From terri.parker at ofm.wa.gov Fri Feb 3 11:20:45 2023 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Fri, 3 Feb 2023 18:20:45 +0000 Subject: [NCASG] West Virginia - Disability Evaluation Specialist Salary In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hi Dori! Sorry this is late. Have a great weekend. ? WA Job Class WA Range WA Range Min WA Range Max WA Actual Lowest WA Actual Highest WV Match Notes DDS EXAMINER SUPPORT SPECIALIST 1 Range 36 35,484 46,980 45,852 45,852 Disability Evaluation Trainee DDS EXAMINER SUPPORT SPECIALIST 2 Range 43 41,760 55,872 54,492 58,666 Disability Evaluation Specialist DDS EXAMINER SUPPORT SPECIALIST 3 Range 48 46,980 63,216 61,632 63,216 Disability Evaluation Specialist Senior DDS EXAMINER SUPPORT SPECIALIST 4 Range 53 53,100 71,520 69,756 75,096 WA supervisor, actual high includes 5% King county premium pay Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Sunderland, Dori B Sent: Monday, January 30, 2023 7:12 AM To: NCASG List Serv Subject: [NCASG] West Virginia - Disability Evaluation Specialist Salary External Email CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good morning, The State of West Virginia is reviewing the salaries of positions that examine and evaluate data to determine eligibility for disability benefits under Titles II and XVI of the Social Security Act (SSA). I have attached the class specifications for these positions so that you may find your comparable positions/classifications. * What are the salary ranges for these positions/your comparable classifications? * What are the actual minimum and maximum salaries for these positions/your comparable classifications? Feel free to include any other information regarding their pay. Let me know if you have any questions. Please respond by Thursday, February 2, 2023. Thanks, Dori B. Sunderland, M.S. Human Resources Manager Classification and Compensation WV Division of Personnel Phone: 304.414.0854 Address: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 Website: https://protect-us.mimecast.com/s/N_wsCW60KqUNxyOZTOz6YD?domain=personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: From meghan.connor2 at wyo.gov Fri Feb 3 12:04:29 2023 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Fri, 3 Feb 2023 12:04:29 -0700 Subject: [NCASG] West Virginia - Disability Evaluation Specialist Salary In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hi Dori, I apologize this is late but it went to my spam until Terri replied. Our list and pay ranges for disability determination jobs can be found at: https://protect-us.mimecast.com/s/3RD7C2kNqWU06RVjHn_uQL?domain=governmentjobs.com Let me know if you have any questions! Meghan On Fri, Feb 3, 2023 at 11:21 AM Parker, Terri (OFM) wrote: > * CAUTION: This email originated outside the State of Idaho network. > Verify links and attachments BEFORE you click or open, even if you > recognize and/or trust the sender. Contact your agency service desk with > any concerns. * > ------------------------------ > > Hi Dori! Sorry this is late. Have a great weekend. ? > > > > *WA Job Class* > > *WA Range* > > *WA Range Min* > > *WA Range Max* > > *WA Actual Lowest* > > *WA Actual Highest* > > *WV Match* > > *Notes* > > *DDS EXAMINER SUPPORT SPECIALIST 1 > * > > *Range 36 > * > > 35,484 > > 46,980 > > 45,852 > > 45,852 > > Disability Evaluation Trainee > > > > *DDS EXAMINER SUPPORT SPECIALIST 2 > * > > *Range 43 > * > > 41,760 > > 55,872 > > 54,492 > > 58,666 > > Disability Evaluation Specialist > > > > *DDS EXAMINER SUPPORT SPECIALIST 3 > * > > *Range 48 > * > > 46,980 > > 63,216 > > 61,632 > > 63,216 > > Disability Evaluation Specialist Senior > > > > *DDS EXAMINER SUPPORT SPECIALIST 4 > * > > *Range 53 > * > > 53,100 > > 71,520 > > 69,756 > > 75,096 > > > > WA supervisor, actual high includes 5% King county premium pay > > > > > > *Terri Parker **(she/her/hers)* > > 360-515-6299 > > terri.parker at ofm.wa.gov > > > > *From:* Sunderland, Dori B > *Sent:* Monday, January 30, 2023 7:12 AM > *To:* NCASG List Serv > *Subject:* [NCASG] West Virginia - Disability Evaluation Specialist Salary > > > > External Email > > *CAUTION: **This email originated outside the State of Idaho network. > Verify links and attachments BEFORE you click or open, even if you > recognize and/or trust the sender. Contact your agency service desk with > any concerns. * > > > ------------------------------ > > Good morning, > > > > The State of West Virginia is reviewing the salaries of positions that > examine and evaluate data to determine eligibility for disability benefits > under Titles II and XVI of the Social Security Act (SSA). I have attached > the class specifications for these positions so that you may find your > comparable positions/classifications. > > > > - What are the salary ranges for these positions/your comparable > classifications? > - What are the actual minimum and maximum salaries for these > positions/your comparable classifications? > > Feel free to include any other information regarding their pay. Let me > know if you have any questions. *Please respond by Thursday, February 2, > 2023. * > > > > Thanks, > > > > > *Dori B. Sunderland, M.S.* > > Human Resources Manager > > Classification and Compensation > > WV Division of Personnel > > *Phone*: 304.414.0854 > *Address*: WV State Capitol Complex, Building 3, Suite 500 > > 1900 Kanawha Boulevard East > > Charleston, WV 25305 > > *Website*: https://protect-us.mimecast.com/s/jmi-CgJED2C4NmqkS6RgAz?domain=personnel.wv.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: From Kim.Reynolds at oa.mo.gov Fri Feb 3 13:23:44 2023 From: Kim.Reynolds at oa.mo.gov (Reynolds, Kim) Date: Fri, 3 Feb 2023 20:23:44 +0000 Subject: [NCASG] URGENT--Ad Hoc Survey Employee Compensation during State Closures -- System for managing Class and Comp requests In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hi Toni - Hope you've had a nice week. In response to your email inquiry: 1) I was unable to find an executive order or policy on State office closings in Missouri; however, I can provide some information as to how this has been handled. First, I want to ensure we are talking about the same thing. There are two different options that the State of Missouri has for sever weather. I believe you are talking about the second item below since you mentioned other emergencies as well, but I've gone ahead and explained both situations. a. Hazardous Travel Policy - if you decide you want to see this policy, let me know. I can send it over. i. This policy is in effect when road conditions are deemed inadequate for team members to travel into the office. State offices are still open whenever the hazardous travel policy is implemented. The Commissioner of Administration implements the policy for a set timeframe and for a set geographic region (typically by our Highway Patrol Troop areas). ii. The policy was revised in 2022 to specifically call out distributed team members (those working from home or elsewhere). Basically, team members who either regularly work from home OR who are able to work from home with approval from their supervisor are expected to do so and would not have impact to schedule for that day due to road conditions. (No impact on compensation.) iii. Employees who are expected to report to work (unable to work in an alternate location) and are unable to do so due to road conditions, must either use annual leave, compensatory time, adjust their work schedule within the current work week or pay-period without incurring overtime, OR take leave without pay if none of the aforementioned options are available. iv. Employees who are expected to report to work and do report to work do not receive additional compensation. b. Closing of State Offices - Last occurred in February 2021 i. Do not have a formal policy on this, so am unsure how this all worked prior to COVID. ii. Details: 1. Since offices were closed, all team members were eligible for 8 hours of administrative leave (equivalent of leave with pay) 2. Overtime eligible team members who needed to report to work earned compensatory time for their time worked. Example - if team member worked 8 hours, they reported that time as regular hours worked, but also received 8 hours of straight-time compensatory time to be used at another point in time (or to be paid out upon ending employment with the State) 3. Team members who were not eligible for overtime and who had web-based meetings planned were expected to attend the virtual meetings and remain productive. Any hours worked were not eligible for overtime. This is the category I fell into. I checked my timesheet from that date and it looks like I had 4 hours of regular time worked (due to meetings) and then put 4 hours of administrative leave with pay for the rest of the day. 4. Overtime eligible team members who were not required to work, but were able to work remotely for all of part of the day could do so; however, compensatory time was not granted for those hours worked. Time worked in that instance was coded as regular hours worked and did not count as leave with pay. 2) The State of Missouri does not have an automated system, but I would be interested in hearing what responses you received on this. 3) The State of Missouri does not have an automated workflow system. I would be interested in hearing what responses you received on this. 4) We are currently working with Nintex to established a workflow for agencies to submit their position changes (including payroll transactions and sending over Position Description Questionnaires) to our division. This will be where our class/comp documents are stored. This process is a workflow for departments to send their completed forms to us; however, it is not used for internal agency workflow. Example: If employee fills out Position Description Questionnaire, they still have to manually pass it along to the supervisor, then to HR, then to us. Let me know if I can help with any other questions that might come up on this. Thanks, [cid:image003.png at 01D937DB.1BB0D700] 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/eFvgCM8AK1Uv9Dl2HwVkZg?domain=oacares.mo.gov From: Gillis, Toni (DHR) Sent: Wednesday, January 25, 2023 3:59 PM To: dhr_ncasg_survey_list at admws.idaho.gov Cc: Allison, Lisa M. (DHR) ; Olshefsky, Joy (DHR) Subject: [NCASG] URGENT--Ad Hoc Survey Employee Compensation during State Closures -- System for managing Class and Comp requests Importance: High CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good afternoon, everyone, I need your quick assistance with two items. IF there is anyway you could respond by Friday, February 3, 2023, that would be great. 1.) The State of Delaware has an Executive Order that provides the parameters of compensation of employees during State Closures. When it is deemed State Offices should not open to the public during Severe Weather Conditions and Other Emergencies (such as 9/11/2001) non-essential employees are compensated as if they had worked the day. Essential employees who are still required to report (such as nurses, correctional officers, emergency workers, road workers, etc.) receive the hours they work plus and additional hour for hour up to 7.5 hours or 8.0 hours (depending on if they are 37.5-hour employees or 40-hour employees) for scheduled hours that occur with the closure. This pertains to hours that fall during regular state business hours of 8 am to 4:30 pm Monday through Friday excluding holidays. * How does your state compensate employees when a Severe Weather Event OR other Emergency occurs? * Do employees who cannot report to work because the State closed Offices get Compensated? * Do employees who report to handle the event get compensated extra? * Can you provide your policy? Can you give a brief description? * Has the policy changed due to COVID? IF so can you describe the change? 2.) Does your state use any automated system for the processing of Classification and Compensation requests? * IF Yes can you provide the name of the system and a brief description of what it does/captures/works? * Do you like it? 3.) Does your state have an automated workflow system? * IF Yes can you provide the name of the system and a brief description of what it does/captures/works? * Do you like it? 4.) Does your state have an electronic filing system for Class/Comp documents? * IF Yes can you provide the name of the system and a brief description of what it does/captures/works? * Do you like it? I know this is a lot, but I could really use your help in securing this information. Thank you in advance for responding. [cid:image005.jpg at 01D937DB.1BB0D700] Toni Gillis, SPHR, SCP, HRC, MDC Member NCASG Delaware Department of Human Resources Division of Classification, Compensation, and Talent Acquisition State Human Resource Administrator, Compensation Toni.Gillis at delaware.gov Telephone: (302) 672-5171 Fax: (302) 739-7984 -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 11317 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.jpg Type: image/jpeg Size: 3972 bytes Desc: image005.jpg URL: From Kim.Reynolds at oa.mo.gov Wed Feb 8 09:21:10 2023 From: Kim.Reynolds at oa.mo.gov (Reynolds, Kim) Date: Wed, 8 Feb 2023 16:21:10 +0000 Subject: [NCASG] Shift Differential Policy/Language Message-ID: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Good morning - Fellow NCASG members, the State of Missouri has a bill currently working its way through an emergency supplemental legislative session. Part of this bill, if approved, would provide a $2 shift differential to team members in our congregate care 24/7 facilities working evening or night shift. Our division has been tasked with creating language that would provide some limitations on what hours are truly considered evening and night. We have several departments that have 24/7 facilities and not all of their shift start/stop at the same time. If your state currently has shift differentials for evenings and/or nights, could you please provide me with one or both of the following: 1) The language that outlines what hours are covered by the shift differential AND/OR 2) Any policy language your state has regarding shift differentials. Since this is an emergency supplemental, it will likely move fast through the legislative process. We would greatly appreciate responses by close of business Friday, December 10. I apologize for the quick turnaround time, but we are preparing for a meeting early next week. Appreciate all of you, and have a great rest of your week! :) Thanks, [cid:image002.png at 01D93BA7.0DFBC000] 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/ynrUCrkoq9U4xVLOu71wrp?domain=oacares.mo.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 11313 bytes Desc: image002.png URL: From terry.pickett at state.co.us Wed Feb 8 09:58:12 2023 From: terry.pickett at state.co.us (Pickett - DPA, Terry) Date: Wed, 8 Feb 2023 09:58:12 -0700 Subject: [NCASG] Shift Differential Policy/Language In-Reply-To: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> References: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Good morning everyone. Here is Colorado's information. *Partnership Agreement* Pay Differentials and Stipends *Shift Differential Pay* A. Shift Differentials will be paid to Employees in eligible classes as published in the State?s annual pay plan. State Entities may also designate and document eligibility for individual positions in classes not published. B. Shift Differentials do not apply to any periods of paid leave. C. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift. D. Weekend shift differential of 20% shall be paid for all hours worked when more than half of the scheduled shift hours fall on a weekend shift that starts at 4:00 pm Friday evening through 6:00 a.m. Monday. Shift Differential Pay E. Second shift differential of 7.5% shall be paid for all hours worked when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Monday through Thursday. F. Third shift differential of 14% shall be paid for all hours worked when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. Monday through Thursday. *Board Rules* Other Premium Pay *3-43. Shift Differential *is additional pay beyond base pay for employees working shifts. Eligible classes are published in the annual pay plan. Department heads may designate eligibility for individual positions in classes not published and shall maintain records for such cases. Shift differential does not apply to any periods of paid leave. Second shift rate applies when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Third shift rate applies when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift. (1/1/18) *3-44. Call Back* applies when an eligible employee is required to report to work before the start or after the end of a scheduled shift. If there is no release from work between the call back hours and regular shift, it is considered a continuation of the shift and call back does not apply. When call back applies, a minimum of two (2) hours of the employee?s regular base pay is guaranteed. Eligible employees are those who are eligible for overtime, and any call back time is counted as work time. Employees exempt from overtime are also eligible when approved by a department head. (1/1/18) *3-45. On Call *is additional pay beyond base pay for employees specifically assigned, in advance, to be accessible outside of normal work hours and where freedom of movement and use of personal time is significantly restricted. Eligible classes and the rate are published in the annual pay plan. A department head may designate eligibility for individual positions in classes not published and maintain records of such on-call designations. Only time while actually on call shall be paid at the special rate. In call back situations, employees eligible for both on call and call back pay shall receive call back pay only. (1/1/18) Thank you so much *Terry Pickett* *Compensation & Classification Analyst* P. 303.866.4250~ F. 303.866.2021 1525 Sherman Street, #221B, Denver, CO 80203 terry.pickett at state.co.us ~ https://protect-us.mimecast.com/s/a0hUC1wNp4uL81VAiLBzJC?domain=colorado.gov DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency *UPCOMING TIME OFF - * I will be out of the office on Friday February 3, 2023 on a flex day and Monday February 6, 2023. I will return to the office on Tuesday February 7, 2023 Thank you! Please note, I recognize that each of us work in different ways. I want to respect your time, while I have sent this email at a time that works for me, I do not expect that you will read, respond or take action on this outside your normal work hours. Confidentiality Statement: The information contained in or attached to this transmission is confidential and may be protected by legal privilege. It is intended only for the addressee and access to the information in this transmission by anyone other than the addressee is not authorized. Any unauthorized review, copying, distribution, disclosure, or use of this information is strictly prohibited and may be unlawful. If you are not the addressee, please notify the sender immediately and properly destroy this transmission without disclosure. On Wed, Feb 8, 2023 at 9:21 AM Reynolds, Kim wrote: > * CAUTION: This email originated outside the State of Idaho network. > Verify links and attachments BEFORE you click or open, even if you > recognize and/or trust the sender. Contact your agency service desk with > any concerns. * > ------------------------------ > > Good morning ? > > > > Fellow NCASG members, the State of Missouri has a bill currently working > its way through an emergency supplemental legislative session. Part of this > bill, if approved, would provide a $2 shift differential to team members in > our congregate care 24/7 facilities working evening or night shift. Our > division has been tasked with creating language that would provide some > limitations on what hours are truly considered evening and night. We have > several departments that have 24/7 facilities and not all of their shift > start/stop at the same time. > > > > *If your state currently has shift differentials for evenings and/or > nights, could you please provide me with one or both of the following:* > > 1) The language that outlines what hours are covered by the shift > differential > AND/OR > > 2) Any policy language your state has regarding shift differentials. > > > > Since this is an emergency supplemental, it will likely move fast through > the legislative process. We would greatly appreciate responses by *close > of business Friday, December 10*. I apologize for the quick turnaround > time, but we are preparing for a meeting early next week. > > > > Appreciate all of you, and have a great rest of your week! J > > > > Thanks, > > > > > > *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/YYMeC2kNqWU07vM2I1FEJI?domain=oacares.mo.gov > > > > > > -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 11313 bytes Desc: not available URL: From Cheryl.Hinson at admin.sc.gov Wed Feb 8 10:27:48 2023 From: Cheryl.Hinson at admin.sc.gov (Hinson, Cheryl) Date: Wed, 8 Feb 2023 17:27:48 +0000 Subject: [NCASG] [External] Shift Differential Policy/Language In-Reply-To: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> References: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Good morning Kim, Here are our regulations regarding shift differential, on-call and call back pay. Thank you, 19-705.07 COMPENSATION NOT INCLUDED IN BASE SALARY B. Shift Differential Pay - The Division of State Human Resources may approve the additional payment of a shift differential for classifications of employees in the entire agency or any portion of the agency assigned to an evening, night, weekend, rotating, or split shift. To qualify the shift for approval, the majority of hours of the shift must be outside the hours of 8:00 a.m. to 5:00 p.m., Monday through Friday. The employee's pay shall be adjusted by the amount approved, even if such amount increases the employee's salary above the maximum of the pay band for the class. C. On-Call Pay - On-call pay is pay by the employing agency for classifications of employees in the entire agency or any portion of the agency to remain available to return to work within a specified period of time. The Division of State Human Resources must approve on-call pay for employees. D. Call Back Pay - Call back pay is pay by the employing agency for an employee to report to work either before or after normal duty hours to perform emergency services. Each agency shall determine which groups of employees shall be subject to call back. Nonexempt employees shall be compensated for hours worked as a result of a call back at their regular hourly rate plus any shift differential for which they might be eligible and such time shall be counted in computing any overtime that may be due. When an employee to be called back for emergency services which require less than two hours on the job, or when no work is available when he reports, the employee shall be compensated a minimum of two hours. An employee shall not receive call back pay if: 1. The call back has been canceled and the employee received notice in advance not to report to work, or 2. The employee refuses alternate work that is offered upon reporting to work. Cheryl Hinson, SPHR, SHRM-SCP Classification & Compensation Manager, Division of State Human Resources The South Carolina Department of Administration 8301 Parklane Road, Suite 220A, Columbia, SC 29223 O: 803-896-5056 C: 803-730-2926 Lead.Collaborate.Innovate. [Careers email button] ________________________________ CONFIDENTIALITY NOTICE: This e-mail and any files transmitted with it contain information from the South Carolina Department of Administration which may be confidential or privileged. It is intended solely for the use of the individual or entity to whom it is addressed. If you are not the named addressee, you should not disseminate, distribute, or copy this e-mail. Please notify the sender immediately if you have received this e-mail by mistake and delete this e-mail from your system and destroy all electronic and hard copies of the communication, including attachments. Please note that any views or opinions presented in this e-mail are solely those of the author and do not necessarily represent those of the South Carolina Department of Administration. From: Reynolds, Kim Sent: Wednesday, February 8, 2023 11:21 AM To: 'NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov)' Subject: [External] [NCASG] Shift Differential Policy/Language CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good morning - Fellow NCASG members, the State of Missouri has a bill currently working its way through an emergency supplemental legislative session. Part of this bill, if approved, would provide a $2 shift differential to team members in our congregate care 24/7 facilities working evening or night shift. Our division has been tasked with creating language that would provide some limitations on what hours are truly considered evening and night. We have several departments that have 24/7 facilities and not all of their shift start/stop at the same time. If your state currently has shift differentials for evenings and/or nights, could you please provide me with one or both of the following: 1. The language that outlines what hours are covered by the shift differential AND/OR 2. Any policy language your state has regarding shift differentials. Since this is an emergency supplemental, it will likely move fast through the legislative process. We would greatly appreciate responses by close of business Friday, December 10. I apologize for the quick turnaround time, but we are preparing for a meeting early next week. Appreciate all of you, and have a great rest of your week! :) Thanks, [cid:image002.png at 01D93BB8.C07B7D40] 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/DvskCOYDX8IE3OzxhvSlOW?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: 5389 bytes Desc: image001.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 11313 bytes Desc: image002.png URL: From rbaker at admin.nv.gov Wed Feb 8 12:29:28 2023 From: rbaker at admin.nv.gov (Rachel Baker) Date: Wed, 8 Feb 2023 19:29:28 +0000 Subject: [NCASG] Shift Differential Policy/Language In-Reply-To: References: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Good morning, all! Here are Nevada?s regulations. Let me know if you need anything else. NAC 284.210 Differential rate of pay for qualifying shift. (NRS 284.065, 284.155, 284.175) 1. Except as otherwise provided in subsection 2, an employee must be paid 2 hours of call back pay at the rate of time and one-half of his or her normal rate of pay if his or her employer calls the employee back to work during his or her scheduled time off without having notified him or her before the completion of his or her last normal working day. For each additional hour that such an employee works after the 2 hours for which he or she is paid call back pay, the employee must be paid overtime at the rate of time and one-half of his or her normal rate of pay if he or she is eligible pursuant to NRS 284.180. 2.??Subsection 1 does not apply to any: (a)?Employee who is called into work while on standby status. (b)?Exempt classified employee or exempt unclassified employee. (c)?Employee who works part-time or intermittently unless he or she has worked 8 hours in 1 calendar day. (d)?Employee who performs duties pursuant to an understanding with the agency whereby the employee is given discretion as to performance of the duties and the duties are initiated by the action of the employee. In such a case, the employee receives compensation at the appropriate rate only for the actual time spent in the performance of those duties. (e)?Employee who is not required to leave the premises where he or she is residing or located at the time of notification in order to respond to a call. (f)?Employee who is called back to work if: (1)?The work begins 1 hour or less before or after his or her scheduled work shift; (2)?The time for beginning the work is set at the employee?s request; or (3)?The work begins during the same 2-hour period previously paid for call back pay. 3.??An employee who is required to appear as a witness in court or at an administrative hearing: (a)?During his or her regularly scheduled time off; and (b)?Concerning a matter which relates directly to his or her job, ? must be paid 2 hours of call back pay at the rate of time and one-half of his or her normal rate of pay. For each additional hour after the 2 hours for which he or she is paid call back pay, the employee must be paid overtime at the rate of time and one-half of his or her normal rate of pay if he or she is eligible pursuant to NRS 284.180. If he or she receives a witness fee as well as this compensation, the employee shall remit the witness fee to the agency by which he or she is employed. NAC 284.214 Compensation for being called back to work; compensation for person required to appear as witness. (NRS 284.065, 284.155, 284.175) 1. Except as otherwise provided in subsection 2, an employee must be paid 2 hours of call back pay at the rate of time and one-half of his or her normal rate of pay if his or her employer calls the employee back to work during his or her scheduled time off without having notified him or her before the completion of his or her last normal working day. For each additional hour that such an employee works after the 2 hours for which he or she is paid call back pay, the employee must be paid overtime at the rate of time and one-half of his or her normal rate of pay if he or she is eligible pursuant to NRS 284.180. 2.??Subsection 1 does not apply to any: (a)?Employee who is called into work while on standby status. (b)?Exempt classified employee or exempt unclassified employee. (c)?Employee who works part-time or intermittently unless he or she has worked 8 hours in 1 calendar day. (d)?Employee who performs duties pursuant to an understanding with the agency whereby the employee is given discretion as to performance of the duties and the duties are initiated by the action of the employee. In such a case, the employee receives compensation at the appropriate rate only for the actual time spent in the performance of those duties. (e)?Employee who is not required to leave the premises where he or she is residing or located at the time of notification in order to respond to a call. (f)?Employee who is called back to work if: (1)?The work begins 1 hour or less before or after his or her scheduled work shift; (2)?The time for beginning the work is set at the employee?s request; or (3)?The work begins during the same 2-hour period previously paid for call back pay. 3.??An employee who is required to appear as a witness in court or at an administrative hearing: (a)?During his or her regularly scheduled time off; and (b)?Concerning a matter which relates directly to his or her job, ? must be paid 2 hours of call back pay at the rate of time and one-half of his or her normal rate of pay. For each additional hour after the 2 hours for which he or she is paid call back pay, the employee must be paid overtime at the rate of time and one-half of his or her normal rate of pay if he or she is eligible pursuant to NRS 284.180. If he or she receives a witness fee as well as this compensation, the employee shall remit the witness fee to the agency by which he or she is employed. NAC 284.218 Compensation for standby status. (NRS 284.065, 284.155, 284.175) 1.??A nonexempt employee in the classified service of the State is on standby status when he or she is: (a)?Directed to remain available for notification to work during specified hours; (b)?Prepared to work if the need arises; (c)?Able to report to work within a reasonable time; (d)?Directed by his or her supervisor to carry a paging device, provide a telephone number where he or she may be notified or provide any other acceptable means for notification; and (e)?Allowed to use the time during which he or she is waiting for notification to work for his or her personal pursuits. 2.??When a nonexempt employee in the classified service of the State who is on standby status begins the performance of his or her regular duties after receiving notice to work, he or she ceases to be on standby status and qualifies for straight time or overtime pay, whichever is applicable, for the actual time worked. Upon completion of the work, he or she returns to standby status for the remainder of the time he or she has been directed to be available to work. 3.??A nonexempt employee in the classified service of the State is entitled to receive additional pay, or equivalent compensatory time off, at the rate of 5 percent of his or her normal rate of pay for every hour he or she is on standby status. 4. Cash payment is the preferred method of compensation pursuant to this section, but compensatory time off, not to exceed the maximum allowed pursuant to subsection 3 of NAC 284.250, must be granted in lieu of cash payment if the employee requests compensatory time and the agency approves the request. 5.??Any class designated by statute as a 24-hour class does not automatically qualify for this additional pay. Rachel Baker, Personnel Analyst State of Nevada Department of Administration Division of Human Resource Management Compensation, Classification and Recruitment Section work: (775) 684-0144 fax: (775) 684-0122 From: Pickett - DPA, Terry Sent: Wednesday, February 08, 2023 8:58 AM To: Reynolds, Kim Cc: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Subject: Re: [NCASG] Shift Differential Policy/Language WARNING - This email originated from outside the State of Nevada. Exercise caution when opening attachments or clicking links, especially from unknown senders. CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good morning everyone. Here is Colorado's information. Partnership Agreement Pay Differentials and Stipends Shift Differential Pay A. Shift Differentials will be paid to Employees in eligible classes as published in the State?s annual pay plan. State Entities may also designate and document eligibility for individual positions in classes not published. B. Shift Differentials do not apply to any periods of paid leave. C. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift. D. Weekend shift differential of 20% shall be paid for all hours worked when more than half of the scheduled shift hours fall on a weekend shift that starts at 4:00 pm Friday evening through 6:00 a.m. Monday. Shift Differential Pay E. Second shift differential of 7.5% shall be paid for all hours worked when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Monday through Thursday. F. Third shift differential of 14% shall be paid for all hours worked when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. Monday through Thursday. Board Rules Other Premium Pay 3-43. Shift Differential is additional pay beyond base pay for employees working shifts. Eligible classes are published in the annual pay plan. Department heads may designate eligibility for individual positions in classes not published and shall maintain records for such cases. Shift differential does not apply to any periods of paid leave. Second shift rate applies when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Third shift rate applies when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift. (1/1/18) 3-44. Call Back applies when an eligible employee is required to report to work before the start or after the end of a scheduled shift. If there is no release from work between the call back hours and regular shift, it is considered a continuation of the shift and call back does not apply. When call back applies, a minimum of two (2) hours of the employee?s regular base pay is guaranteed. Eligible employees are those who are eligible for overtime, and any call back time is counted as work time. Employees exempt from overtime are also eligible when approved by a department head. (1/1/18) 3-45. On Call is additional pay beyond base pay for employees specifically assigned, in advance, to be accessible outside of normal work hours and where freedom of movement and use of personal time is significantly restricted. Eligible classes and the rate are published in the annual pay plan. A department head may designate eligibility for individual positions in classes not published and maintain records of such on-call designations. Only time while actually on call shall be paid at the special rate. In call back situations, employees eligible for both on call and call back pay shall receive call back pay only. (1/1/18) Thank you so much Terry Pickett Compensation & Classification Analyst [https://protect-us.mimecast.com/s/o8TBC5y4wLFwAL99u8bJcz?domain=linkprotect.cudasvc.com] P. 303.866.4250~ F. 303.866.2021 1525 Sherman Street, #221B, Denver, CO 80203 terry.pickett at state.co.us ~ https://protect-us.mimecast.com/s/JTQXC68Nx9UZXYmmCBjBgL?domain=colorado.gov DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency UPCOMING TIME OFF - I will be out of the office on Friday February 3, 2023 on a flex day and Monday February 6, 2023. I will return to the office on Tuesday February 7, 2023 Thank you! Please note, I recognize that each of us work in different ways. I want to respect your time, while I have sent this email at a time that works for me, I do not expect that you will read, respond or take action on this outside your normal work hours. Confidentiality Statement: The information contained in or attached to this transmission is confidential and may be protected by legal privilege. It is intended only for the addressee and access to the information in this transmission by anyone other than the addressee is not authorized. Any unauthorized review, copying, distribution, disclosure, or use of this information is strictly prohibited and may be unlawful. If you are not the addressee, please notify the sender immediately and properly destroy this transmission without disclosure. [https://protect-us.mimecast.com/s/H-A1C82NzEHB9pqqUEy8RM?domain=docs.google.com] On Wed, Feb 8, 2023 at 9:21 AM Reynolds, Kim > wrote: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good morning ? Fellow NCASG members, the State of Missouri has a bill currently working its way through an emergency supplemental legislative session. Part of this bill, if approved, would provide a $2 shift differential to team members in our congregate care 24/7 facilities working evening or night shift. Our division has been tasked with creating language that would provide some limitations on what hours are truly considered evening and night. We have several departments that have 24/7 facilities and not all of their shift start/stop at the same time. If your state currently has shift differentials for evenings and/or nights, could you please provide me with one or both of the following: 1) The language that outlines what hours are covered by the shift differential AND/OR 2) Any policy language your state has regarding shift differentials. Since this is an emergency supplemental, it will likely move fast through the legislative process. We would greatly appreciate responses by close of business Friday, December 10. I apologize for the quick turnaround time, but we are preparing for a meeting early next week. Appreciate all of you, and have a great rest of your week! J Thanks, [cid:image001.png at 01D93BAF.31F02E80] 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/AppZC9rNAgCr8EqqFQSU5m?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: 11313 bytes Desc: image001.png URL: From Aerial.Parish at arkansas.gov Wed Feb 8 15:28:21 2023 From: Aerial.Parish at arkansas.gov (Aerial Parish) Date: Wed, 8 Feb 2023 22:28:21 +0000 Subject: [NCASG] Shift Differential Policy/Language In-Reply-To: References: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hi, Here is code and policy for the State of Arkansas: Shift differential. (a) (1) Upon the approval of the Office of Personnel Management, an employee whose working hours do not conform to normal state business hours shall be eligible for additional compensation up to twelve percent (12%) of the hourly rate for which he or she is eligible under this subchapter as a shift differential if: (A) The state agency routinely schedules more than one (1) work shift per day; (B) The shift to which the employee is assigned is a full work shift; and (C) The employee is regularly assigned to the late shift or is assigned to the shift on a regularly scheduled rotating basis. (2) An employee assigned to an evening shift shall not receive additional compensation that exceeds six percent (6%) above that for which he or she is eligible under this subchapter. (3) An employee assigned to a night shift shall not receive additional compensation that exceeds twelve percent (12%) above that for which he or she is eligible under this subchapter. (4) (A) An employee at or near the maximum authorized salary level for the grade assigned to his or her classification may be compensated at an additional rate not to exceed twelve percent (12%) of his or her eligible salary under this subchapter. (B) In those instances in which the granting of the additional compensation has the effect of temporarily exceeding the maximum annual rate for the grade assigned to the employee's classification, the additional compensation shall not be considered as exceeding the maximum allowable rate for that grade. (b) (1) (A) A person employed in areas providing critical support, custody, and care to designated client service units at state-operated inpatient hospital facilities, at state-operated human development centers, and at maximum security units at correctional facilities during weekend hours is eligible to receive up to twenty percent (20%) of the hourly rate for which he or she is eligible under this subchapter paid as a shift or weekend differential. (B) A person employed in an area not providing critical care during weekend hours is eligible to receive up to fifteen percent (15%) of the hourly rate for which he or she is eligible under this subchapter paid as a shift or weekend differential. (2) Designated weekend hours begin no earlier than 2:30 p.m. on Friday and end no later than 8:00 a.m. on the following Monday. (c) (1) If a facility uses shifts other than traditional eight-hour shifts, a shift differential may be paid for those shifts exceeding the normal day shift of the facility. (2) If shift and weekend differentials are provided to an employee, the total compensation may exceed the maximum annual rate for the assigned pay grade for those positions included in this subchapter. (3) (A) The state agency shall identify the shifts, job classifications, and positions to be eligible for the shift differential and the differential percentage for which each classification is eligible within each shift. (B) The shift schedule, job classifications, positions, and the percentage of shift differential for which the job titles will be eligible shall be submitted to the Office of Personnel Management for approval by the Secretary of the Department of Transformation and Shared Services. (C) Subsequent changes to the shift schedule, job classifications, positions, and shift differential percentages shall be submitted to the Office of Personnel Management and receive prior approval by the Secretary of the Department of Transformation and Shared Services. (d) An employee who is receiving additional compensation under this section and then is reassigned to a normal shift shall revert on the day of the reassignment to the rate of pay for which he or she is eligible under this subchapter. (e) The Office of Personnel Management shall report all shift differential approvals to the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee. Policy: https://protect-us.mimecast.com/s/0VPvCW60KqUN0Jj8s6Ul6j?domain=transform.ar.gov [A close up of a logo Description automatically generated] Aerial Parish Assistant Personnel Administrator Transformation and Shared Services, Office of Personnel Management Aerial.Parish at arkansas.gov EPIC Service From: Pickett - DPA, Terry Sent: Wednesday, February 8, 2023 10:58 AM To: Reynolds, Kim Cc: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Subject: Re: [NCASG] Shift Differential Policy/Language You don't often get email from terry.pickett at state.co.us. Learn why this is important CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good morning everyone. Here is Colorado's information. Partnership Agreement Pay Differentials and Stipends Shift Differential Pay A. Shift Differentials will be paid to Employees in eligible classes as published in the State's annual pay plan. State Entities may also designate and document eligibility for individual positions in classes not published. B. Shift Differentials do not apply to any periods of paid leave. C. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift. D. Weekend shift differential of 20% shall be paid for all hours worked when more than half of the scheduled shift hours fall on a weekend shift that starts at 4:00 pm Friday evening through 6:00 a.m. Monday. Shift Differential Pay E. Second shift differential of 7.5% shall be paid for all hours worked when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Monday through Thursday. F. Third shift differential of 14% shall be paid for all hours worked when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. Monday through Thursday. Board Rules Other Premium Pay 3-43. Shift Differential is additional pay beyond base pay for employees working shifts. Eligible classes are published in the annual pay plan. Department heads may designate eligibility for individual positions in classes not published and shall maintain records for such cases. Shift differential does not apply to any periods of paid leave. Second shift rate applies when half or more of the scheduled work hours fall between 4:00 p.m. and 11:00 p.m. Third shift rate applies when half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 a.m. If hours are evenly split between shifts, the higher shift differential rate applies to all hours worked during the shift. (1/1/18) 3-44. Call Back applies when an eligible employee is required to report to work before the start or after the end of a scheduled shift. If there is no release from work between the call back hours and regular shift, it is considered a continuation of the shift and call back does not apply. When call back applies, a minimum of two (2) hours of the employee's regular base pay is guaranteed. Eligible employees are those who are eligible for overtime, and any call back time is counted as work time. Employees exempt from overtime are also eligible when approved by a department head. (1/1/18) 3-45. On Call is additional pay beyond base pay for employees specifically assigned, in advance, to be accessible outside of normal work hours and where freedom of movement and use of personal time is significantly restricted. Eligible classes and the rate are published in the annual pay plan. A department head may designate eligibility for individual positions in classes not published and maintain records of such on-call designations. Only time while actually on call shall be paid at the special rate. In call back situations, employees eligible for both on call and call back pay shall receive call back pay only. (1/1/18) Thank you so much Terry Pickett Compensation & Classification Analyst [https://protect-us.mimecast.com/s/4I35CYEmY5Uj5r3Xt9KL09?domain=ci3.googleusercontent.com] P. 303.866.4250~ F. 303.866.2021 1525 Sherman Street, #221B, Denver, CO 80203 terry.pickett at state.co.us ~ https://protect-us.mimecast.com/s/BBi_CZ6nG0UXzJMYsy2UG6?domain=colorado.gov DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency UPCOMING TIME OFF - I will be out of the office on Friday February 3, 2023 on a flex day and Monday February 6, 2023. I will return to the office on Tuesday February 7, 2023 Thank you! Please note, I recognize that each of us work in different ways. I want to respect your time, while I have sent this email at a time that works for me, I do not expect that you will read, respond or take action on this outside your normal work hours. Confidentiality Statement: The information contained in or attached to this transmission is confidential and may be protected by legal privilege. It is intended only for the addressee and access to the information in this transmission by anyone other than the addressee is not authorized. Any unauthorized review, copying, distribution, disclosure, or use of this information is strictly prohibited and may be unlawful. If you are not the addressee, please notify the sender immediately and properly destroy this transmission without disclosure. [https://protect-us.mimecast.com/s/UhcNC2kNqWU07MkQCMtxbK?domain=docs.google.com] On Wed, Feb 8, 2023 at 9:21 AM Reynolds, Kim > wrote: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Good morning - Fellow NCASG members, the State of Missouri has a bill currently working its way through an emergency supplemental legislative session. Part of this bill, if approved, would provide a $2 shift differential to team members in our congregate care 24/7 facilities working evening or night shift. Our division has been tasked with creating language that would provide some limitations on what hours are truly considered evening and night. We have several departments that have 24/7 facilities and not all of their shift start/stop at the same time. If your state currently has shift differentials for evenings and/or nights, could you please provide me with one or both of the following: 1) The language that outlines what hours are covered by the shift differential AND/OR 2) Any policy language your state has regarding shift differentials. Since this is an emergency supplemental, it will likely move fast through the legislative process. We would greatly appreciate responses by close of business Friday, December 10. I apologize for the quick turnaround time, but we are preparing for a meeting early next week. Appreciate all of you, and have a great rest of your week! :) Thanks, [cid:image002.png at 01D93BDA.5ABE23A0] 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/fXC1C31XrwuWZnmvIYswVU?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: 3578 bytes Desc: image001.jpg URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 11313 bytes Desc: image002.png URL: From andrea.pass at doas.ga.gov Thu Feb 9 07:42:22 2023 From: andrea.pass at doas.ga.gov (Pass, Andrea) Date: Thu, 9 Feb 2023 14:42:22 +0000 Subject: [NCASG] Conditional Pay - State of Georgia Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. SECTION 1 - CONDITIONAL PAY References to supplements are not changes to base salary but are additional compensation above normal salary that is to be rendered to all eligible employees, but which should be discontinued whenever the qualifying conditions no longer apply. For example, a supplement for work in a specific duty area would be discontinued when an eligible employee is assigned to another duty area. General All actions shall be subject to the following: 1. The salary supplement shall not interrupt eligibility for salary increases nor shall it provide a basis for the payment of terminal leave; and 2. Any agency may discontinue payment of supplements when fiscal needs dictate, provided the discontinuance is done in a fair and equitable manner. 3. Employees may be awarded multiple supplements according to agency policy. (9) Conditional Pay Supplements: Board Rules regarding pay supplements - An agency may develop and implement plan(s) to provide conditional pay supplements to employees who meet established criteria (e.g., attaining a certain certification, performing additional duties, etc.). Such plans are subject to approval by the Commissioner and Director of the Office of Planning and Budget. (a) Conditional pay supplements provide additional compensation to all eligible employees and should be discontinued whenever the qualifying conditions no longer apply. These plans are part of the Addendum to the Compensation Plan. They do not: 1. Change base salary. 2. Provide a basis for the computation of salary increases. 3. Affect eligibility for salary increases; or 4. Provide a basis for the computation of pay upon promotion, demotion, transfer, reappointment, or terminal leave. (b) An employee may be awarded multiple conditional pay supplements, according to agency policy. Any agency may discontinue payment of conditional pay supplements when fiscal needs dictate, provided the discontinuance is handled in a fair and equitable manner. [cid:image002.png at 01D93C6A.CE2F3320] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 98495 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Addenda to the Comp Plan Effective 01.01.18.pdf Type: application/pdf Size: 391538 bytes Desc: Addenda to the Comp Plan Effective 01.01.18.pdf URL: From Janelle.Haynsworth at LA.GOV Thu Feb 9 13:48:48 2023 From: Janelle.Haynsworth at LA.GOV (Janelle Haynsworth) Date: Thu, 9 Feb 2023 20:48:48 +0000 Subject: [NCASG] Survey Request: LPN, RN and NP Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hi, good afternoon, In Louisiana, we are continuing to get requests from our agencies about issues with recruiting and retaining nurses. I'm concerned that with the current market, the rates may have shifted from last year's NCASG survey results. When you have a moment please, can you provide the following info? I apologize, but I'm needing a quick turnaround due to a pending request. Truly appreciate your help on this one! For a "journey level" Practical Nurse (LPN), Registered Nurse (RN), and Nurse Practitioner (NP): * Salary range * Current hiring rate if different than the range minimum * Any special pay/premium pay applicable * Any incentives or initiatives that have assisted in recruiting/retention Thanks all! I can share results upon request. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D93C8F.5FD9CF00] [cid:image002.png at 01D93C8F.5FD9CF00] [cid:image003.png at 01D93C8F.5FD9CF00] [cid:image004.png at 01D93C8F.5FD9CF00] [cid:image005.png at 01D93C8F.5FD9CF00] [cid:image006.png at 01D93C8F.5FD9CF00] ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From meghan.connor2 at wyo.gov Thu Feb 9 14:03:56 2023 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Thu, 9 Feb 2023 14:03:56 -0700 Subject: [NCASG] Shift Differential Policy/Language In-Reply-To: References: <9c08c01c8eec43b9a2e69dbb27cd723e@oa.mo.gov> Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Kim, Here is Wyoming's language on shift differentials: 1) EVENING DIFFERENTIAL (Monday ? Friday) a. A premium paid to non-exempt employees whose regularly assigned hours of work are outside 6 am to 6 pm Monday through Friday. b. An evening differential shall be paid to: i. non-exempt employees who are regularly required to work outside 6 am to 6 pm, and/or ii. Non-exempt employees who are required to work another employee?s shift outside 6 am to 6 pm. 2) WEEKEND DIFFERENTIAL (Saturday ? Sunday) a. A premium paid to non-exempt employees who are directed to perform duties where there are 24-hours a day, 7 days a week, 365 days a year continuously staffed operations, to include those positions which may have seasonal requirements. b. A weekend differential shall be paid to: i. non-exempt employees who work any shift between 12:00 am Saturday and 11:59 pm Sunday where there are 24-hours a day, 7 days a week, 365 days a year staffing requirements. 3) A non-exempt employee shall be paid a 5% differential to their base pay, excluding supplementary forms of compensation. 4) Non-exempt employees shall provide written documentation indicating the number of qualifying hours for which a shift premium is to be paid, and verified by the appropriate agency authority. Thanks, Meghan On Wed, Feb 8, 2023 at 9:58 AM Pickett - DPA, Terry < terry.pickett at state.co.us> wrote: > * CAUTION: This email originated outside the State of Idaho network. > Verify links and attachments BEFORE you click or open, even if you > recognize and/or trust the sender. Contact your agency service desk with > any concerns. * > ------------------------------ > Good morning everyone. Here is Colorado's information. > > *Partnership Agreement* > Pay Differentials and Stipends > *Shift Differential Pay* > A. Shift Differentials will be paid to Employees in eligible classes as > published in the State?s annual pay plan. State Entities may also designate > and document eligibility for individual positions in classes not published. > B. Shift Differentials do not apply to any periods of paid leave. > C. If hours are evenly split between shifts, the higher shift differential > rate applies to all hours worked during the shift. > D. Weekend shift differential of 20% shall be paid for all hours worked > when more than half of the scheduled shift hours fall on a weekend shift > that starts at 4:00 pm Friday evening through 6:00 a.m. Monday. Shift > Differential Pay > E. Second shift differential of 7.5% shall be paid for all hours worked > when half or more of the scheduled work hours fall between 4:00 p.m. and > 11:00 p.m. Monday through Thursday. > F. Third shift differential of 14% shall be paid for all hours worked when > half or more of the scheduled work hours fall between 11:00 p.m. and 6:00 > a.m. Monday through Thursday. > > *Board Rules* > > Other Premium Pay > > *3-43. Shift Differential *is additional pay beyond base pay for > employees working shifts. Eligible classes are published in the annual pay > plan. Department heads may designate eligibility for individual positions > in classes not published and shall maintain records for such cases. Shift > differential does not apply to any periods of paid leave. Second shift rate > applies when half or more of the scheduled work hours fall between 4:00 > p.m. and 11:00 p.m. Third shift rate applies when half or more of the > scheduled work hours fall between 11:00 p.m. and 6:00 a.m. If hours are > evenly split between shifts, the higher shift differential rate applies to > all hours worked during the shift. (1/1/18) > > *3-44. Call Back* applies when an eligible employee is required to report > to work before the start or after the end of a scheduled shift. If there is > no release from work between the call back hours and regular shift, it is > considered a continuation of the shift and call back does not apply. When > call back applies, a minimum of two (2) hours of the employee?s regular > base pay is guaranteed. Eligible employees are those who are eligible for > overtime, and any call back time is counted as work time. Employees exempt > from overtime are also eligible when approved by a department head. > (1/1/18) > > *3-45. On Call *is additional pay beyond base pay for employees > specifically assigned, in advance, to be accessible outside of normal work > hours and where freedom of movement and use of personal time is > significantly restricted. Eligible classes and the rate are published in > the annual pay plan. A department head may designate eligibility for > individual positions in classes not published and maintain records of such > on-call designations. Only time while actually on call shall be paid at the > special rate. In call back situations, employees eligible for both on call > and call back pay shall receive call back pay only. (1/1/18) > > > > Thank you so much > > *Terry Pickett* > > *Compensation & Classification Analyst* > > > P. 303.866.4250~ F. 303.866.2021 > 1525 Sherman Street, #221B, Denver, CO 80203 > terry.pickett at state.co.us ~ https://protect-us.mimecast.com/s/dceqCxkxz1UPK30Bc89_ZY?domain=colorado.gov > DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency > > *UPCOMING TIME OFF - * I will be out of the office on Friday February 3, > 2023 on a flex day and Monday February 6, 2023. I will return to the > office on Tuesday February 7, 2023 Thank you! > > Please note, I recognize that each of us work in different ways. I want > to respect your time, while I have sent this email at a time that works for > me, I do not expect that you will read, respond or take action on this > outside your normal work hours. > > Confidentiality Statement: The information contained in or attached to > this transmission is confidential and may be protected by legal privilege. > It is intended only for the addressee and access to the information in this > transmission by anyone other than the addressee is not authorized. Any > unauthorized review, copying, distribution, disclosure, or use of this > information is strictly prohibited and may be unlawful. If you are not the > addressee, please notify the sender immediately and properly destroy this > transmission without disclosure. > > > > > On Wed, Feb 8, 2023 at 9:21 AM Reynolds, Kim > wrote: > >> * CAUTION: This email originated outside the State of Idaho network. >> Verify links and attachments BEFORE you click or open, even if you >> recognize and/or trust the sender. Contact your agency service desk with >> any concerns. * >> ------------------------------ >> >> Good morning ? >> >> >> >> Fellow NCASG members, the State of Missouri has a bill currently working >> its way through an emergency supplemental legislative session. Part of this >> bill, if approved, would provide a $2 shift differential to team members in >> our congregate care 24/7 facilities working evening or night shift. Our >> division has been tasked with creating language that would provide some >> limitations on what hours are truly considered evening and night. We have >> several departments that have 24/7 facilities and not all of their shift >> start/stop at the same time. >> >> >> >> *If your state currently has shift differentials for evenings and/or >> nights, could you please provide me with one or both of the following:* >> >> 1) The language that outlines what hours are covered by the shift >> differential >> AND/OR >> >> 2) Any policy language your state has regarding shift differentials. >> >> >> >> Since this is an emergency supplemental, it will likely move fast through >> the legislative process. We would greatly appreciate responses by *close >> of business Friday, December 10*. I apologize for the quick turnaround >> time, but we are preparing for a meeting early next week. >> >> >> >> Appreciate all of you, and have a great rest of your week! J >> >> >> >> Thanks, >> >> >> >> >> >> *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/gELoCyPyAXHAERWJSM2y1u?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: image002.png Type: image/png Size: 11313 bytes Desc: not available URL: From Doug.Pine at vermont.gov Fri Feb 10 14:24:38 2023 From: Doug.Pine at vermont.gov (Pine, Doug) Date: Fri, 10 Feb 2023 21:24:38 +0000 Subject: [NCASG] Survey Request: LPN, RN and NP In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Janelle - LPN: $23.21 to $36.06 (This is including a 10% market factor adjustment to our standard pay chart) RN II: $37.40 to $58.38 (this is including a 50% market factor adjustment to our standard pay chart) Nurse practitioner: $53.62 to $84.48 (this is including a 40% market factor adjustment to our pay chart) We had bargained with the union a $1,500 sign on bonus for nurses but that has sunsetted to the chagrin of our recruiters.. Douglas Pine, Ph.D., (he/him), 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/os6xCYEmY5UjoY6Vf0_Udl?domain=humanresources.vermont.gov careers.vermont.gov Find Me on LinkedIn 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: Janelle Haynsworth Sent: Thursday, February 9, 2023 3:49 PM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Nicole Tucker (Civil Service) Subject: [NCASG] Survey Request: LPN, RN and NP EXTERNAL SENDER: Do not open attachments or click on links unless you recognize and trust the sender. CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Hi, good afternoon, In Louisiana, we are continuing to get requests from our agencies about issues with recruiting and retaining nurses. I'm concerned that with the current market, the rates may have shifted from last year's NCASG survey results. When you have a moment please, can you provide the following info? I apologize, but I'm needing a quick turnaround due to a pending request. Truly appreciate your help on this one! For a "journey level" Practical Nurse (LPN), Registered Nurse (RN), and Nurse Practitioner (NP): * Salary range * Current hiring rate if different than the range minimum * Any special pay/premium pay applicable * Any incentives or initiatives that have assisted in recruiting/retention Thanks all! I can share results upon request. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D93D6C.2AA0BDC0] [cid:image002.png at 01D93D6C.2AA0BDC0] [cid:image003.png at 01D93D6C.2AA0BDC0] [cid:image004.png at 01D93D6C.2AA0BDC0] [cid:image005.png at 01D93D6C.2AA0BDC0] [cid:image006.png at 01D93D6C.2AA0BDC0] ________________________________ The information contained in this transmission may contain confidential information. It is intended only for the use of the person(s) named above. If you are not the intended recipient, you are hereby notified that any review, dissemination, distribution or duplication of this communication is strictly prohibited. If you are not the intended recipient, please contact the sender by reply e-mail and destroy all copies of the original message. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 2745 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: image003.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: image004.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: image005.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From terri.parker at ofm.wa.gov Mon Feb 13 13:00:27 2023 From: terri.parker at ofm.wa.gov (Parker, Terri (OFM)) Date: Mon, 13 Feb 2023 20:00:27 +0000 Subject: [NCASG] Survey Request: LPN, RN and NP In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hi Janelle, no changes for Washington yet. New CBAs and changes for non-rep won?t be implemented until July 1, 2023. Still waiting for the budget to confirm what will be implemented. Here are links to current shift differential info, current and tentative CBAs, class specs and current range info. Let me now if you have questions. ? Shift Premium Pay | Office of Financial Management (wa.gov) ? general info. Shift Premium Rates (wa.gov) ? see CBAs for details 2021-23 ? Current position titles (Agencies) Coalition ? RN2, RN3 (Dept of Veterans Affairs (DVA)) Service Employees International Union Healthcare 1199NW (SEIU 1199) ? RN2, RN3, Clinical Nurse Specialist, ARNP, ARNP-Lead (Dept. of Social & Health Svcs (DSHS), Dept. of Child, Youth & Families (DCYF)) Teamsters Local Union 117 - DOC ONLY ? LPN2, LPN4, RN1, RN2, RN3, Clinical Nurse Specialist, Occupational Nurse Consultant, ARNP (Dept. of Corrections) Washington Federation of State Employees (WFSE GG) ? LPN2, LPN4, Occupational Nurse Consultant, RN1, RN2, RN3, Psychiatric Security Nurse (DSHS, DCYF, DVA School for Deaf and Hard of Hearing Youth, Dept. of Labor & Industries) Nonrepresented ? Occupational Nurse Consultant, RN1, RN3, RN4, Clinical Nurse Specialist, ARNP (Health Care Authority, Dept. of Retirement Systems, State School for the Blind, DSHS, DOC, Military Dept.) 2023-25 (tentative, pending legislative budget approval) Coalition Professional and Technical Employees Local 17 (PROTEC17) Service Employees International Union Healthcare 1199NW (SEIU 1199) Teamsters Local Union 117 - DOC ONLY Washington Federation of State Employees (WFSE GG) Class Specifications Salary Schedules ADVANCED REGISTERED NURSE PRACTITIONER Range 76N ADVANCED REGISTERED NURSE PRACTITIONER - LEAD Range 80N CLINICAL NURSE SPECIALIST Range 76N CLINICAL NURSE SPECIALIST - TEAMSTERS Range 76N COMMUNITY NURSE SPECIALIST Range 70N LICENSED PRACTICAL NURSE 1 Range 47 LICENSED PRACTICAL NURSE 1 - TEAMSTERS Range 46 LICENSED PRACTICAL NURSE 2 Range 55 LICENSED PRACTICAL NURSE 2 - TEAMSTERS Range 50 LICENSED PRACTICAL NURSE 4 Range 58 LICENSED PRACTICAL NURSE 4 - TEAMSTERS Range 53 OCCUPATIONAL NURSE CONSULTANT Range 70N PSYCHIATRIC SECURITY NURSE Range 55 REGISTERED NURSE 1 Range 58N REGISTERED NURSE 1 - RESEARCH Range 54 REGISTERED NURSE 2 Range 66N REGISTERED NURSE 2 - RESEARCH Range 59 REGISTERED NURSE 2 - TEAMSTERS Range 66N REGISTERED NURSE 3 Range 70N REGISTERED NURSE 3 - TEAMSTERS Range 70N REGISTERED NURSE 4 Range 74N REGISTERED NURSE SUPERVISOR - RESEARCH Range 64 Terri Parker (she/her/hers) 360-515-6299 terri.parker at ofm.wa.gov From: Janelle Haynsworth Sent: Thursday, February 9, 2023 12:49 PM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Nicole Tucker (Civil Service) Subject: [NCASG] Survey Request: LPN, RN and NP External Email CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Hi, good afternoon, In Louisiana, we are continuing to get requests from our agencies about issues with recruiting and retaining nurses. I?m concerned that with the current market, the rates may have shifted from last year?s NCASG survey results. When you have a moment please, can you provide the following info? I apologize, but I?m needing a quick turnaround due to a pending request. Truly appreciate your help on this one! For a ?journey level? Practical Nurse (LPN), Registered Nurse (RN), and Nurse Practitioner (NP): * Salary range * Current hiring rate if different than the range minimum * Any special pay/premium pay applicable * Any incentives or initiatives that have assisted in recruiting/retention Thanks all! I can share results upon request. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D93F9D.57826900] [cid:image002.png at 01D93F9D.57826900] [cid:image003.png at 01D93F9D.57826900] [cid:image004.png at 01D93F9D.57826900] [cid:image005.png at 01D93F9D.57826900] [cid:image006.png at 01D93F9D.57826900] ________________________________ 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... 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Name: image006.png Type: image/png Size: 2076 bytes Desc: image006.png URL: From terry.pickett at state.co.us Mon Feb 13 13:04:45 2023 From: terry.pickett at state.co.us (Pickett - DPA, Terry) Date: Mon, 13 Feb 2023 13:04:45 -0700 Subject: [NCASG] Survey Request: LPN, RN and NP In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Colorado used to have a LNP class. but in 2003 they rolled into our Healthcare Technician classification. We are in the process of bringing it back into the classification system taking it out of the healthcare technician class. Once we have our final class description and MQ's I will share with the group. Thank you so much *Terry Pickett* *Compensation & Classification Analyst* P. 303.866.4250~ F. 303.866.2021 1525 Sherman Street, #221B, Denver, CO 80203 terry.pickett at state.co.us ~ https://protect-us.mimecast.com/s/2b-GCyPyAXHA90z5HZ7GTe?domain=colorado.gov DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency *UPCOMING TIME OFF - * I will be out of the office on Friday February 3, 2023 on a flex day and Monday February 6, 2023. I will return to the office on Tuesday February 7, 2023 Thank you! Please note, I recognize that each of us work in different ways. I want to respect your time, while I have sent this email at a time that works for me, I do not expect that you will read, respond or take action on this outside your normal work hours. Confidentiality Statement: The information contained in or attached to this transmission is confidential and may be protected by legal privilege. It is intended only for the addressee and access to the information in this transmission by anyone other than the addressee is not authorized. Any unauthorized review, copying, distribution, disclosure, or use of this information is strictly prohibited and may be unlawful. If you are not the addressee, please notify the sender immediately and properly destroy this transmission without disclosure. On Thu, Feb 9, 2023 at 1:50 PM Janelle Haynsworth wrote: > * CAUTION: This email originated outside the State of Idaho network. > Verify links and attachments BEFORE you click or open, even if you > recognize and/or trust the sender. Contact your agency service desk with > any concerns. * > ------------------------------ > > Hi, good afternoon, > > > > In Louisiana, we are continuing to get requests from our agencies about > issues with recruiting and retaining nurses. I?m concerned that with the > current market, the rates may have shifted from last year?s NCASG survey > results. When you have a moment please, can you provide the following info? > I apologize, but I?m needing a quick turnaround due to a pending request. > Truly appreciate your help on this one! > > > > For a ?journey level? Practical Nurse (LPN), Registered Nurse (RN), and > Nurse Practitioner (NP): > > > > - Salary range > - Current hiring rate if different than the range minimum > - Any special pay/premium pay applicable > - Any incentives or initiatives that have assisted in > recruiting/retention > > > > Thanks all! I can share results upon request. > > > > > > Janelle Haynsworth, CCP > > Compensation Program Manager > > Louisiana State Civil Service > > 225.342.8266 > > janelle.haynsworth at la.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: image001.png Type: image/png Size: 2745 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image004.png Type: image/png Size: 1897 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image005.png Type: image/png Size: 2037 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image006.png Type: image/png Size: 2076 bytes Desc: not available URL: From dori.b.sunderland at wv.gov Tue Feb 14 07:12:09 2023 From: dori.b.sunderland at wv.gov (Sunderland, Dori B) Date: Tue, 14 Feb 2023 09:12:09 -0500 Subject: [NCASG] Survey Request: LPN, RN and NP In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Please find the response from the State of West Virginia attached. Let me know if you have any further questions. Thanks, *Dori B. Sunderland, M.S.* Human Resources Manager Classification and Compensation WV Division of Personnel *Phone*: 304.414.0854 *Address*: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 *Website*: https://protect-us.mimecast.com/s/DQYXCXDlX5SkpoqPF6FQQc?domain=personnel.wv.gov On Thu, Feb 9, 2023 at 3:50 PM Janelle Haynsworth wrote: > * CAUTION: This email originated outside the State of Idaho network. > Verify links and attachments BEFORE you click or open, even if you > recognize and/or trust the sender. Contact your agency service desk with > any concerns. * > ------------------------------ > > Hi, good afternoon, > > > > In Louisiana, we are continuing to get requests from our agencies about > issues with recruiting and retaining nurses. I?m concerned that with the > current market, the rates may have shifted from last year?s NCASG survey > results. When you have a moment please, can you provide the following info? > I apologize, but I?m needing a quick turnaround due to a pending request. > Truly appreciate your help on this one! > > > > For a ?journey level? Practical Nurse (LPN), Registered Nurse (RN), and > Nurse Practitioner (NP): > > > > - Salary range > - Current hiring rate if different than the range minimum > - Any special pay/premium pay applicable > - Any incentives or initiatives that have assisted in > recruiting/retention > > > > Thanks all! I can share results upon request. > > > > > > Janelle Haynsworth, CCP > > Compensation Program Manager > > Louisiana State Civil Service > > 225.342.8266 > > janelle.haynsworth at la.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: image001.png Type: image/png Size: 2745 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 1947 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 2129 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Good morning, The State of West Virginia is reviewing their Health Facilities Surveyor 1 and 2 classifications. These positions conduct regulatory compliance determinations during inspections of healthcare facilities including, but not limited to: hospitals, long-term care facilities, home health agencies, hospices, residential board and care facilities, personal care homes, ambulatory surgery centers, end stage renal dialysis units, rural health clinics, screening mammography facilities, emergency equipment, emergency vehicles, and clinical laboratories. I have attached the class specifications for your reference. 1. Does your state have these classifications? If so, do you have a trainee level? 2. What are the salaries for these classifications in your state? Minimum, maximum, average. Please let me know if you have any questions. We look forward to hearing from you *by the end of business on Monday, March 6, 2023.* Thanks, *Dori B. Sunderland, M.S.* Human Resources Manager Classification and Compensation WV Division of Personnel *Phone*: 304.414.0854 *Address*: WV State Capitol Complex, Building 3, Suite 500 1900 Kanawha Boulevard East Charleston, WV 25305 *Website*: https://protect-us.mimecast.com/s/67CUC82NzEHBDBKRungWCk?domain=personnel.wv.gov -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Health Facilities Surveyor 2 (WV).pdf Type: application/pdf Size: 117196 bytes Desc: not available URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: Health Facilities Surveyor 1 (WV).pdf Type: application/pdf Size: 116685 bytes Desc: not available URL: From andrea.pass at doas.ga.gov Tue Feb 14 12:42:19 2023 From: andrea.pass at doas.ga.gov (Pass, Andrea) Date: Tue, 14 Feb 2023 19:42:19 -0000 Subject: [NCASG] FW: Survey Request: LPN, RN and NP In-Reply-To: References: Message-ID: CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. Hello: Please see attached market data for the State of Georgia for nurses, the addenda to pay is also attached with information about differential pay for nurses. Let us know if you need anything additional. Thank you, [cid:image007.png at 01D94082.7010DDE0] From: Bufford, Tina Sent: Monday, February 13, 2023 9:37 AM To: Pass, Andrea Subject: FW: Survey Request: LPN, RN and NP From: Janelle Haynsworth > Sent: Thursday, February 9, 2023 3:49 PM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Nicole Tucker (Civil Service) > Subject: [NCASG] Survey Request: LPN, RN and NP 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. CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns. ________________________________ Hi, good afternoon, In Louisiana, we are continuing to get requests from our agencies about issues with recruiting and retaining nurses. I'm concerned that with the current market, the rates may have shifted from last year's NCASG survey results. When you have a moment please, can you provide the following info? I apologize, but I'm needing a quick turnaround due to a pending request. Truly appreciate your help on this one! For a "journey level" Practical Nurse (LPN), Registered Nurse (RN), and Nurse Practitioner (NP): * Salary range * Current hiring rate if different than the range minimum * Any special pay/premium pay applicable * Any incentives or initiatives that have assisted in recruiting/retention Thanks all! I can share results upon request. Janelle Haynsworth, CCP Compensation Program Manager Louisiana State Civil Service 225.342.8266 janelle.haynsworth at la.gov [cid:image001.png at 01D93C8F.5FD9CF00] [cid:image002.png at 01D93C8F.5FD9CF00] [cid:image003.png at 01D93C8F.5FD9CF00] [cid:image004.png at 01D93C8F.5FD9CF00] [cid:image005.png at 01D93C8F.5FD9CF00] [cid:image006.png at 01D93C8F.5FD9CF00] ________________________________ 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... 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