From Laura.L.Cooper at nebraska.gov Tue Mar 1 07:46:44 2022 From: Laura.L.Cooper at nebraska.gov (Cooper, Laura L) Date: Tue, 1 Mar 2022 14:46:44 +0000 Subject: [NCASG] Establishing new hire starting rate In-Reply-To: References: Message-ID: Doug, In Nebraska, most new hires are brought in at the minimum pay level for the classification. Exceptions depend on whether the position is covered by a specific labor union or personnel rules. Union positions have to have pay lines bargained, and we set other pay lines based on a variety of factors including market research, promotion/demotion gaps within series, and budget. * New hires generally come in at Step 1 of the NAPE contract. New hires for rules-covered positions can be brought in at the Minimum Hire Rate up to the Minimum Permanent Rate (5% increase), which is where they usually move at the end of six months' probation. * This base option can be altered via an Advanced Hiring Rate request, which is an in-grade for a potential hire. The form, requirements, and outline for that is attached. We do have to run those by the union when they exceed Step 12 of a NAPE pay line. 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: 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 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/e5zFCW60KqUzDNpEUmDfJU?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/2d9YCZ6nG0UPQXm6cNGggS?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: Rules - Delegated Advanced Hiring Rate (2).docx Type: application/vnd.openxmlformats-officedocument.wordprocessingml.document Size: 137959 bytes Desc: Rules - Delegated Advanced Hiring Rate (2).docx URL: From Compensation at das.ohio.gov Tue Mar 1 09:00:03 2022 From: Compensation at das.ohio.gov (Compensation at das.ohio.gov) Date: Tue, 1 Mar 2022 16:00:03 +0000 Subject: [NCASG] Establishing new hire starting rate In-Reply-To: References: Message-ID: Good morning everyone, The State of Ohio generally brings new hires into the step 1 rate. We do have a directive to allow for placement into a higher rate of pay. I have provided the directive which outlines the conditions for advanced step placement. https://protect-us.mimecast.com/s/_3rPCERpXxf1poZESNiS44?domain=das.ohio.gov Thank you, Renee' Norris, Class and Comp Manager Classification and Compensation group compensation at das.ohio.gov ________________________________ From: Cooper, Laura L Sent: Tuesday, March 1, 2022 9:46 AM To: Pine, Doug ; dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] Establishing new hire starting rate Doug, In Nebraska, most new hires are brought in at the minimum pay level for the classification. Exceptions depend on whether the position is covered by a specific labor union or personnel rules. Union positions have to have pay lines bargained, and we set other pay lines based on a variety of factors including market research, promotion/demotion gaps within series, and budget. * New hires generally come in at Step 1 of the NAPE contract. New hires for rules-covered positions can be brought in at the Minimum Hire Rate up to the Minimum Permanent Rate (5% increase), which is where they usually move at the end of six months? probation. * This base option can be altered via an Advanced Hiring Rate request, which is an in-grade for a potential hire. The form, requirements, and outline for that is attached. We do have to run those by the union when they exceed Step 12 of a NAPE pay line. 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: 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 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/PCfsCM8AK1UxzVnNu1aQ1r?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/_48JCPNEKQCv3ALpFmIRSu?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. 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: From Kim.Reynolds at oa.mo.gov Tue Mar 1 09:46:02 2022 From: Kim.Reynolds at oa.mo.gov (Reynolds, Kim) Date: Tue, 1 Mar 2022 16:46:02 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments Message-ID: Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image002.png at 01D4D525.24A42370] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/JQ5yCERpXxf1pPlZtN3ga0?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: From Janelle.Haynsworth at LA.GOV Wed Mar 2 07:50:49 2022 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Wed, 2 Mar 2022 14:50:49 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: <1675b04a45044ea894462d3657cbd250@LA.GOV> Hi Kim, We do not have legislation that mandates cost of living adjustments. In Louisiana, the rules enacted by our State Civil Service Commission have the effect of law. Although we have a variety of rules available for appointing authorities to use relative to pay flexibilities, the main vehicle by which classified employees move through their respective salary ranges is Rule 6.32, Market Adjustments. This rule has been in place since 2018. Let me know if I may assist with any additional questions? 6.32 Market Adjustments (a) To maintain market competitiveness, employees in active status six months prior to the disbursement date, except for those serving as classified When Actually Employed (WAE) employees, shall be granted a market adjustment. (b) The amount of base pay adjustment shall be as follows: 1. If the employee's hourly rate of pay is fixed at a point from the minimum up to the 1st quartile of his pay range, his pay shall be increased by 4%. 2. If the employee's hourly rate of pay is fixed at a point above the 1st quartile up to the midpoint of his pay range, his pay shall be increased by 3%. 3. If the employee's hourly rate of pay is fixed at a point above the midpoint up to the 3rd quartile of his pay range, his pay shall be increased by 2%. 4. If the employee's hourly rate of pay is fixed at a point above the 3rd quartile up to the maximum of his pay range, his pay shall be increased by 2%. (c) All increases herein authorized are subject to the requirement that no employee's pay shall exceed the maximum rate of pay established for the job. (d) Any adjustment or increase which an employee receives under the provisions of other rules, unless otherwise indicated, shall not affect such employee's ability to receive increases authorized under this rule. (e) An employee who has a current official overall Performance Evaluation of "Needs Improvement/Unsuccessful" or equivalent shall not be granted any increase under the provisions of this rule. (f) For all employees on detail to special duty, the market adjustment shall be calculated based upon the authorized rate of pay in his regular position. The employee's rate of pay while on detail shall be recalculated based on his new rate of pay in his regular position. An appointing authority may, for rational business reasons, request an exception to this rule from the Commission. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D3C5B9.95C56680] [cid:image002.png at 01D3C5B9.95C56680] [cid:image003.png at 01D3C5B9.95C56680] [cid:image004.png at 01D3C5B9.95C56680] [cid:image005.png at 01D3C5B9.95C56680] [cid:image006.png at 01D3C5B9.95C56680] From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Baskette, Sandra Subject: [NCASG] Legislation for Reoccurring Salary Adjustments EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image002.png at 01D4D525.24A42370] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/XuXHC68Nx9UV0ln8fBwCPr?domain=oacares.mo.gov ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 2745 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 1947 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 2129 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 1897 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2037 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image007.png Type: image/png Size: 2076 bytes Desc: image007.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.png Type: image/png Size: 7407 bytes Desc: image008.png URL: From Janelle.Haynsworth at LA.GOV Wed Mar 2 16:03:56 2022 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Wed, 2 Mar 2022 23:03:56 +0000 Subject: [NCASG] Establishing new hire starting rate In-Reply-To: References: Message-ID: <4727000dc96c48c8ac3e5a20d67e4f97@LA.GOV> Hi Doug, In Louisiana, we do not operate on a step system. All new hires start at the minimum unless one of the provisions of Rule 6.5 applies. Two of the most often used provisions are 6.5(b) for Special Entrance Rates and 6.5(g) for Extraordinary Qualifications. SERs are approved by State Civil Service and must be based on documented recruiting and/or retention difficulties. Most SERs tend to fall in between the minimum and 1st quartile of the pay range. 6.5(g) allows an appointing authority to hire an individual between the minimum and midpoint of the pay range if the applicant possesses qualifications above the minimum quals. Requests above the midpoint must come to State Civil Service for approval. We have put together some guidelines for use in our Compensation Administration Guide. Here is a snip, below. [cid:image008.jpg at 01D82E57.7D165E40] Let me know if I may assist with any further questions? 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: 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 EXTERNAL EMAIL: Please do not click on links or attachments unless you know the content is safe. 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/wYnjCmZj0yU1AjyOt4IDQw?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/zBwnCpYmo2IQvn4YH30ZQj?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. ________________________________ 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: 70013 bytes Desc: image008.jpg URL: From Kim.Reynolds at oa.mo.gov Tue Mar 8 18:01:41 2022 From: Kim.Reynolds at oa.mo.gov (Reynolds, Kim) Date: Wed, 9 Mar 2022 01:01:41 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image002.png at 01D4D525.24A42370] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/QfUnC4x3vLtYrgM3UOQlW7?domain=oacares.mo.gov [cid:image004.png at 01D82D8B.5BD74BD0] https://protect-us.mimecast.com/s/JDGQC5y4wLFgAE54tOFUn9?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Baskette, Sandra ; OA.Compensation Surveys Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image002.png at 01D4D525.24A42370] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/QfUnC4x3vLtYrgM3UOQlW7?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From Ellen.Zeller at state.sd.us Wed Mar 9 07:07:04 2022 From: Ellen.Zeller at state.sd.us (Zeller, Ellen) Date: Wed, 9 Mar 2022 14:07:04 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: South Dakota does now. Salary appropriations are determined each year based on revenue and affordability. From: Reynolds, Kim Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [EXT] [NCASG] Legislation for Reoccurring Salary Adjustments Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D8338C.A852B420] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/4eXwCn5kmOflnY1Mi9qF6Z?domain=oacares.mo.gov [cid:image002.png at 01D8338C.A852B420] https://protect-us.mimecast.com/s/dlvuCo2lnyHlk01xizV7C-?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D8338C.A852B420] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/4eXwCn5kmOflnY1Mi9qF6Z?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From mike.bonds at arkansas.gov Wed Mar 9 07:12:13 2022 From: mike.bonds at arkansas.gov (Mike Bonds) Date: Wed, 9 Mar 2022 14:12:13 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim, Arkansas does not. Mike From: Zeller, Ellen Sent: Wednesday, March 9, 2022 8:07 AM To: Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ South Dakota does now. Salary appropriations are determined each year based on revenue and affordability. From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [EXT] [NCASG] Legislation for Reoccurring Salary Adjustments Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D8338D.61645400] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/BzdXCERpXxf1BD1PUNNNV_?domain=oacares.mo.gov [cid:image002.png at 01D8338D.61645400] https://protect-us.mimecast.com/s/Qv16CG6rX8UWwMWgt7dh91?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D8338D.61645400] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/BzdXCERpXxf1BD1PUNNNV_?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From Darby.Forrester at personnel.alabama.gov Wed Mar 9 07:43:35 2022 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Wed, 9 Mar 2022 14:43:35 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim - Alabama has no legislation that requires a cost of living adjustment. Only the state legislature can grant a COLA and we usually get one every 4 years (like this year we get 4%) I don't consider them a COLA more of a "please re-elect me increase We are still on the step system - employees can get a 2 step or 5% increase annually based on their performance score (guess what, most everyone scores high enough to get the 2 steps) and an employee progresses through the range until they top out. But it's not market based increases Darby From: Zeller, Ellen Sent: Wednesday, March 9, 2022 8:07 AM To: Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments South Dakota does now. Salary appropriations are determined each year based on revenue and affordability. From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [EXT] [NCASG] Legislation for Reoccurring Salary Adjustments Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D83391.BA9BB230] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/a1OnCDkoZ8UjX20zfWfBAi?domain=oacares.mo.gov [cid:image002.png at 01D83391.BA9BB230] https://protect-us.mimecast.com/s/xAX4CG6rX8UWwxGRHpv5oP?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D83391.BA9BB230] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/a1OnCDkoZ8UjX20zfWfBAi?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From meghan.connor2 at wyo.gov Wed Mar 9 07:55:12 2022 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Wed, 9 Mar 2022 07:55:12 -0700 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Wyoming does not. Meghan On Wed, Mar 9, 2022 at 7:12 AM Mike Bonds wrote: > Kim, > > > > Arkansas does not. > > > > Mike > > > > *From:* Zeller, Ellen > *Sent:* Wednesday, March 9, 2022 8:07 AM > *To:* Reynolds, Kim ; 'NCASG Surveys ( > dhr_ncasg_survey_list at admws.idaho.gov)' < > dhr_ncasg_survey_list at admws.idaho.gov> > *Cc:* Baskette, Sandra > *Subject:* Re: [NCASG] Legislation for Reoccurring Salary Adjustments > > > > This message originated *outside DFA*. Please use proper judgment and > caution when opening attachments, clicking links, or responding to this > email. > > > ------------------------------ > > South Dakota does now. Salary appropriations are determined each year > based on revenue and affordability. > > > > *From:* Reynolds, Kim > *Sent:* Tuesday, March 8, 2022 7:02 PM > *To:* 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' < > dhr_ncasg_survey_list at admws.idaho.gov> > *Cc:* Baskette, Sandra > *Subject:* Re: [EXT] [NCASG] Legislation for Reoccurring Salary > Adjustments > > > > Hi all ? > > > > I sent out the following survey last week. I?ve received several responses > and I appreciate the information I have been able to receive so far. I did > want to send a follow-up question to ensure I?m not missing any responses > from states who might do annual increases that are not necessarily > considered cost of living adjustments. > > > > Do any of you have legislation (other than what has been shared already) > or a standard process that helps to determine market based increases each > year? For example, team members making less than their market rate would > receive a certain increase, while those team members paid at or above > market might receive a lesser increase or no increase at all. > > > > Thanks again. > > > > *Kim Reynolds* > > Manager of Classification & Compensation > > State of Missouri | Office of Administration | Division of Personnel > > (573) 751-1665 | kim.reynolds at oa.mo.gov > > How did we do? https://protect-us.mimecast.com/s/1c1fCG6rX8UWwv0wTK9cqz?domain=oacares.mo.gov > > > > https://protect-us.mimecast.com/s/EbvWCJ6xKQUpxN1xSGZb8P?domain=oa2.mo.gov > > > > *From:* Reynolds, Kim > *Sent:* Tuesday, March 1, 2022 10:46 AM > *To:* NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) < > dhr_ncasg_survey_list at admws.idaho.gov> > *Cc:* Baskette, Sandra ; OA.Compensation > Surveys > *Subject:* Legislation for Reoccurring Salary Adjustments > > > > Good morning ? > > > > A few years ago, the State of Missouri moved from stepped salary ranges > and 850+ job classifications down to ~450 job classifications and stepless > salary ranges. Following this, we have attempted to maintain our salary > structures as minimum wage adjustments, cost of living increases, economic > indicator data, and appropriations have fluctuated. In order to work > towards a potential solution, we are asking for your state?s feedback on > the below item. > > > > Does your state have any legislation in effect that requires cost of > living adjustments (or similar) on a reoccurring basis? If so, could you > please share the statute related to that with us? > > > > Thanks in advance! > > > > > > *Kim Reynolds* > > Manager of Classification & Compensation > > State of Missouri | Office of Administration | Division of Personnel > > (573) 751-1665 | kim.reynolds at oa.mo.gov > > How did we do? https://protect-us.mimecast.com/s/1c1fCG6rX8UWwv0wTK9cqz?domain=oacares.mo.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. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: not available URL: From brandy.malatesta at state.co.us Wed Mar 9 08:19:59 2022 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Wed, 9 Mar 2022 08:19:59 -0700 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Good Morning! Colorado does not have required increases in Statute. The approach taken over the last several years by the legislature is an across the board increase that is the same percentage for all employees. Let me know if you have any other 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 | careers.colorado.gov *Upcoming Time Off: February 25, 2022, April 25-May 6, 2022 (tentative)* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Tue, Mar 8, 2022 at 6:02 PM Reynolds, Kim wrote: > Hi all ? > > > > I sent out the following survey last week. I?ve received several responses > and I appreciate the information I have been able to receive so far. I did > want to send a follow-up question to ensure I?m not missing any responses > from states who might do annual increases that are not necessarily > considered cost of living adjustments. > > > > Do any of you have legislation (other than what has been shared already) > or a standard process that helps to determine market based increases each > year? For example, team members making less than their market rate would > receive a certain increase, while those team members paid at or above > market might receive a lesser increase or no increase at all. > > > > Thanks again. > > > > [image: cid:image002.png at 01D4D525.24A42370] > > *Kim Reynolds* > > Manager of Classification & Compensation > > State of Missouri | Office of Administration | Division of Personnel > > (573) 751-1665 | kim.reynolds at oa.mo.gov > > How did we do? https://protect-us.mimecast.com/s/dyU1C31Xrwu7Zr7vc2ygqZ?domain=oacares.mo.gov > > > > > [image: cid:image004.png at 01D82D8B.5BD74BD0] > > https://protect-us.mimecast.com/s/qWKZC5y4wLFgArg1sxlHv2?domain=oa2.mo.gov > > > > > *From:* Reynolds, Kim > *Sent:* Tuesday, March 1, 2022 10:46 AM > *To:* NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) < > dhr_ncasg_survey_list at admws.idaho.gov> > *Cc:* Baskette, Sandra ; OA.Compensation > Surveys > *Subject:* Legislation for Reoccurring Salary Adjustments > > > > Good morning ? > > > > A few years ago, the State of Missouri moved from stepped salary ranges > and 850+ job classifications down to ~450 job classifications and stepless > salary ranges. Following this, we have attempted to maintain our salary > structures as minimum wage adjustments, cost of living increases, economic > indicator data, and appropriations have fluctuated. In order to work > towards a potential solution, we are asking for your state?s feedback on > the below item. > > > > Does your state have any legislation in effect that requires cost of > living adjustments (or similar) on a reoccurring basis? If so, could you > please share the statute related to that with us? > > > > Thanks in advance! > > > > > > [image: cid:image002.png at 01D4D525.24A42370] > > *Kim Reynolds* > > Manager of Classification & Compensation > > State of Missouri | Office of Administration | Division of Personnel > > (573) 751-1665 | kim.reynolds at oa.mo.gov > > How did we do? https://protect-us.mimecast.com/s/dyU1C31Xrwu7Zr7vc2ygqZ?domain=oacares.mo.gov > > > > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: not available URL: From Laura.L.Cooper at nebraska.gov Wed Mar 9 08:22:31 2022 From: Laura.L.Cooper at nebraska.gov (Cooper, Laura L) Date: Wed, 9 Mar 2022 15:22:31 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim, I didn't see your original email, but Nebraska does not have any statutory requirements for reoccurring salary increases. The closest statutes would be the Collective Bargaining Act (Nebraska Revised Statute 81-1372) and the Industrial Relations Commission powers to resolve wage cases (Nebraska Revised Statute 48-818). 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: Zeller, Ellen Sent: Wednesday, March 9, 2022 8:07 AM To: Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments South Dakota does now. Salary appropriations are determined each year based on revenue and affordability. From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [EXT] [NCASG] Legislation for Reoccurring Salary Adjustments Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D83397.333F14C0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/-JDfC2kNqWUK7D0KT2H-_F?domain=oacares.mo.gov [cid:image002.png at 01D83397.333F14C0] https://protect-us.mimecast.com/s/_sIJC4x3vLtYrwRYsMpjFb?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D83397.333F14C0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/-JDfC2kNqWUK7D0KT2H-_F?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From Doug.Pine at vermont.gov Wed Mar 9 08:28:44 2022 From: Doug.Pine at vermont.gov (Pine, Doug) Date: Wed, 9 Mar 2022 15:28:44 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim - Vermont does not have any statutory requirements for reoccurring salary increases. 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/HxxKCXDlX5SBmLxAU6Rjwa?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/0fhUCZ6nG0UPzW3vHK6Y1Y?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. From: Cooper, Laura L Sent: Wednesday, March 09, 2022 10:23 AM To: Zeller, Ellen ; Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments EXTERNAL SENDER: Do not open attachments or click on links unless you recognize and trust the sender. Kim, I didn't see your original email, but Nebraska does not have any statutory requirements for reoccurring salary increases. The closest statutes would be the Collective Bargaining Act (Nebraska Revised Statute 81-1372) and the Industrial Relations Commission powers to resolve wage cases (Nebraska Revised Statute 48-818). 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: Zeller, Ellen > Sent: Wednesday, March 9, 2022 8:07 AM To: Reynolds, Kim >; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments South Dakota does now. Salary appropriations are determined each year based on revenue and affordability. From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [EXT] [NCASG] Legislation for Reoccurring Salary Adjustments Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D833A0.72762940] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/gTSyC730yXhELBOMtkRyui?domain=oacares.mo.gov [cid:image002.png at 01D833A0.72762940] https://protect-us.mimecast.com/s/a5lhC9rNAgCR8w5nIBP5b7?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D833A0.72762940] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/gTSyC730yXhELBOMtkRyui?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From lyhart at nd.gov Wed Mar 9 09:06:51 2022 From: lyhart at nd.gov (Hart, Lynn L.) Date: Wed, 9 Mar 2022 16:06:51 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim, For North Dakota, we do not have any such recurring adjustments. In theory, our legislatively approved salary increases are all performance based. At times in the past we have also granted equity adjustments that have been market based and/or based on position within the salary range. We rarely make adjustments that are directly linked to cost of living, though we have provided some supplemental pay for jobs in areas where the market has been impacted by the oil industry. That said, we may be making some recommendations for equity adjustments in our legislative session next year. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/FY-gCn5kmOflQGm7C9RKB1?domain=omb.nd.gov [cid:image003.png at 01D8339D.640E7220] From: Reynolds, Kim Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D8339D.03279F40] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/l5G3CpYmo2IQPzAnfYe7Rd?domain=oacares.mo.gov [cid:image002.png at 01D8339D.03279F40] https://protect-us.mimecast.com/s/VbXICrkoq9UwXA28tj1t0K?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D8339D.03279F40] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/l5G3CpYmo2IQPzAnfYe7Rd?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 13428 bytes Desc: image003.png URL: From Guy.Bramonte at csc.nj.gov Wed Mar 9 09:23:17 2022 From: Guy.Bramonte at csc.nj.gov (Bramonte, Guy [CSC]) Date: Wed, 9 Mar 2022 16:23:17 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim, NJ does not have any statutory requirements for reoccurring salary increases. We have a step system in place and across-the-board salary adjustments (aka cost of living increases) are contractual. Thanks. Guy J. Bramonte Supervisor, Classification & Compensation Unit NJ Civil Service Commission Phone: (609) 984-1145 Fax: (609) 777-0937 From: Hart, Lynn L. [mailto:lyhart at nd.gov] Sent: Wednesday, March 9, 2022 11:07 AM To: Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: [EXTERNAL] Re: [NCASG] Legislation for Reoccurring Salary Adjustments Kim, For North Dakota, we do not have any such recurring adjustments. In theory, our legislatively approved salary increases are all performance based. At times in the past we have also granted equity adjustments that have been market based and/or based on position within the salary range. We rarely make adjustments that are directly linked to cost of living, though we have provided some supplemental pay for jobs in areas where the market has been impacted by the oil industry. That said, we may be making some recommendations for equity adjustments in our legislative session next year. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/xxokCR6JK1Un8GPKs9cKlh?domain=omb.nd.gov [cid:image003.png at 01D833A7.9E667760] From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image004.png at 01D833A7.9E667760] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/m7pmCW60KqUzv6wptKuurm?domain=oacares.mo.gov [cid:image005.png at 01D833A7.9E667760] https://protect-us.mimecast.com/s/cJAKCYEmY5UkPDo0SMfu_b?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image004.png at 01D833A7.9E667760] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/m7pmCW60KqUzv6wptKuurm?domain=oacares.mo.gov CONFIDENTIALITY NOTICE: This e-mail, including any attachments, may include advisory, consultative and/or deliberative material and, if so, is privileged and/or confidential and not a public document. Any information in this e-mail identifying an employee subject to the jurisdiction of the Civil Service Commission is confidential. If you received this e-mail in error, you are not authorized to review, transmit, convert to hard copy, copy, or in any way further use or disseminate this e-mail or any attachments to it. You must immediately notify the sender and delete this message. If the email you received in error contained protected employee information, you must also notify CSC's Privacy Officer immediately at https://protect-us.mimecast.com/s/_y0pC1wNp4unK6wjsyqW-d?domain=info.csc.state.nj.us, confirming in writing that you deleted the email(s)/attachment(s) and that you did not/will not further use or disclose the information contained in the email. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 13428 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 7407 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 115940 bytes Desc: image005.png URL: From wendy.a.mays at wv.gov Wed Mar 9 09:38:40 2022 From: wendy.a.mays at wv.gov (Mays, Wendy A) Date: Wed, 9 Mar 2022 11:38:40 -0500 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: West Virginia does not. On Wed, Mar 9, 2022 at 10:20 AM Malatesta - DPA, Brandy < brandy.malatesta at state.co.us> wrote: > Good Morning! > > Colorado does not have required increases in Statute. The approach taken > over the last several years by the legislature is an across the board > increase that is the same percentage for all employees. > > Let me know if you have any other 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 > > | careers.colorado.gov > > > > *Upcoming Time Off: February 25, 2022, April 25-May 6, 2022 (tentative)* > > *DPA core values: Service | Teamwork | Integrity | Responsiveness | > Transparency* > > > > > > On Tue, Mar 8, 2022 at 6:02 PM Reynolds, Kim > wrote: > >> Hi all ? >> >> >> >> I sent out the following survey last week. I?ve received several >> responses and I appreciate the information I have been able to receive so >> far. I did want to send a follow-up question to ensure I?m not missing any >> responses from states who might do annual increases that are not >> necessarily considered cost of living adjustments. >> >> >> >> Do any of you have legislation (other than what has been shared already) >> or a standard process that helps to determine market based increases each >> year? For example, team members making less than their market rate would >> receive a certain increase, while those team members paid at or above >> market might receive a lesser increase or no increase at all. >> >> >> >> Thanks again. >> >> >> >> [image: cid:image002.png at 01D4D525.24A42370] >> >> *Kim Reynolds* >> >> Manager of Classification & Compensation >> >> State of Missouri | Office of Administration | Division of Personnel >> >> (573) 751-1665 | kim.reynolds at oa.mo.gov >> >> How did we do? https://protect-us.mimecast.com/s/OdMsCYEmY5UkPkp6H9LPHU?domain=oacares.mo.gov >> >> >> >> >> [image: cid:image004.png at 01D82D8B.5BD74BD0] >> >> https://protect-us.mimecast.com/s/GTUQC1wNp4unKnBETYA7NU?domain=oa2.mo.gov >> >> >> >> >> *From:* Reynolds, Kim >> *Sent:* Tuesday, March 1, 2022 10:46 AM >> *To:* NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) < >> dhr_ncasg_survey_list at admws.idaho.gov> >> *Cc:* Baskette, Sandra ; OA.Compensation >> Surveys >> *Subject:* Legislation for Reoccurring Salary Adjustments >> >> >> >> Good morning ? >> >> >> >> A few years ago, the State of Missouri moved from stepped salary ranges >> and 850+ job classifications down to ~450 job classifications and stepless >> salary ranges. Following this, we have attempted to maintain our salary >> structures as minimum wage adjustments, cost of living increases, economic >> indicator data, and appropriations have fluctuated. In order to work >> towards a potential solution, we are asking for your state?s feedback on >> the below item. >> >> >> >> Does your state have any legislation in effect that requires cost of >> living adjustments (or similar) on a reoccurring basis? If so, could you >> please share the statute related to that with us? >> >> >> >> Thanks in advance! >> >> >> >> >> >> [image: cid:image002.png at 01D4D525.24A42370] >> >> *Kim Reynolds* >> >> Manager of Classification & Compensation >> >> State of Missouri | Office of Administration | Division of Personnel >> >> (573) 751-1665 | kim.reynolds at oa.mo.gov >> >> How did we do? https://protect-us.mimecast.com/s/OdMsCYEmY5UkPkp6H9LPHU?domain=oacares.mo.gov >> >> >> >> >> >> > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: not available URL: From tina.bufford at doas.ga.gov Wed Mar 9 09:51:52 2022 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Wed, 9 Mar 2022 16:51:52 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim, Georgia does not. From: Mike Bonds Sent: Wednesday, March 9, 2022 9:12 AM To: Zeller, Ellen ; Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments 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. Kim, Arkansas does not. Mike From: Zeller, Ellen > Sent: Wednesday, March 9, 2022 8:07 AM To: Reynolds, Kim >; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ South Dakota does now. Salary appropriations are determined each year based on revenue and affordability. From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [EXT] [NCASG] Legislation for Reoccurring Salary Adjustments Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D833AC.0F56D510] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/GFSSCPNEKQCvq5K4izUMgI?domain=oacares.mo.gov [cid:image002.png at 01D833AC.0F56D510] https://protect-us.mimecast.com/s/Er5fCR6JK1Un8gvrhPP-wD?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D833AC.0F56D510] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/GFSSCPNEKQCvq5K4izUMgI?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From paul.christianson at state.mn.us Wed Mar 9 11:33:53 2022 From: paul.christianson at state.mn.us (Christianson, Paul (MMB)) Date: Wed, 9 Mar 2022 18:33:53 +0000 Subject: [NCASG] Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Kim, the short answer for Minnesota is no. There has been legislation introduced in the last couple of sessions to automatically adjust the pay of State Troopers depending on survey findings of select police departments in the state. While that didn't pass, the survey portion did so once every two years our state auditor must conduct a survey of about 30 police department in the State of Minnesota and report findings. No automatic adjustments are made because of the survey, but those findings are now part of bargaining. Thanks, Paul Paul Christianson Compensation Consultant | Enterprise Employee Resources 651-259-3624 (office) Minnesota Management and Budget 658 Cedar Street, Saint Paul, MN 55155 https://protect-us.mimecast.com/s/g8SRCYEmY5UkP5BoF0QlSr?domain=mn.gov From: Reynolds, Kim Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments This message may be from an external email source. Do not select links or open attachments unless verified. Report all suspicious emails to Minnesota IT Services Security Operations Center. ________________________________ Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image001.png at 01D833B1.76B28AB0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/D_s-C1wNp4unK8WwIpbeDX?domain=oacares.mo.gov [cid:image002.png at 01D833B1.76B28AB0] https://protect-us.mimecast.com/s/K3nUC31Xrwu7VZNYIQzqwk?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image001.png at 01D833B1.76B28AB0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/D_s-C1wNp4unK8WwIpbeDX?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 7407 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 115940 bytes Desc: image002.png URL: From brbrill at pa.gov Mon Mar 21 05:34:42 2022 From: brbrill at pa.gov (Brill, Brittainy) Date: Mon, 21 Mar 2022 11:34:42 +0000 Subject: [NCASG] [External] Re: Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Good morning, The Commonwealth of Pennsylvania does not provide market-based increases. Our basic pay structures that cover most employees are not designed to provide increases based on changes in the market or a comparison to the market. Thank you, Brittainy Brill | Job Specification Analyst PA Office of Administration | Bureau of Organization Management Classification Plan Management Division Finance Building | 613 North Street | Hbg PA 17120 Phone: 717.705.5645 | Fax: 717.783.1875 https://protect-us.mimecast.com/s/8scuCZ6nG0UP3gGRIzbfgt?domain=oa.pa.gov From: Hart, Lynn L. Sent: Wednesday, March 9, 2022 11:07 AM To: Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: [External] Re: [NCASG] Legislation for Reoccurring Salary Adjustments ATTENTION: This email message is from an external sender. Do not open links or attachments from unknown sources. To report suspicious email, forward the message as an attachment to CWOPA_SPAM at pa.gov. Kim, For North Dakota, we do not have any such recurring adjustments. In theory, our legislatively approved salary increases are all performance based. At times in the past we have also granted equity adjustments that have been market based and/or based on position within the salary range. We rarely make adjustments that are directly linked to cost of living, though we have provided some supplemental pay for jobs in areas where the market has been impacted by the oil industry. That said, we may be making some recommendations for equity adjustments in our legislative session next year. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/ZjE6C2kNqWUKN3jGHB5RO1?domain=omb.nd.gov [cid:image003.png at 01D83CF6.1A75D1A0] From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image004.png at 01D83CF6.1A75D1A0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/txg6C4x3vLtYp5oWfVLP0z?domain=oacares.mo.gov [cid:image005.png at 01D83CF6.1A75D1A0] https://protect-us.mimecast.com/s/6mbIC68Nx9UVnmD9hBAGbP?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image004.png at 01D83CF6.1A75D1A0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/txg6C4x3vLtYp5oWfVLP0z?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 13428 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 7407 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 115940 bytes Desc: image005.png URL: From Judy.Millar at sao.texas.gov Mon Mar 21 10:36:19 2022 From: Judy.Millar at sao.texas.gov (Judy Millar) Date: Mon, 21 Mar 2022 16:36:19 +0000 Subject: [NCASG] Texas Request Message-ID: <7a45c2ed20864d51bdc42917000b2cd2@sao.texas.gov> Good morning, I was looking for a current NCASG contact and email list would you be the person I need to contact for this? Regards, Judy [State Auditor's Office] Judy Millar, CCP Senior Classification Analyst 512-936-9303 This message contains information which may be an audit working paper and/or may be confidential, privileged, or otherwise exempt from the requirements of the Public Information Act. Please contact the State Auditor's Office at publicinformation at sao.texas.gov if this email message or any associated attachments are requested, or are part of documents responsive to a request, under the Public Information Act. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.gif Type: image/gif Size: 3999 bytes Desc: image001.gif URL: From mike.bonds at arkansas.gov Mon Mar 21 14:23:02 2022 From: mike.bonds at arkansas.gov (Mike Bonds) Date: Mon, 21 Mar 2022 20:23:02 +0000 Subject: [NCASG] [External] Re: Legislation for Reoccurring Salary Adjustments In-Reply-To: References: Message-ID: Arkansas stopped giving cost of living adjustments in 2017. Arkansas moved to a performance-based system of merit increases to base salary. The average increase has been about 2.2% annually, but for individual employees, the increase has been as high as 7.5%. 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: Brill, Brittainy Sent: Monday, March 21, 2022 6:35 AM To: Hart, Lynn L. ; Reynolds, Kim ; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Cc: Baskette, Sandra Subject: Re: [NCASG] [External] Re: Legislation for Reoccurring Salary Adjustments This message originated outside DFA. Please use proper judgment and caution when opening attachments, clicking links, or responding to this email. ________________________________ Good morning, The Commonwealth of Pennsylvania does not provide market-based increases. Our basic pay structures that cover most employees are not designed to provide increases based on changes in the market or a comparison to the market. Thank you, Brittainy Brill | Job Specification Analyst PA Office of Administration | Bureau of Organization Management Classification Plan Management Division Finance Building | 613 North Street | Hbg PA 17120 Phone: 717.705.5645 | Fax: 717.783.1875 https://protect-us.mimecast.com/s/jG26Crkoq9UwWo6Xt7v4ip?domain=oa.pa.gov From: Hart, Lynn L. > Sent: Wednesday, March 9, 2022 11:07 AM To: Reynolds, Kim >; 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: [External] Re: [NCASG] Legislation for Reoccurring Salary Adjustments ATTENTION: This email message is from an external sender. Do not open links or attachments from unknown sources. To report suspicious email, forward the message as an attachment to CWOPA_SPAM at pa.gov. Kim, For North Dakota, we do not have any such recurring adjustments. In theory, our legislatively approved salary increases are all performance based. At times in the past we have also granted equity adjustments that have been market based and/or based on position within the salary range. We rarely make adjustments that are directly linked to cost of living, though we have provided some supplemental pay for jobs in areas where the market has been impacted by the oil industry. That said, we may be making some recommendations for equity adjustments in our legislative session next year. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/g8YjCwpwyrU029PXi9eO3X?domain=omb.nd.gov [cid:image002.png at 01D83D37.8CED09B0] From: Reynolds, Kim > Sent: Tuesday, March 8, 2022 7:02 PM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' > Cc: Baskette, Sandra > Subject: Re: [NCASG] Legislation for Reoccurring Salary Adjustments ***** CAUTION: This email originated from an outside source. Do not click links or open attachments unless you know they are safe. ***** Hi all - I sent out the following survey last week. I've received several responses and I appreciate the information I have been able to receive so far. I did want to send a follow-up question to ensure I'm not missing any responses from states who might do annual increases that are not necessarily considered cost of living adjustments. Do any of you have legislation (other than what has been shared already) or a standard process that helps to determine market based increases each year? For example, team members making less than their market rate would receive a certain increase, while those team members paid at or above market might receive a lesser increase or no increase at all. Thanks again. [cid:image003.png at 01D83D37.8CED09B0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/bIHnCyPyAXH6pkJEUNzunV?domain=oacares.mo.gov [cid:image004.png at 01D83D37.8CED09B0] https://protect-us.mimecast.com/s/Uoo3CADlX1Sr82VMf2EsUK?domain=oa2.mo.gov From: Reynolds, Kim Sent: Tuesday, March 1, 2022 10:46 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Baskette, Sandra >; OA.Compensation Surveys > Subject: Legislation for Reoccurring Salary Adjustments Good morning - A few years ago, the State of Missouri moved from stepped salary ranges and 850+ job classifications down to ~450 job classifications and stepless salary ranges. Following this, we have attempted to maintain our salary structures as minimum wage adjustments, cost of living increases, economic indicator data, and appropriations have fluctuated. In order to work towards a potential solution, we are asking for your state's feedback on the below item. Does your state have any legislation in effect that requires cost of living adjustments (or similar) on a reoccurring basis? If so, could you please share the statute related to that with us? Thanks in advance! [cid:image003.png at 01D83D37.8CED09B0] Kim Reynolds Manager of Classification & Compensation State of Missouri | Office of Administration | Division of Personnel (573) 751-1665 | kim.reynolds at oa.mo.gov How did we do? https://protect-us.mimecast.com/s/bIHnCyPyAXH6pkJEUNzunV?domain=oacares.mo.gov -------------- 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: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 13428 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 7407 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 115940 bytes Desc: image004.png URL: From Jen.A.CONEY at das.oregon.gov Fri Mar 25 10:02:41 2022 From: Jen.A.CONEY at das.oregon.gov (CONEY Jen A * DAS) Date: Fri, 25 Mar 2022 16:02:41 +0000 Subject: [NCASG] Lived Experience Message-ID: Greetings and happy spring! I am curious if any of your departments are having conversations about the application of (or if you have implemented) lived experience in minimum qualifications for any of your classifications. Any feedback or insight is much appreciated! Thanks much, Jen Jen Coney, HR Administrator Chief Human Resources Office Classification and Compensation | HR Client Services 503.949.6169 [CHRO vt sig] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 8340 bytes Desc: image001.jpg URL: From brandy.malatesta at state.co.us Fri Mar 25 11:30:30 2022 From: brandy.malatesta at state.co.us (Malatesta - DPA, Brandy) Date: Fri, 25 Mar 2022 11:30:30 -0600 Subject: [NCASG] Lived Experience In-Reply-To: References: Message-ID: Hey Jen! Colorado is looking at Skills Based hiring and we expect an Executive Order soon. Very early stages. Maryland recently removed the 4 year degree. As an example, their job specification for the HR Officer I is below. You can see that the degree has moved to the substitutions. [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: April 25-29, 2022, May 13, 2022, June 6-7, 2022* *DPA core values: Service | Teamwork | Integrity | Responsiveness | Transparency* On Fri, Mar 25, 2022 at 11:18 AM CONEY Jen A * DAS < Jen.A.CONEY at das.oregon.gov> wrote: > Greetings and happy spring! > > > > I am curious if any of your departments are having conversations about the > application of (or if you have implemented) lived experience in minimum > qualifications for any of your classifications. Any feedback or insight is > much appreciated! > > > > Thanks much, > > Jen > > > > > > > > Jen Coney, HR Administrator > > Chief Human Resources Office > > Classification and Compensation | HR Client Services > > 503.949.6169 > > [image: CHRO vt sig] > > > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 8340 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image.png Type: image/png Size: 79617 bytes Desc: not available URL: From Ellen.Zeller at state.sd.us Fri Mar 25 12:38:29 2022 From: Ellen.Zeller at state.sd.us (Zeller, Ellen) Date: Fri, 25 Mar 2022 18:38:29 +0000 Subject: [NCASG] Lived Experience In-Reply-To: References: Message-ID: South Dakota does not have minimum qualifications and we are not considering lived experiences. From: CONEY Jen A * DAS Sent: Friday, March 25, 2022 11:03 AM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] [NCASG] Lived Experience Greetings and happy spring! I am curious if any of your departments are having conversations about the application of (or if you have implemented) lived experience in minimum qualifications for any of your classifications. Any feedback or insight is much appreciated! Thanks much, Jen Jen Coney, HR Administrator Chief Human Resources Office Classification and Compensation | HR Client Services 503.949.6169 [CHRO vt sig] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.jpg Type: image/jpeg Size: 8340 bytes Desc: image001.jpg URL: From lyhart at nd.gov Fri Mar 25 13:36:35 2022 From: lyhart at nd.gov (Hart, Lynn L.) Date: Fri, 25 Mar 2022 19:36:35 +0000 Subject: [NCASG] Quick outsourcing question Message-ID: Friends & colleagues: Have any of you outsourced FMLA administration? If so, can you suggest a vendor that would be worth exploring? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/t9T2CqxnpZtLy938uZZ9IY?domain=omb.nd.gov [cid:image001.png at 01D84055.8735FDD0] -------------- 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 Ellen.Zeller at state.sd.us Fri Mar 25 16:00:46 2022 From: Ellen.Zeller at state.sd.us (Zeller, Ellen) Date: Fri, 25 Mar 2022 22:00:46 +0000 Subject: [NCASG] Quick outsourcing question In-Reply-To: References: Message-ID: South Dakota has not! From: Hart, Lynn L. Sent: Friday, March 25, 2022 2:37 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] [NCASG] Quick outsourcing question Friends & colleagues: Have any of you outsourced FMLA administration? If so, can you suggest a vendor that would be worth exploring? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/YQbaCwpwyrU0E8JAHVNPJT?domain=omb.nd.gov [cid:image001.png at 01D84069.DE2351B0] -------------- 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 meghan.connor2 at wyo.gov Fri Mar 25 16:01:56 2022 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Fri, 25 Mar 2022 16:01:56 -0600 Subject: [NCASG] Quick outsourcing question In-Reply-To: References: Message-ID: Wyoming has not either. On Fri, Mar 25, 2022 at 4:01 PM Zeller, Ellen wrote: > South Dakota has not! > > > > *From:* Hart, Lynn L. > *Sent:* Friday, March 25, 2022 2:37 PM > *To:* dhr_ncasg_survey_list at admws.idaho.gov > *Subject:* [EXT] [NCASG] Quick outsourcing question > > > > Friends & colleagues: > > Have any of you outsourced FMLA administration? If so, can you suggest a > vendor that would be worth exploring? > > > > Thanks, > > > > Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS > > *Compensation Manager* > > > > 701.328.4739 ? *lyhart at nd.gov * ? *https://protect-us.mimecast.com/s/2Fv3Cxkxz1Um5MozF8eyB-?domain=omb.nd.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. -------------- 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: not available URL: From tina.bufford at doas.ga.gov Mon Mar 28 06:13:20 2022 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Mon, 28 Mar 2022 12:13:20 +0000 Subject: [NCASG] Quick outsourcing question In-Reply-To: References: Message-ID: Georgia has not. From: Meghan Connor Sent: Friday, March 25, 2022 6:02 PM To: Zeller, Ellen Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: Re: [NCASG] Quick outsourcing question 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. Wyoming has not either. On Fri, Mar 25, 2022 at 4:01 PM Zeller, Ellen > wrote: South Dakota has not! From: Hart, Lynn L. > Sent: Friday, March 25, 2022 2:37 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] [NCASG] Quick outsourcing question Friends & colleagues: Have any of you outsourced FMLA administration? If so, can you suggest a vendor that would be worth exploring? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/aJrsCYEmY5UkK3YwT0AEht?domain=omb.nd.gov [cid:image001.png at 01D8427B.AE837110] -- 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: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 13428 bytes Desc: image001.png URL: From Darby.Forrester at personnel.alabama.gov Mon Mar 28 07:24:17 2022 From: Darby.Forrester at personnel.alabama.gov (Forrester, Darby) Date: Mon, 28 Mar 2022 13:24:17 +0000 Subject: [NCASG] Quick outsourcing question In-Reply-To: References: Message-ID: Alabama is a no From: Hart, Lynn L. Sent: Friday, March 25, 2022 2:37 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [NCASG] Quick outsourcing question Friends & colleagues: Have any of you outsourced FMLA administration? If so, can you suggest a vendor that would be worth exploring? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/ZiIjCkRLj7fYDq5ET2RoHf?domain=omb.nd.gov [cid:image001.png at 01D8427D.36A02600] -------------- 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 natalie.brannon at dhrm.virginia.gov Mon Mar 28 07:49:48 2022 From: natalie.brannon at dhrm.virginia.gov (Natalie Brannon) Date: Mon, 28 Mar 2022 09:49:48 -0400 Subject: [NCASG] Quick outsourcing question In-Reply-To: References: Message-ID: Virginia has not. 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:* Bufford, Tina *Sent:* Monday, March 28, 2022 8:13 AM *To:* Meghan Connor ; Zeller, Ellen < Ellen.Zeller at state.sd.us> *Cc:* dhr_ncasg_survey_list at admws.idaho.gov *Subject:* Re: [NCASG] Quick outsourcing question Georgia has not. *From:* Meghan Connor *Sent:* Friday, March 25, 2022 6:02 PM *To:* Zeller, Ellen *Cc:* dhr_ncasg_survey_list at admws.idaho.gov *Subject:* Re: [NCASG] Quick outsourcing question *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. Wyoming has not either. On Fri, Mar 25, 2022 at 4:01 PM Zeller, Ellen wrote: South Dakota has not! *From:* Hart, Lynn L. *Sent:* Friday, March 25, 2022 2:37 PM *To:* dhr_ncasg_survey_list at admws.idaho.gov *Subject:* [EXT] [NCASG] Quick outsourcing question Friends & colleagues: Have any of you outsourced FMLA administration? If so, can you suggest a vendor that would be worth exploring? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS *Compensation Manager* 701.328.4739 ? *lyhart at nd.gov * ? *https://protect-us.mimecast.com/s/5gmKCW60KqUz1D0OI6CVPd?domain=omb.nd.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. -------------- 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: not available URL: From brbrill at pa.gov Mon Mar 28 08:50:12 2022 From: brbrill at pa.gov (Brill, Brittainy) Date: Mon, 28 Mar 2022 14:50:12 +0000 Subject: [NCASG] [External] Re: Quick outsourcing question In-Reply-To: References: Message-ID: Good morning, Pennsylvania does not outsource FMLA administration. Thank you, Brittainy Brill | Job Specification Analyst PA Office of Administration | Bureau of Organization Management Classification Plan Management Division Finance Building | 613 North Street | Hbg PA 17120 Phone: 717.705.5645 | Fax: 717.783.1875 https://protect-us.mimecast.com/s/huasCNkBK0UVYwPyCm0v9s?domain=oa.pa.gov From: Meghan Connor Sent: Friday, March 25, 2022 6:02 PM To: Zeller, Ellen Cc: dhr_ncasg_survey_list at admws.idaho.gov Subject: [External] Re: [NCASG] Quick outsourcing question ATTENTION: This email message is from an external sender. Do not open links or attachments from unknown sources. To report suspicious email, forward the message as an attachment to CWOPA_SPAM at pa.gov. Wyoming has not either. On Fri, Mar 25, 2022 at 4:01 PM Zeller, Ellen > wrote: South Dakota has not! From: Hart, Lynn L. > Sent: Friday, March 25, 2022 2:37 PM To: dhr_ncasg_survey_list at admws.idaho.gov Subject: [EXT] [NCASG] Quick outsourcing question Friends & colleagues: Have any of you outsourced FMLA administration? If so, can you suggest a vendor that would be worth exploring? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Compensation Manager 701.328.4739 * lyhart at nd.gov * https://protect-us.mimecast.com/s/RI09CPNEKQCvBJNVC1SvyT?domain=omb.nd.gov [cid:image001.png at 01D84291.99194190] -- 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: -------------- 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 Mon Mar 28 09:31:58 2022 From: Travis.Hedrick at state.sd.us (Hedrick, Travis) Date: Mon, 28 Mar 2022 15:31:58 +0000 Subject: [NCASG] 2022 NCASG Conference - Update Message-ID: Greetings NCASG... I wanted to send a quick update on the NCASG Conference. As you are all aware, the world we live in is rapidly changing; thus, plans and planning become a bit more complicated. The South Dakota team has been actively working on the 2022 Conference and we are excited to host and welcome you to our beautiful state. Please visit the NCASG website for new information and continuing updates as we finalize plans. https://protect-us.mimecast.com/s/AXO1COYDX8I5Do2ksElkBm?domain=ncasg.org Click the CONFERENCE link for the most up-to-date information. Also, we will be sending out emails soon as we get more confirmations and lodging room blocks finalized. We will add the link to the website as well to make your reservations. We look forward to providing more information shortly and to seeing you in the Black Hills! [cid:image001.png at 01D84288.E2854580]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/lo-sCPNEKQCvBq5nH0oHhY?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 Janelle.Haynsworth at LA.GOV Thu Mar 31 08:52:51 2022 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Thu, 31 Mar 2022 14:52:51 +0000 Subject: [NCASG] 2022 IPMA-HR Southern Region Conference...Take advantage of the Early Bird Price! Message-ID: <457a5f8db47b46e99984e36c1c8be825@LA.GOV> Good morning, I wanted to share this with the group in an effort to help get the word out about the IPMA Regional Conference that is coming to Baton Rouge in May. The hotel is beautiful and located downtown with a view of the Mississippi River. I will be a presenter, as well as Ryan Beard of Mississippi. I would love for you to join us and explore what my hometown has to offer. I am aware that application is in progress to have qualifying recertification credits for IPMA-HR, SRM, HRCI and ATD. Agenda and more information linked below. Also, please don't forget to save the date for the 2022 NCASG conference to be held in Deadwood, South Dakota, October 9th - 12th. The folks from SD are working hard to prepare for this event and I hope to see you all there too! [cid:image003.png at 01D844E5.0FE205A0][cid:image005.jpg at 01D844D2.86F406B0] Conference Topics: * Coaching & Leadership: A Shared Responsibility * Stay Curious and Kind: How to take charge without letting your ego take control * IT Technology/Artificial Intelligence * 4 tips to Combat the Great Resignation * Transforming Team Communication: The 5 Voices * The Power of Us: Innovation through Diversity, Equity, and Inclusion * Legalization & Medical Marijuana * Transgender and Non-Binary Employees * Pay for Performance * Market Data: How to use it * Understanding and Taking Control of your Personal Finances * Mental Health Covid Recovery * How to explain the true value of your benefits package to employees/applicants * 3 Keynote speakers that will EDUCATE, EMPOWER and ENCOURAGE YOU! Check out the website for Registration, Hotel and Sponsorship information https://protect-us.mimecast.com/s/dTFwCOYDX8I5QlQguEGFr8?domain=ipmahrsouthernconference.wildapricot.org 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] ________________________________ 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: image005.jpg Type: image/jpeg Size: 57535 bytes Desc: image005.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.emz Type: application/octet-stream Size: 11433 bytes Desc: image001.emz URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 2745 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 1947 bytes Desc: image006.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image007.png Type: image/png Size: 2129 bytes Desc: image007.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image008.png Type: image/png Size: 1897 bytes Desc: image008.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image009.png Type: image/png Size: 2037 bytes Desc: image009.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image010.png Type: image/png Size: 2076 bytes Desc: image010.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 34184 bytes Desc: image003.png URL: