[NCASG] Establishing new hire starting rate

[Cooper, Laura L]

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<mailto:laura.l.cooper at nebraska.gov>
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From: Pine, Doug <Doug.Pine at vermont.gov>
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<https://protect-us.mimecast.com/s/wdJ-CVOj2Qi0gz4JfJLYOv?domain=gcc02.safelinks.protection.outlook.com> 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)
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