX8I2gXP6TP6LTR?domain=urldefense.proofpoint.com>
> (linking to our job families for reference). We are hoping that you might
> be able to provide us with information relating to which classifications
> receive differentials in your state, what the amount of the differential(s)
> is set at, and any other information that might be relevant. Our current
> shift differentials include:
>
>    - 9% of base pay for Registered Nurses working on evening and night
>    shifts.
>    - 30?/hour for certain classifications beginning work between noon and
>    5:00 a.m.
>    - $1/hour for nursing team members who work an evening shift beginning
>    no earlier than 10:30 a.m. and ending no later than 11:45 p.m.
>    - $1.50/hour for nursing team members who work a night shift that
>    begins no earlier than 9:30 p.m. and ends no later than 7:15 a.m.
>    - Varying percentage differentials for classifications assigned to
>    sexual offender units and intermediate/maximum security areas (range from
>    3.3-12%).
>
>
>
> If your state could help us answer the following and/or provide us any
> links/documents to review, we would greatly appreciate it:
>
>    1. What titles and salary ranges are used for your nurses and/or
>    support care staff? (If it makes it easier, you can just send us a
>    copy/link to your nursing and support care specifications and salary
>    ranges.)
>    2. Do any of your nursing/support care staff receive a pay
>    differential for evening and/or night shift?
>       1. If yes, which titles?
>
>                                                                i.      Does
> this include any non-licensed team members (i.e., housekeepers, food
> service workers, behavioral technicians, etc.)?
>
>    1. If yes, how do you distinguish between evening and night shift?
>       2. If yes, what is the pay differential for those working evening
>       shifts?
>       3. If yes, what is the pay differential for those working night
>       shifts?
>    1. If not already explained above, do your nursing managers/directors
>    receive any kind of differential? If not, does your state have any
>    concerns/issues with nurses ?leapfrogging? managers that do not receive the
>    shift differential?
>    2. Does your state offer weekend differential pay to any/all team
>    members? If so, please provide details of the classifications included and
>    the amount of the differential.
>    3. Lastly, does your state offer retention differential pay to any/all
>    team members? If so, please provide the details of the classifications
>    included and the amount of the differential.
>
>
>
> Please respond by Friday, June 10. Thanks so much for your help!
>
>
>
>
>
> [image: cid:image002.png at 01D4D525.24A42370]
>
> Karen Howard
>
> Senior Human Resources Consultant
>
> State of Missouri \ OA-Division of Personnel
>
> (573) 751-1633 | *karen.howard at oa.mo.gov <karen.howard at oa.mo.gov>*
>
> How did we do? https://protect-us.mimecast.com/s/N9IpCPNEKQC52mD7frHLh_?domain=oacares.mo.gov
> <https://protect-us.mimecast.com/s/LSBDCQWGK7INKqD5t9KUGo?domain=urldefense.proofpoint.com>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
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From Karen.Howard at oa.mo.gov  Wed Jun  1 07:54:33 2022
From: Karen.Howard at oa.mo.gov (Howard, Karen)
Date: Wed, 1 Jun 2022 13:54:33 +0000
Subject: [NCASG] Shift Differentials
In-Reply-To: <CABG696df8ox=e4JvPu0cKmr6vwP_HTXA4Uj4WuOqHAqN91ACTA@mail.gmail.com>
References: <e1fef0f72ef84f81bbe4411cc895050d@oa.mo.gov>
 <CABG696df8ox=e4JvPu0cKmr6vwP_HTXA4Uj4WuOqHAqN91ACTA@mail.gmail.com>
Message-ID: <0f0645a3333f4593b66cbda7c872084a@oa.mo.gov>

Hello!
Thank you for the quick response.  Can you please explain what the difference is between the ?1? and the ?3? listed in the pay differential column?

[cid:image002.png at 01D87595.355A5900]Karen Howard
Senior Human Resources Consultant
State of Missouri \ OA-Division of Personnel
How did we do? https://protect-us.mimecast.com/s/phopCADlX1S1PXMjhG5rCw?domain=oacares.mo.gov

From: Malatesta - DPA, Brandy <brandy.malatesta at state.co.us>
Sent: Wednesday, June 1, 2022 8:09 AM
To: Howard, Karen <Karen.Howard at oa.mo.gov>
Cc: dhr_ncasg_survey_list at admws.idaho.gov
Subject: Re: [NCASG] Shift Differentials

Good Morning!

As part of the new partnership agreement the shift differential rates are as follows:

32.1 Shift Differential Pay
A. Shift Differentials will be paid to Employees in eligible classes as published in the State?s annual pay plan. State Entities may also designate and document eligibility for individual positions in classes not published.
B. Shift Differentials do not apply to any periods of paid leave.
C. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift.
D. Weekend shift differential of 20% shall be paid for all hours worked when more than half of the scheduled shift hours fall on a weekend shift that starts at 4:00 pm Friday evening through 6:00 a.m. Monday.
E. Second shift differential of 7.5% shall be paid for all hours worked when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Monday through Thursday.
F. Third shift differential of 14% shall be paid for all hours worked when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. Monday through Thursday.

I have also linked<https://protect-us.mimecast.com/s/Xpv_CBBmX6Clkr3vt6jah8?domain=urldefense.com> the pay plan where positions eligible for shift differential are identified with a 1 or 3 in the pay differential column.  Agencies can also designate positions as eligible through their own policy.

Please let me know if you have any follow up.  Thanks!

Brandy B. Malatesta, MPA, CCP, SHRM-CP
Compensation Director
[https://protect-us.mimecast.com/s/tua-CDkoZ8UOWzQXTAOlzl?domain=docs.google.com]
P 303.866.5383  |  C 303.919.0507
1525 Sherman Street, Denver, CO 80203
brandy.malatesta at state.co.us<mailto:brandy.malatesta at state.co.us>  |  dhr.colorado.gov<https://protect-us.mimecast.com/s/jecICERpXxf6z2KBiPWhUP?domain=urldefense.proofpoint.com>  |  careers.colorado.gov<https://protect-us.mimecast.com/s/eOpMCG6rX8ULPRowTki7IG?domain=urldefense.proofpoint.com>

Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022

DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency




On Tue, May 31, 2022 at 11:21 AM Howard, Karen <Karen.Howard at oa.mo.gov<mailto:Karen.Howard at oa.mo.gov>> wrote:
Fellow NCASG Partners ?

The State of Missouri is working to assess how other states handle shift differentials for nurses<https://protect-us.mimecast.com/s/k4jDCJ6xKQUQ2vPxFO9bZ2?domain=urldefense.proofpoint.com> and support care staff<https://protect-us.mimecast.com/s/qX00CKry7QCrYN0LSoT0eY?domain=urldefense.proofpoint.com> (linking to our job families for reference). We are hoping that you might be able to provide us with information relating to which classifications receive differentials in your state, what the amount of the differential(s) is set at, and any other information that might be relevant. Our current shift differentials include:

  *   9% of base pay for Registered Nurses working on evening and night shifts.
  *   30?/hour for certain classifications beginning work between noon and 5:00 a.m.
  *   $1/hour for nursing team members who work an evening shift beginning no earlier than 10:30 a.m. and ending no later than 11:45 p.m.
  *   $1.50/hour for nursing team members who work a night shift that begins no earlier than 9:30 p.m. and ends no later than 7:15 a.m.
  *   Varying percentage differentials for classifications assigned to sexual offender units and intermediate/maximum security areas (range from 3.3-12%).

If your state could help us answer the following and/or provide us any links/documents to review, we would greatly appreciate it:

  1.  What titles and salary ranges are used for your nurses and/or support care staff? (If it makes it easier, you can just send us a copy/link to your nursing and support care specifications and salary ranges.)
  2.  Do any of your nursing/support care staff receive a pay differential for evening and/or night shift?

     *   If yes, which titles?
                                                               i.      Does this include any non-licensed team members (i.e., housekeepers, food service workers, behavioral technicians, etc.)?

     *   If yes, how do you distinguish between evening and night shift?
     *   If yes, what is the pay differential for those working evening shifts?
     *   If yes, what is the pay differential for those working night shifts?

  1.  If not already explained above, do your nursing managers/directors receive any kind of differential? If not, does your state have any concerns/issues with nurses ?leapfrogging? managers that do not receive the shift differential?
  2.  Does your state offer weekend differential pay to any/all team members? If so, please provide details of the classifications included and the amount of the differential.
  3.  Lastly, does your state offer retention differential pay to any/all team members? If so, please provide the details of the classifications included and the amount of the differential.

Please respond by Friday, June 10. Thanks so much for your help!


[cid:image002.png at 01D4D525.24A42370]

Karen Howard
Senior Human Resources Consultant
State of Missouri \ OA-Division of Personnel


(573) 751-1633 | karen.howard at oa.mo.gov<mailto:karen.howard at oa.mo.gov>
How did we do? https://protect-us.mimecast.com/s/phopCADlX1S1PXMjhG5rCw?domain=oacares.mo.gov<https://protect-us.mimecast.com/s/VnpACL9z1JCYgr5LFKXsGZ?domain=urldefense.proofpoint.com>











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From brandy.malatesta at state.co.us  Wed Jun  1 07:58:30 2022
From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy)
Date: Wed, 1 Jun 2022 07:58:30 -0600
Subject: [NCASG] Shift Differentials
In-Reply-To: <0f0645a3333f4593b66cbda7c872084a@oa.mo.gov>
References: <e1fef0f72ef84f81bbe4411cc895050d@oa.mo.gov>
 <CABG696df8ox=e4JvPu0cKmr6vwP_HTXA4Uj4WuOqHAqN91ACTA@mail.gmail.com>
 <0f0645a3333f4593b66cbda7c872084a@oa.mo.gov>
Message-ID: <CABG696c3+az-8zbyTQ89QYZ5fV2+2Vyoyetqu3ErBYbYU3faow@mail.gmail.com>

One is Shift Differential Eligible only and Three is Shift Differential and
On Call Pay Eligible.

*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
<https://protect-us.mimecast.com/s/Ex1ACyPyAXHyQwgytZq83L?domain=urldefense.proofpoint.com>
|  careers.colorado.gov
<https://protect-us.mimecast.com/s/yLEyCzpz4XUmyZ3mfXP5NH?domain=urldefense.proofpoint.com>


*Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022*

*DPA core values: Service | Teamwork | Integrity | Responsiveness |
Transparency*





On Wed, Jun 1, 2022 at 7:54 AM Howard, Karen <Karen.Howard at oa.mo.gov> wrote:

> Hello!
>
> Thank you for the quick response.  Can you please explain what the
> difference is between the ?1? and the ?3? listed in the pay differential
> column?
>
>
>
> Karen Howard
>
> Senior Human Resources Consultant
>
> State of Missouri \ OA-Division of Personnel
>
> How did we do? https://protect-us.mimecast.com/s/iubuCADlX1S1PXg1i99PVw?domain=oacares.mo.gov
> <https://protect-us.mimecast.com/s/wjfbCBBmX6Clkr1lsjZpR_?domain=urldefense.proofpoint.com>
>
>
>
> *From:* Malatesta - DPA, Brandy <brandy.malatesta at state.co.us>
> *Sent:* Wednesday, June 1, 2022 8:09 AM
> *To:* Howard, Karen <Karen.Howard at oa.mo.gov>
> *Cc:* dhr_ncasg_survey_list at admws.idaho.gov
> *Subject:* Re: [NCASG] Shift Differentials
>
>
>
> Good Morning!
>
>
>
> As part of the new partnership agreement the shift differential rates are
> as follows:
>
>
>
> 32.1 Shift Differential Pay
>
> A. Shift Differentials will be paid to Employees in eligible classes as
> published in the State?s annual pay plan. State Entities may also designate
> and document eligibility for individual positions in classes not published.
>
> B. Shift Differentials do not apply to any periods of paid leave.
>
> C. If hours are evenly split between shifts, the higher shift differential
> rate applies to all hours worked during the shift.
>
> D. Weekend shift differential of 20% shall be paid for all hours worked
> when more than half of the scheduled shift hours fall on a weekend shift
> that starts at 4:00 pm Friday evening through 6:00 a.m. Monday.
>
> E. Second shift differential of 7.5% shall be paid for all hours worked
> when half or more of the scheduled work hours fall between 4:00 p.m. and
> 11:00 p.m. Monday through Thursday.
>
> F. Third shift differential of 14% shall be paid for all hours worked when
> half or more of the scheduled work hours fall between 11:00 p.m. and 6:00
> a.m. Monday through Thursday.
>
>
>
> I have also linked
> <https://protect-us.mimecast.com/s/ShYICDkoZ8UOWz1OCl7JrU?domain=urldefense.com>
> the pay plan where positions eligible for shift differential are identified
> with a 1 or 3 in the pay differential column.  Agencies can also designate
> positions as eligible through their own policy.
>
>
>
> Please let me know if you have any follow up.  Thanks!
>
>
>
> *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
> <https://protect-us.mimecast.com/s/Ex1ACyPyAXHyQwgytZq83L?domain=urldefense.proofpoint.com>
> |  careers.colorado.gov
> <https://protect-us.mimecast.com/s/yLEyCzpz4XUmyZ3mfXP5NH?domain=urldefense.proofpoint.com>
>
>
>
>
> *Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022*
>
>
>
> *DPA core values: Service | Teamwork | Integrity | Responsiveness |
> Transparency*
>
>
>
>
>
>
>
>
>
> On Tue, May 31, 2022 at 11:21 AM Howard, Karen <Karen.Howard at oa.mo.gov>
> wrote:
>
> Fellow NCASG Partners ?
>
>
>
> The State of Missouri is working to assess how other states handle shift
> differentials for nurses
> <https://protect-us.mimecast.com/s/ZdmBCERpXxf6z2m6hQPIYR?domain=urldefense.proofpoint.com>
> and support care staff
> <https://protect-us.mimecast.com/s/K1O1CG6rX8ULPRmLt1PS0Y?domain=urldefense.proofpoint.com>
> (linking to our job families for reference). We are hoping that you might
> be able to provide us with information relating to which classifications
> receive differentials in your state, what the amount of the differential(s)
> is set at, and any other information that might be relevant. Our current
> shift differentials include:
>
>    - 9% of base pay for Registered Nurses working on evening and night
>    shifts.
>    - 30?/hour for certain classifications beginning work between noon and
>    5:00 a.m.
>    - $1/hour for nursing team members who work an evening shift beginning
>    no earlier than 10:30 a.m. and ending no later than 11:45 p.m.
>    - $1.50/hour for nursing team members who work a night shift that
>    begins no earlier than 9:30 p.m. and ends no later than 7:15 a.m.
>    - Varying percentage differentials for classifications assigned to
>    sexual offender units and intermediate/maximum security areas (range from
>    3.3-12%).
>
>
>
> If your state could help us answer the following and/or provide us any
> links/documents to review, we would greatly appreciate it:
>
>    1. What titles and salary ranges are used for your nurses and/or
>    support care staff? (If it makes it easier, you can just send us a
>    copy/link to your nursing and support care specifications and salary
>    ranges.)
>    2. Do any of your nursing/support care staff receive a pay
>    differential for evening and/or night shift?
>
>
>    1. If yes, which titles?
>
>                                                                i.      Does
> this include any non-licensed team members (i.e., housekeepers, food
> service workers, behavioral technicians, etc.)?
>
>    1. If yes, how do you distinguish between evening and night shift?
>       2. If yes, what is the pay differential for those working evening
>       shifts?
>       3. If yes, what is the pay differential for those working night
>       shifts?
>
>
>    1. If not already explained above, do your nursing managers/directors
>    receive any kind of differential? If not, does your state have any
>    concerns/issues with nurses ?leapfrogging? managers that do not receive the
>    shift differential?
>    2. Does your state offer weekend differential pay to any/all team
>    members? If so, please provide details of the classifications included and
>    the amount of the differential.
>    3. Lastly, does your state offer retention differential pay to any/all
>    team members? If so, please provide the details of the classifications
>    included and the amount of the differential.
>
>
>
> Please respond by Friday, June 10. Thanks so much for your help!
>
>
>
>
>
> [image: cid:image002.png at 01D4D525.24A42370]
>
> Karen Howard
>
> Senior Human Resources Consultant
>
> State of Missouri \ OA-Division of Personnel
>
> (573) 751-1633 | *karen.howard at oa.mo.gov <karen.howard at oa.mo.gov>*
>
> How did we do? https://protect-us.mimecast.com/s/iubuCADlX1S1PXg1i99PVw?domain=oacares.mo.gov
> <https://protect-us.mimecast.com/s/9RMdCJ6xKQUQ2vRQCyEe7K?domain=urldefense.proofpoint.com>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
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From Laura.L.Cooper at nebraska.gov  Wed Jun  1 08:21:58 2022
From: Laura.L.Cooper at nebraska.gov (Cooper, Laura L)
Date: Wed, 1 Jun 2022 14:21:58 +0000
Subject: [NCASG] Question on retirement plan options
In-Reply-To: <SA1PR09MB8589B5EACB6AA4803F8C0521BADC9@SA1PR09MB8589.namprd09.prod.outlook.com>
References: <SA1PR09MB8589B5EACB6AA4803F8C0521BADC9@SA1PR09MB8589.namprd09.prod.outlook.com>
Message-ID: <PH0PR09MB7673F8DEEFF797DB6C9A54DCAADF9@PH0PR09MB7673.namprd09.prod.outlook.com>

The State of Nebraska does not offer multiple retirement options. Nebraska provides a single, mandatory Cash Balance pension plan for all full-time employees. Participation for permanent part-time employees is optional.

  *   Members contribute 4.8% of salary pre-tax and the state matches contributions at 156%.
  *   Members are "vested" after a total of three years of plan participation (36 full months of contributions).
  *   Member accounts receive an "interest credit rate" (rate of return) based on the federal mid-term rate plus 1.5% and are guaranteed a minimum annual rate of return of 5%.
  *   Members have multiple payment options of their account at retirement.

History: "The State Employees' Retirement plan began as a Defined Contribution plan in 1964. The Cash Balance benefit was added by passage of LB687 on April 18, 2002. As of January 1, 2003, members who begin participation in the State Retirement Plan participate in Cash Balance." Website: https://protect-us.mimecast.com/s/_kajCERpXxf6zy8AHNskXa?domain=npers.ne.gov

In addition, state employees may also participate in a voluntary Deferred Compensation Plan (DCP) with adjustable contributions and investment options.

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<mailto:laura.l.cooper at nebraska.gov>
das.nebraska.gov<https://protect-us.mimecast.com/s/AILACG6rX8ULPnNyc7Uu2L?domain=das.nebraska.gov> | Facebook<https://protect-us.mimecast.com/s/Skg4CJ6xKQUQ2OW4UzEs-b?domain=gcc02.safelinks.protection.outlook.com> | Twitter<https://protect-us.mimecast.com/s/4QcSCKry7QCrYKyAfAU9T7?domain=gcc02.safelinks.protection.outlook.com>

This e-mail transmission and any attachments to it contain information from the Department of Administrative Services Employee Relations Division, which is confidential and/or privileged. The information is intended to be solely for the use of the individual or entity named above. If you are not the intended recipient, any disclosure, copying, distribution or the use of the contents of this information is prohibited. If you have received this e-mail in error, please immediately notify me by return e-mail and delete the information you received in error immediately.



From: Hart, Lynn L. <lyhart at nd.gov>
Sent: Tuesday, May 31, 2022 1:43 PM
To: dhr_ncasg_survey_list at admws.idaho.gov
Cc: Breuer, Stacey <sbreuer at nd.gov>
Subject: [NCASG] Question on retirement plan options

Do your state employees have an opportunity to choose among alternative retirement plans?

Here in North Dakota, our main retirement plan is a defined benefit (pension) plan.  The state also offers a defined contribution retirement plan.  Currently only non-classified employees and appointed and elected officials are eligible for the defined contribution plan, but there was an earlier period (October 2013 to July 2017) when the plan was available to all regular state employees.   New, eligible employees can make an irrevocable choice within the first six months of employment to opt out of the defined benefit plan and participate in the defined contribution plan.

Does your state offer any similar option?

To keep the question simple, I am ignoring the fact we have separate retirement plans for judges and law enforcement.

I would appreciate any information you can provide.

Thanks,

Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS
Total Rewards Manager

701.328.4739     *     lyhart at nd.gov<mailto:lyhart at nd.gov>     *     https://protect-us.mimecast.com/s/S179CL9z1JCYgqDoijQQZI?domain=omb.nd.gov<https://protect-us.mimecast.com/s/UHe-CM8AK1U6LPyoH1QrS-?domain=gcc02.safelinks.protection.outlook.com>

[cid:image001.png at 01D87595.F097B280]

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From Laura.L.Cooper at nebraska.gov  Wed Jun  1 10:28:51 2022
From: Laura.L.Cooper at nebraska.gov (Cooper, Laura L)
Date: Wed, 1 Jun 2022 16:28:51 +0000
Subject: [NCASG] Questions: Labor Relations Staff Design
In-Reply-To: <CABG696dtg01v7TActmivxKRQYhf7j11FTv3xK2bgNwM9x-=7Uw@mail.gmail.com>
References: <CABG696dtg01v7TActmivxKRQYhf7j11FTv3xK2bgNwM9x-=7Uw@mail.gmail.com>
Message-ID: <PH0PR09MB7673D32343755EED4D9D83BFAADF9@PH0PR09MB7673.namprd09.prod.outlook.com>

Hello Brandy,

Labor relations and contract negotiations for the State of Nebraska are centralized within the Employee Relations Division of State Personnel. Note that we do not handle the University of Nebraska nor State College Systems. Those systems and any personnel agreements are administered separately.

1.  Are your labor relations efforts centralized or decentralized? Centralized.
2.  How many labor relations staff do you have?  An org chart or sample structure would be appreciated if available. Employee Relations has five teammates led by the Employee Relations Administrator/Chief Negotiator. The other staff include Deputy Administrator/Attorney III, Administrative Technician, Research Analyst II, and Administrative Programs Officer I.
3.  Do you target or maintain specific ratios of negotiators/representatives/labor admin to the number of covered staff? If so, what are those ratios? All negotiations are handled by our Chief Negotiator.
4.  How many  negotiators do you have that only spend time negotiating? No one solely negotiates. Our Chief Negotiator handles all contract negotiations but also serves as the administrator of the Employee Relations team.
5.  How many partnership agreements do you have?  Is each staff member assigned a certain number of partnership agreements? Nebraska has four agreements all handled by our Chief Negotiator:
- Nebraska Association of Public Employees Local 61 (NAPE/AFSCME)
- Fraternal Order of Police, Nebraska Protective Services, Lodge 88
- State Law Enforcement Bargaining Council (SLEBC)
- State Code Agencies Teachers Association (SCATA)
6.  How many covered employees do you have?  Does each staff member cover a certain number of covered employees? The counts of employees covered under each agreement are listed below. All staff members respond as needed across covered groups.
FOP Count          1703
NAPE/AFSCME Count     7903
SCATA Count     56
SLEBC Count      462
Grand Count      10124

7.  How often do you negotiate? Contracts are renegotiated every two years.

Please let me know if you have any further questions.

Regards,

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<mailto:laura.l.cooper at nebraska.gov>
das.nebraska.gov<https://protect-us.mimecast.com/s/hJGeC730yXhWKzW5c8PHzq?domain=das.nebraska.gov> | Facebook<https://protect-us.mimecast.com/s/GGgTC82NzEHw0XwVT1NjL4?domain=gcc02.safelinks.protection.outlook.com> | Twitter<https://protect-us.mimecast.com/s/0LW3C9rNAgCYXzYyF3F8JA?domain=gcc02.safelinks.protection.outlook.com>

This e-mail transmission and any attachments to it contain information from the Department of Administrative Services Employee Relations Division, which is confidential and/or privileged. The information is intended to be solely for the use of the individual or entity named above. If you are not the intended recipient, any disclosure, copying, distribution or the use of the contents of this information is prohibited. If you have received this e-mail in error, please immediately notify me by return e-mail and delete the information you received in error immediately.


From: Malatesta - DPA, Brandy <brandy.malatesta at state.co.us>
Sent: Wednesday, June 1, 2022 8:04 AM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [NCASG] Questions: Labor Relations Staff Design

Good Morning!

We are currently in the process of reviewing our newly established (in place about a year) Labor Relations team and have a few questions on how your teams may be designed.  I apologize in advance for so many questions and appreciate any info or insight you can provide.  Thanks so much!

1.  Are your labor relations efforts centralized or decentralized?
2.  How many labor relations staff do you have?  An org chart or sample structure would be appreciated if available.
3.  Do you target or maintain specific ratios of negotiators/representatives/labor admin to the number of covered staff? If so, what are those ratios?
4.  How many  negotiators do you have that only spend time negotiating?
5.  How many partnership agreements do you have?  Is each staff member assigned a certain number of partnership agreements?
6.  How many covered employees do you have?  Does each staff member cover a certain number of covered employees?
7.  How often do you negotiate?

Again, thanks so much!  Looking forward to October!

Brandy B. Malatesta, MPA, CCP, SHRM-CP
Compensation Director
[https://protect-us.mimecast.com/s/ax-tC0R7oLfr5krOiWfNRM?domain=docs.google.com]
P 303.866.5383  |  C 303.919.0507
1525 Sherman Street, Denver, CO 80203
brandy.malatesta at state.co.us<mailto:brandy.malatesta at state.co.us>  |  dhr.colorado.gov<https://protect-us.mimecast.com/s/Zf7OCgJED2CYRqYXFEyYyc?domain=gcc02.safelinks.protection.outlook.com>  |  careers.colorado.gov<https://protect-us.mimecast.com/s/O3WRCjRKg8fyXYyLsnFLZ1?domain=gcc02.safelinks.protection.outlook.com>

Upcoming Time Off:  June 6-7, 2022, August 26, 2022, September 8-12, 2022

DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency


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From terri.parker at ofm.wa.gov  Wed Jun  1 11:36:57 2022
From: terri.parker at ofm.wa.gov (Parker, Terri (OFM))
Date: Wed, 1 Jun 2022 17:36:57 +0000
Subject: [NCASG] IT Incentives - please respond by 6/7/2022
Message-ID: <DM6PR09MB477354E6B4440615C93588A8BFDF9@DM6PR09MB4773.namprd09.prod.outlook.com>

Does your state provide targeted incentives for IT professionals? If so, please provide a high-level description by June 7. Any information you can share is appreciated. Let me know if you have questions. Thank you! ?

IT professional incentive
Compensation
(e.g., flat rate, base pay %, maximum allowance, work time provided)
Frequency
(e.g., on-going, one-time, other)
Differential based on job level or job family
Name of training or certification/
other information
Signing bonus




Recruitment referral incentive for current employees




Retention incentive




Continuing education pay




Specialized training




Payment for certifications
















Terri Parker (she/her/hers)
Compensation Policy & Planning Analyst
OFM/ State Human Resources
Cell 360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov> | labor.relations at ofm.wa.gov<mailto:labor.relations at ofm.wa.gov>

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From Toni.Gillis at delaware.gov  Wed Jun  1 11:39:03 2022
From: Toni.Gillis at delaware.gov (Gillis, Toni (DHR))
Date: Wed, 1 Jun 2022 17:39:03 +0000
Subject: [NCASG] Delaware Response RE: IT Incentives - please respond by
	6/7/2022
Message-ID: <PH0PR09MB77234C495F136D998C055C3481DF9@PH0PR09MB7723.namprd09.prod.outlook.com>

No.

From: Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
Sent: Wednesday, June 1, 2022 1:37 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [NCASG] IT Incentives - please respond by 6/7/2022
Importance: High

Does your state provide targeted incentives for IT professionals? If so, please provide a high-level description by June 7. Any information you can share is appreciated. Let me know if you have questions. Thank you! ?

IT professional incentive
Compensation
(e.g., flat rate, base pay %, maximum allowance, work time provided)
Frequency
(e.g., on-going, one-time, other)
Differential based on job level or job family
Name of training or certification/
other information
Signing bonus




Recruitment referral incentive for current employees




Retention incentive




Continuing education pay




Specialized training




Payment for certifications
















Terri Parker (she/her/hers)
Compensation Policy & Planning Analyst
OFM/ State Human Resources
Cell 360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov> | labor.relations at ofm.wa.gov<mailto:labor.relations at ofm.wa.gov>

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From meghan.connor2 at wyo.gov  Wed Jun  1 11:42:27 2022
From: meghan.connor2 at wyo.gov (Meghan Connor)
Date: Wed, 1 Jun 2022 11:42:27 -0600
Subject: [NCASG] Delaware Response RE: IT Incentives - please respond by
	6/7/2022
In-Reply-To: <PH0PR09MB77234C495F136D998C055C3481DF9@PH0PR09MB7723.namprd09.prod.outlook.com>
References: <PH0PR09MB77234C495F136D998C055C3481DF9@PH0PR09MB7723.namprd09.prod.outlook.com>
Message-ID: <CAGi=PhfMiACaFdUbWzDjG0Qfrk3XeQFQEEWZreA-baqeGAKTwA@mail.gmail.com>

Terri,

Wyoming does not.

On Wed, Jun 1, 2022 at 11:39 AM Gillis, Toni (DHR) <Toni.Gillis at delaware.gov>
wrote:

> No.
>
>
>
> *From:* Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
> *Sent:* Wednesday, June 1, 2022 1:37 PM
> *To:* NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <
> dhr_ncasg_survey_list at admws.idaho.gov>
> *Subject:* [NCASG] IT Incentives - please respond by 6/7/2022
> *Importance:* High
>
>
>
> Does your state provide targeted incentives for IT professionals? If so,
> please provide a high-level description by June 7. Any information you can
> share is appreciated. Let me know if you have questions. Thank you! ?
>
>
>
> IT professional incentive
>
> Compensation
>
> (e.g., flat rate, base pay %, maximum allowance, work time provided)
>
> Frequency
>
> (e.g., on-going, one-time, other)
>
> Differential based on job level or job family
>
> Name of training or certification/
>
> other information
>
> Signing bonus
>
>
>
>
>
>
>
>
>
> Recruitment referral incentive for current employees
>
>
>
>
>
>
>
>
>
> Retention incentive
>
>
>
>
>
>
>
>
>
> Continuing education pay
>
>
>
>
>
>
>
>
>
> Specialized training
>
>
>
>
>
>
>
>
>
> Payment for certifications
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
>
> *Terri Parker **(she/her/hers)*
>
> Compensation Policy & Planning Analyst
>
> OFM/ State Human Resources
>
> Cell 360-515-6299
>
> terri.parker at ofm.wa.gov | labor.relations at ofm.wa.gov
>
>
>


-- 
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.
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From Ellen.Zeller at state.sd.us  Thu Jun  2 04:53:02 2022
From: Ellen.Zeller at state.sd.us (Zeller, Ellen)
Date: Thu, 2 Jun 2022 10:53:02 +0000
Subject: [NCASG] IT Incentives - please respond by 6/7/2022
In-Reply-To: <DM6PR09MB477354E6B4440615C93588A8BFDF9@DM6PR09MB4773.namprd09.prod.outlook.com>
References: <DM6PR09MB477354E6B4440615C93588A8BFDF9@DM6PR09MB4773.namprd09.prod.outlook.com>
Message-ID: <SA0PR09MB698695C3744936C6BF2D3148D4DE9@SA0PR09MB6986.namprd09.prod.outlook.com>

South Dakota does not.

From: Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
Sent: Wednesday, June 1, 2022 12:37 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [EXT] [NCASG] IT Incentives - please respond by 6/7/2022
Importance: High

Does your state provide targeted incentives for IT professionals? If so, please provide a high-level description by June 7. Any information you can share is appreciated. Let me know if you have questions. Thank you! ?

IT professional incentive
Compensation
(e.g., flat rate, base pay %, maximum allowance, work time provided)
Frequency
(e.g., on-going, one-time, other)
Differential based on job level or job family
Name of training or certification/
other information
Signing bonus




Recruitment referral incentive for current employees




Retention incentive




Continuing education pay




Specialized training




Payment for certifications
















Terri Parker (she/her/hers)
Compensation Policy & Planning Analyst
OFM/ State Human Resources
Cell 360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov> | labor.relations at ofm.wa.gov<mailto:labor.relations at ofm.wa.gov>

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From Compensation at das.ohio.gov  Mon Jun  6 08:55:17 2022
From: Compensation at das.ohio.gov (Compensation at das.ohio.gov)
Date: Mon, 6 Jun 2022 14:55:17 +0000
Subject: [NCASG] IT Incentives - please respond by 6/7/2022
In-Reply-To: <DM6PR09MB477354E6B4440615C93588A8BFDF9@DM6PR09MB4773.namprd09.prod.outlook.com>
References: <DM6PR09MB477354E6B4440615C93588A8BFDF9@DM6PR09MB4773.namprd09.prod.outlook.com>
Message-ID: <DM6PR09MB59605CAEC9540007F6DDD53EBFA29@DM6PR09MB5960.namprd09.prod.outlook.com>

Good morning,

The State of Ohio does not offer any incentives identified below or any other incentives at this time to Information Technology professionals in any State of Ohio IT classification.

We do provide some of these incentives to other classifications pursuant to letters of agreement with associated unions.

These incentives include: signing bonus, referral incentives, retention incentives and education achievement.

Best regards,


Rene? Norris
Classification and Compensation Manager
Office of Talent Management
State Human Resources Division
614-466-3517
renee.norris at das.ohio.gov<mailto:renee.norris at das.ohio.gov>
[cid:image001.png at 01D87993.E77138A0]



From: Parker, Terri (OFM) <terri.parker at ofm.wa.gov>
Sent: Wednesday, June 1, 2022 1:37 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [NCASG] IT Incentives - please respond by 6/7/2022
Importance: High

Does your state provide targeted incentives for IT professionals? If so, please provide a high-level description by June 7. Any information you can share is appreciated. Let me know if you have questions. Thank you! ?

IT professional incentive
Compensation
(e.g., flat rate, base pay %, maximum allowance, work time provided)
Frequency
(e.g., on-going, one-time, other)
Differential based on job level or job family
Name of training or certification/
other information
Signing bonus




Recruitment referral incentive for current employees




Retention incentive




Continuing education pay




Specialized training




Payment for certifications
















Terri Parker (she/her/hers)
Compensation Policy & Planning Analyst
OFM/ State Human Resources
Cell 360-515-6299
terri.parker at ofm.wa.gov<mailto:terri.parker at ofm.wa.gov> | labor.relations at ofm.wa.gov<mailto:labor.relations at ofm.wa.gov>





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 <mailto:csc at ohio.gov> or click the Phish Alert Button if available.


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From john.wiesman at wisconsin.gov  Mon Jun  6 10:16:30 2022
From: john.wiesman at wisconsin.gov (Wiesman, John M - DOA)
Date: Mon, 6 Jun 2022 16:16:30 +0000
Subject: [NCASG] Does your state utilize a quartile pay range system?
Message-ID: <SA0PR09MB7402EE2D0BDF9A17EA226C8396A29@SA0PR09MB7402.namprd09.prod.outlook.com>

Hello all and happy start of summer! I am hopeful these two  questions can be answered in a jiffy.


  1.  Do you utilize a pay range quartile system with within-range pay progression for at least a significant number of your state employees? For example, do you have pay ranges divided into four sections, with flexible pay on appointment up some point in the pay range, and employees receive periodic pay adjustments based on performance and position in the pay range?


  1.  If you have a quartile (or very similar) system, and the pay range structure is increased by some amount or percentage, do all employees within the pay range typically receive the structure increase, in addition to periodic pay progression adjustments?

If you do have a pay range quartile system, can you provide a contact we can reach out to for more information?
Thank you!



[cid:image001.png at 01D87996.B3D389F0]<https://protect-us.mimecast.com/s/47d8C68Nx9UGBn3vfp_G4P?domain=doa.wi.gov>

JOHN WIESMAN | Compensation Specialist
Department of Administration
Division of Personnel Management
john.wiesman at wisconsin.gov<mailto:john.wiesman at wisconsin.gov>
Main DPM: (608) 266-9820 | Direct: (608) 266-1418



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From tina.bufford at doas.ga.gov  Thu Jun  9 15:07:20 2022
From: tina.bufford at doas.ga.gov (Bufford, Tina)
Date: Thu, 9 Jun 2022 21:07:20 +0000
Subject: [NCASG] WorkForce Report
Message-ID: <DM8PR09MB7029FC8B881678D592E6DFB1C9A79@DM8PR09MB7029.namprd09.prod.outlook.com>

Hi all,

To better our annual workforce (compensation) report we will be reaching out to our agency leadership and HR professionals. As state HR professionals, what information would you like to see on this type of report?  What would be some outstanding questions that we could ask our audience to gain feedback on this survey? Thank you in advance for your assistance.

7.1.2020 - 6.30-2021 Georgia Workforce Report<https://protect-us.mimecast.com/s/3pRzCPNEKQC5ppKMSzkiXg?domain=doas.ga.gov>

Tina Bufford, PHR, GCPA
Manager, Classification, Compensation, and GASCCP
Human Resources Administration
Georgia Department of Administrative Services<https://protect-us.mimecast.com/s/9y3HCQWGK7IN00kriPkdpb?domain=gcc02.safelinks.protection.outlook.com>
Office: (404) 463.1459
Cell: (404) 844.6724
tina.bufford at doas.ga.gov<mailto:tina.bufford at doas.ga.gov>

Lead. Empower. Collaborate
Facebook<https://protect-us.mimecast.com/s/edRLCR6JK1Ug22vBHPnP0T?domain=gcc02.safelinks.protection.outlook.com>, Twitter<https://protect-us.mimecast.com/s/cRhsCVOj2QiPGGx9SJFlzE?domain=gcc02.safelinks.protection.outlook.com>, or LinkedIn<https://protect-us.mimecast.com/s/8l6_CW60KqUyJJ5GimGgGy?domain=gcc02.safelinks.protection.outlook.com> page!

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From john.wiesman at wisconsin.gov  Tue Jun 21 14:15:06 2022
From: john.wiesman at wisconsin.gov (Wiesman, John M - DOA)
Date: Tue, 21 Jun 2022 20:15:06 +0000
Subject: [NCASG] Follow-up: Does your state utilize a quartile pay range
	system?
Message-ID: <SA0PR09MB74026A7A4201A3F70361E3CA96B39@SA0PR09MB7402.namprd09.prod.outlook.com>

Hello all!  If your state did not already respond, we would love to hear if your state uses pay range quartiles - or something similar - where pay on appointment and within-range pay progression is affected by an employee's position within the pay range.  I'm sorry this message is being re-sent to those who have already responded.

The two questions asked in the original email are as follows:


  1.  Do you utilize a pay range quartile system with within-range pay progression for at least a significant number of your state employees? For example, do you have pay ranges divided into four sections, with flexible pay on appointment up some point in the pay range, and employees receive periodic pay adjustments based on performance and position in the pay range?


  1.  If you have a quartile (or very similar) system, and the pay range structure is increased by some amount or percentage, do all employees within the pay range typically receive the structure increase, in addition to periodic pay progression adjustments?

If you do have a pay range quartile system (or something substantially similar), can you provide a contact we can reach out to for more information?
Thank you!



[cid:image001.png at 01D87996.B3D389F0]<https://protect-us.mimecast.com/s/tWy6Co2lnyHvvvz8i1NE-g?domain=doa.wi.gov>

JOHN WIESMAN | Compensation Specialist
Department of Administration
Division of Personnel Management
john.wiesman at wisconsin.gov<mailto:john.wiesman at wisconsin.gov>
Main DPM: (608) 266-9820 | Direct: (608) 266-1418



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From Thomas.Gjerde at calhr.ca.gov  Thu Jun 23 10:43:34 2022
From: Thomas.Gjerde at calhr.ca.gov (Gjerde, Thomas@CalHR)
Date: Thu, 23 Jun 2022 16:43:34 +0000
Subject: [NCASG] Question: Has your state ever evaluated the effectiveness
 of targeted pay differentials?
Message-ID: <BY3PR09MB797082DC8574F55D68AC151BCBB59@BY3PR09MB7970.namprd09.prod.outlook.com>

Good Morning NCASG Members,

A graduate student intern is working on an exciting compensation analysis for the State of California.

To identify best practices in other states, she is asking if your state has ever evaluated the effectiveness of pay differentials for targeted state jobs, and if so, could you share your findings or advice.

Please see Noelle Fa-Kaji's description of her project below, and contact her directly with your questions or resources. Thanks for your help. - Tom Gjerde, CalHR


Noelle's email:
Noelle.Fa-Kaji at dof.ca.gov<mailto:Noelle.Fa-Kaji at dof.ca.gov>

________________________________

Hello NCASG members,

I am a graduate student intern with the California Department of Finance, and this summer we are hoping to analyze the effectiveness of our efforts to recruit and retain state workers through pay differentials. We are reaching out to see if any members have conducted a similar analysis.

State Service in California
California has a unified pay scale for employees across the state. As a result, there are sometimes differences in costs of living in different locations, and the pay range may need to be increased in order to be competitive with the private sector; this is one way that pay differentials are used. We also have collective bargaining for rank-and-file state employees. This also contributes to the creation of pay differentials, such as in response to a high turnover rate or an incentive to retain knowledgeable employees in a department.

About California's Pay Differentials
There are over 400 unique pay differentials in California. Categories currently in use are:

*         Bilingual

*         Bonus or Incentive

*         Duties Specific

*         Educational

*         License or Certification

*         Longevity

*         Recruitment and Retention

*         Recruitment and Retention - Facility Based

*         Recruitment and Retention - Geographical

*         Relocation

*         Shift Differential
We are primarily interested in studying pay differentials categorized as for "recruitment and retention" in this project.

About This Project
Our first, general question seeks to find examples of specific pay differentials and their effects on recruiting and retaining state workers. Expanding out from those examples, our second question is to identify characteristics that could make a pay differential more or less effective. This could be specific stipulations like setting a restricted timeframe or making a pay differential conditional on a vacancy rate threshold, or perhaps more broadly job classes that have seen more or less success due to a pay differential. These findings would form the basis of a "best practices" recommendation for new pay differentials.

If this project sounds similar to any analysis conducted in your state, we would love to connect! Either any pointers to reports that may be available or possibly a short meeting would both be helpful.

Thank you for considering.

Best,
Noelle Fa-Kaji
Graduate Student Intern
Department of Finance, California
Noelle.Fa-Kaji at dof.ca.gov<mailto:Noelle.Fa-Kaji at dof.ca.gov>


________________________________

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From Janelle.Haynsworth at LA.GOV  Fri Jun 24 05:14:31 2022
From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth)
Date: Fri, 24 Jun 2022 11:14:31 +0000
Subject: [NCASG] 2022 NCASG Pay Practices Survey - Participation Open!
	(Survey 1 of 3)
Message-ID: <8292b00d4a79420dad65cf5cdad8c420@LA.GOV>

[cid:image009.jpg at 01D88791.A796DF80]


Good morning!

The National Compensation Association of State Governments invites your state to participate in the 2022 NCASG Pay Structures and Practices Survey. NCASG is a national organization composed of state government human resources professionals and serves as a forum for states to exchange information, professional expertise and knowledge related to state government employees. For more information on the NCASG, you may visit https://protect-us.mimecast.com/s/0rNzCADlX1SEnL0GuGM6v0?domain=ncasg.org to check out our new logo and view the information about the annual conference.

This survey is one of three surveys administered each year by the NCASG and participation is required per NCASG membership bylaws. The survey template is attached and responses are requested to be returned by August 31, 2022.

The NCASG Pay Structures and Practices Survey provides a wealth of information that states can use to make comparisons from year to year. Topics in this survey include information such as how each state defines its workforce, pay structures, pay ranges, employee counts, turnover, base pay increases, variable pay practices, promotions, overtime, how employees move through their respective pay ranges, strategies for setting pay, compensation initiatives and so much more!

Last year, 31 states from all over the U.S. participated in the survey. Last year's participants include:

[cid:image011.jpg at 01D88791.A796DF80]

As a participant, your state will receive a copy of the results at no charge - a $500 value! Participants also receive the benefit of receiving a pre-filled 2023 survey, which saves time on completing the survey next year. States that participated in the 2021 NCASG Pay Structures and Practices Survey will receive their pre-filled survey template in a separate email. If your state participated last year and you do not receive a pre-filled survey by COB today, please let me know.

Should you have any questions on the attached template or if more time is needed, you may reach out to me directly. My contact information is also provided on Table 19 in the attached survey template. Any feedback on the survey contents, format, etc. may be provided on this table as well. Don't forget to save the date for the annual conference that will be in Deadwood, South Dakota from October 9th - 12th!

Also, please note that the other two annual NCASG surveys will be coming soon from separate survey administrators:

  *   NCASG Benefits Survey from Lynn Hart of North Dakota
  *   NCASG Salary Survey from Steven Ainger of Iowa

Thank you for your participation,


Janelle Haynsworth, CCP
Compensation Program Manager
Louisiana State Civil Service
225.342.8266
janelle.haynsworth at la.gov<mailto:janelle.haynsworth at la.gov>

[cid:image001.png at 01D3C5B9.95C56680]<https://protect-us.mimecast.com/s/MhkFCBBmX6C8Mpqzt6IkUA?domain=civilservice.louisiana.gov>  [cid:image002.png at 01D3C5B9.95C56680] <https://protect-us.mimecast.com/s/Ec_RCDkoZ8U3nNpDcA3Zc-?domain=facebook.com>   [cid:image003.png at 01D3C5B9.95C56680] <https://protect-us.mimecast.com/s/vct6CERpXxfpgVykhPGLJS?domain=twitter.com>   [cid:image004.png at 01D3C5B9.95C56680] <https://protect-us.mimecast.com/s/5Yc4CG6rX8UA0Kn2sk89X1?domain=linkedin.com>   [cid:image005.png at 01D3C5B9.95C56680] <https://protect-us.mimecast.com/s/RnusCJ6xKQUK13OgIOGaI4?domain=youtube.com>   [cid:image006.png at 01D3C5B9.95C56680] <https://protect-us.mimecast.com/s/5FxVCKry7QC4BzKZFoTlhY?domain=instagram.com>



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