From lyhart at nd.gov Wed Jun 12 07:31:06 2024 From: lyhart at nd.gov (Hart, Lynn L.) Date: Wed, 12 Jun 2024 13:31:06 +0000 Subject: [NCASG] Job related injury leave question 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. To all: We have been asked informally whether we would support a proposal for an injury leave policy, separate from sick leave or vacation (annual leave).. Rather than restate it, I will just quote from the request: Essentially, when a team member is injured at work, she/he would not need to use their own accrued leave if missing work, prior to workers comp kicking in. In addition, injury leave could also potentially supplement the 66% of workers comp, rather than the team member using own leave. Could add provision that if team member is not approved for workers comp, injury leave is removed and team member's own leave must be used or LWOP and could also have limits on total amount of injury leave. Just testing the waters to see if this idea could get any traction. It seems like an interesting concept, but I am concerned that the relationship to workers compensation could be complicated or prohibitive. Also, it may be difficult to get approval for the additional expense. Have any of you considered or implemented such a policy? If so, could you provide some basic details? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Total Rewards Manager Human Resource Management Services 701.328.4739 * lyhart at nd.gov * www.omb.nd.gov [cid:image001.png at 01DABCA0.1467FF00] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 25287 bytes Desc: image001.png URL: From tina.bufford at doas.ga.gov Wed Jun 12 10:19:14 2024 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Wed, 12 Jun 2024 16:19:14 +0000 Subject: [NCASG] Job related injury leave question 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 Lynn, I have attached the policy for Georgia, which is mostly used in Juvenile Justice and Corrections. [cid:image002.png at 01DABCC2.BBBD17A0] From: Hart, Lynn L. Sent: Wednesday, June 12, 2024 9:31 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Herrington, Molly Subject: [NCASG] Job related injury leave question CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. 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. ________________________________ To all: We have been asked informally whether we would support a proposal for an injury leave policy, separate from sick leave or vacation (annual leave).. Rather than restate it, I will just quote from the request: Essentially, when a team member is injured at work, she/he would not need to use their own accrued leave if missing work, prior to workers comp kicking in. In addition, injury leave could also potentially supplement the 66% of workers comp, rather than the team member using own leave. Could add provision that if team member is not approved for workers comp, injury leave is removed and team member's own leave must be used or LWOP and could also have limits on total amount of injury leave. Just testing the waters to see if this idea could get any traction. It seems like an interesting concept, but I am concerned that the relationship to workers compensation could be complicated or prohibitive. Also, it may be difficult to get approval for the additional expense. Have any of you considered or implemented such a policy? If so, could you provide some basic details? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Total Rewards Manager Human Resource Management Services 701.328.4739 * lyhart at nd.gov * www.omb.nd.gov [cid:image001.png at 01DABCC2.9A1BC740] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 25287 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 92925 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: 23601.pdf Type: application/pdf Size: 166484 bytes Desc: 23601.pdf URL: From Bill.Davis at cs.ny.gov Wed Jun 12 11:03:08 2024 From: Bill.Davis at cs.ny.gov (Davis, Bill (CS)) Date: Wed, 12 Jun 2024 17:03:08 +0000 Subject: [NCASG] Job related injury leave question 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 see pages 98 to 103 that relates to New York State's leave policy if injured on the job for employees represented by the NYS Correction Officers and Police Benevolent Association, Inc. See about information: About Us | NYSCOPBA. In short, New York State Corrections Officers who are injured directly on the job may have up to six months of paid leave without charge to accruals or going through the Workers Compensation system. This is an additional benefit that was negotiated between New York and union that represents primarily Correctional Officers. NYS/NYSCOPBA Agreement 2016-23 Here is an excerpt about pay if injured on the job that mostly affects Correctional Officers. "(a) An employee necessarily absent from duty because of occupational injury or disease as defined in the Workers' Compensation Law who is allowed leave from his position for the period of his absence necessitated by such injury or disease shall be: (1) first granted compensation leave with pay without charge to leave credits not exceeding cumulatively six months; and (2) upon exhausting leave pay benefits under (1) above be allowed to draw accrued leave credits; and (3) upon exhausting leave with full pay benefits under (1) and (2) above be allowed sick leave at half pay for which he may be eligible during such leave unless: (i) there is good and sufficient reason to believe that the disability resulting from such injury or disease is not job related or is primarily due to some pre-existing medical condition; (ii) there is good and sufficient reason to believe that the employee could report for work on a full-time or part-time basis; (iii) the employee's services would have been terminated or would have ceased under law; or (iv) the employee's claim for benefit is controverted by the State Insurance Fund." Bill Davis Manager Classification and Compensation Department of Civil Service Empire State Plaza, Agency Building 1, Albany, NY 12239 (518) 474-0949 | Bill.Davis at cs.ny.gov https://www.cs.ny.gov/ Facebook | Twitter | LinkedIn | YouTube From: Bufford, Tina Sent: Wednesday, June 12, 2024 12:19 PM To: Hart, Lynn L. ; NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) Cc: Herrington, Molly Subject: Re: [NCASG] Job related injury leave question You don't often get email from tina.bufford at doas.ga.gov. Learn why this is important ATTENTION: This email came from an external source. Do not open attachments or click on links from unknown senders or unexpected emails. 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 Lynn, I have attached the policy for Georgia, which is mostly used in Juvenile Justice and Corrections. [cid:image002.png at 01DABCC7.9A658830] From: Hart, Lynn L. > Sent: Wednesday, June 12, 2024 9:31 AM To: NCASG Surveys (dhr_ncasg_survey_list at admws.idaho.gov) > Cc: Herrington, Molly > Subject: [NCASG] Job related injury leave question CAUTION: This email originated from outside of the organization. Do not click links or open attachments unless you recognize the sender and know the content is safe. 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. ________________________________ To all: We have been asked informally whether we would support a proposal for an injury leave policy, separate from sick leave or vacation (annual leave).. Rather than restate it, I will just quote from the request: Essentially, when a team member is injured at work, she/he would not need to use their own accrued leave if missing work, prior to workers comp kicking in. In addition, injury leave could also potentially supplement the 66% of workers comp, rather than the team member using own leave. Could add provision that if team member is not approved for workers comp, injury leave is removed and team member's own leave must be used or LWOP and could also have limits on total amount of injury leave. Just testing the waters to see if this idea could get any traction. It seems like an interesting concept, but I am concerned that the relationship to workers compensation could be complicated or prohibitive. Also, it may be difficult to get approval for the additional expense. Have any of you considered or implemented such a policy? If so, could you provide some basic details? Thanks, Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Total Rewards Manager Human Resource Management Services 701.328.4739 * lyhart at nd.gov * www.omb.nd.gov [cid:image003.png at 01DABCC7.9A658830] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 92925 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image003.png Type: image/png Size: 25287 bytes Desc: image003.png URL: From Joy.H.Inouye at hawaii.gov Tue Jun 18 12:30:25 2024 From: Joy.H.Inouye at hawaii.gov (Inouye, Joy H) Date: Tue, 18 Jun 2024 18:30:25 +0000 Subject: [NCASG] Salary Surveys and Compensation Software 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. Aloha NCASG colleagues, We'd appreciate any feedback you can provide on the following: In addition to the NCASG salary survey, what other salary surveys do you use? Which surveys do you find most useful? Are you using a software product to manage your survey data and make wage comparisons? What software are you using and what are your likes and dislikes about the product? Thank you! Joy Joy Inouye Personnel Program Manager - Compensation Department of Human Resources Development State of Hawaii Phone: (808) 587-1015 -------------- next part -------------- An HTML attachment was scrubbed... URL: From Janelle.White at dhr.idaho.gov Tue Jun 25 14:32:55 2024 From: Janelle.White at dhr.idaho.gov (Janelle White) Date: Tue, 25 Jun 2024 20:32:55 +0000 Subject: [NCASG] Public Defender Job Descriptions In-Reply-To: References: Message-ID: Hello, The State of Idaho is consolidating our county public defenders into the state and we are working on building the career framework and associated job descriptions. I am looking to see if any states have job descriptions for public defenders? Thank you! Janelle Janelle White | Administrator [cid:image001.png at 01DAC70C.9028AA10] 208.871.2871 [cid:image002.png at 01DAC70C.9028AA10] janelle.white at dhr.idaho.gov [cid:image004.png at 01DAC70C.9028AA10] www.dhr.idaho.gov [cid:image005.png at 01DAC70C.9028AA10] Connect with us: [cid:image006.png at 01DAC70C.9028AA10] [cid:image007.png at 01DAC70C.9028AA10] [cid:image008.png at 01DAC70C.9028AA10] [cid:image009.png at 01DAC70C.9028AA10] -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 684 bytes Desc: image001.png URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image002.png Type: image/png Size: 350 bytes Desc: image002.png URL: -------------- next part -------------- A non-text attachment was scrubbed... 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Name: image009.png Type: image/png Size: 830 bytes Desc: image009.png URL: From terry.pickett at state.co.us Wed Jun 26 15:22:51 2024 From: terry.pickett at state.co.us (Pickett - DPA, Terry) Date: Wed, 26 Jun 2024 15:22:51 -0600 Subject: [NCASG] Salary Surveys and Compensation Software 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. Good afternoon everyone. Colorado uses Gallagher, Mercer, Towers Watson and the Employers Council (a local consulting group). Currently we use google sheets or excel. Our system is old and does not have that capability. We also work with a third party to do our annual salary survey. Currently we are using Mercer. Thanks *Terry Pickett *(she/her/hers ) *Compensation & Classification Analyst* P. 303.866.4250~ F. 303.866.2021 1525 Sherman Street, #221B, Denver, CO 80203 terry.pickett at state.co.us ~ www.colorado.gov/dhr DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency *We always encourage you to work within your own HR Team first as they know your agency and internal policies and practices better than we do.* *UPCOMING TIME OFF - *Thank you for reaching out. I will be out of the office beginning Friday June 14th and I return to the office on Thursday June 20th. I will respond to emails and voicemails upon my return. You can also reach out to Scott Siclari and his email is scott.siclari at state.co.us or Jesse Hernandez and his email is jesse.hernandez at state.co.us. 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 Tue, Jun 18, 2024 at 12:31?PM Inouye, Joy H 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. * > ------------------------------ > Aloha NCASG colleagues, > > We'd appreciate any feedback you can provide on the following: > > In addition to the NCASG salary survey, what other salary surveys do you > use? Which surveys do you find most useful? > > Are you using a software product to manage your survey data and make wage > comparisons? What software are you using and what are your likes and > dislikes about the product? > > Thank you! > > Joy > > *Joy Inouye* > *Personnel Program Manager - Compensation* > *Department of Human Resources Development* > *State of Hawaii* > *Phone: (808) 587-1015* > -------------- next part -------------- An HTML attachment was scrubbed... URL: From tina.bufford at doas.ga.gov Thu Jun 27 07:43:58 2024 From: tina.bufford at doas.ga.gov (Bufford, Tina) Date: Thu, 27 Jun 2024 13:43:58 +0000 Subject: [NCASG] Salary Surveys and Compensation Software 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. Good morning everyone, Georgia uses Payscale (MarketPay) for its market data and wage comparisons; we have no issues with this. We also use Aon, CompData, Mercer, Willis Towers Watson, and NCASG, and this year, we added HCS Behavioral Health to the mix. We also participate in several state surveys. [cid:image001.png at 01DAC876.87905450] From: Pickett - DPA, Terry Sent: Wednesday, June 26, 2024 5:23 PM To: Inouye, Joy H Cc: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) Subject: Re: [NCASG] Salary Surveys and Compensation Software 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. ________________________________ Good afternoon everyone. Colorado uses Gallagher, Mercer, Towers Watson and the Employers Council (a local consulting group). Currently we use google sheets or excel. Our system is old and does not have that capability. We also work with a third party to do our annual salary survey. Currently we are using Mercer. Thanks Terry Pickett (she/her/hers) Compensation & Classification Analyst [https://ci3.googleusercontent.com/mail-sig/AIorK4zYx7Wqq9e_u_NvATn_VlSGlmogUN6a8aH1d4VOh-NHvGOzuHoj4Uv1IiN-KhemojE5WSEtDMw] P. 303.866.4250~ F. 303.866.2021 1525 Sherman Street, #221B, Denver, CO 80203 terry.pickett at state.co.us ~ www.colorado.gov/dhr DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency We always encourage you to work within your own HR Team first as they know your agency and internal policies and practices better than we do. UPCOMING TIME OFF - Thank you for reaching out. I will be out of the office beginning Friday June 14th and I return to the office on Thursday June 20th. I will respond to emails and voicemails upon my return. You can also reach out to Scott Siclari and his email is scott.siclari at state.co.us or Jesse Hernandez and his email is jesse.hernandez at state.co.us. 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://docs.google.com/uc?export=download&id=18PjEvUaVl8P4yf6w1vGATpI6TIMa3Q2K&revid=0B2Lbpf9tbKcrYkxNSjhuVlFiVHM4SFd3dFpEMTdVbUNxN204PQ] On Tue, Jun 18, 2024 at 12:31?PM Inouye, Joy H > 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. ________________________________ Aloha NCASG colleagues, We'd appreciate any feedback you can provide on the following: In addition to the NCASG salary survey, what other salary surveys do you use? Which surveys do you find most useful? Are you using a software product to manage your survey data and make wage comparisons? What software are you using and what are your likes and dislikes about the product? Thank you! Joy Joy Inouye Personnel Program Manager - Compensation Department of Human Resources Development State of Hawaii Phone: (808) 587-1015 -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 92925 bytes Desc: image001.png URL: From meghan.connor2 at wyo.gov Thu Jun 27 08:44:07 2024 From: meghan.connor2 at wyo.gov (Meghan Connor) Date: Thu, 27 Jun 2024 08:44:07 -0600 Subject: [NCASG] Salary Surveys and Compensation Software 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. Good morning, Wyoming also uses PayScale MarketPay for salary data and it's been a great resource for helping us keep large amounts of data in line. We also use ERI, CompData, NBAA, and Employers Council surveys. We recently administered a local government and municipalities survey and will begin using that in the coming year. Thanks, Meghan On Thu, Jun 27, 2024 at 7:44?AM Bufford, Tina 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, > > > > Georgia uses Payscale (MarketPay) for its market data and wage > comparisons; we have no issues with this. We also use Aon, CompData, > Mercer, Willis Towers Watson, and NCASG, and this year, we added HCS > Behavioral Health to the mix. We also participate in several state surveys. > > > > > > *From:* Pickett - DPA, Terry > *Sent:* Wednesday, June 26, 2024 5:23 PM > *To:* Inouye, Joy H > *Cc:* NCASG (dhr_ncasg_survey_list at admws.idaho.gov) < > dhr_ncasg_survey_list at admws.idaho.gov> > *Subject:* Re: [NCASG] Salary Surveys and Compensation Software > > > > *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. * > > > ------------------------------ > > Good afternoon everyone. Colorado uses Gallagher, Mercer, Towers Watson > and the Employers Council (a local consulting group). > > Currently we use google sheets or excel. Our system is old and does not > have that capability. We also work with a third party to do our annual > salary survey. Currently we are using Mercer. > > Thanks > > *Terry Pickett *(she/her/hers > > ) > > *Compensation & Classification Analyst > * > > > > P. 303.866.4250~ F. 303.866.2021 > > 1525 Sherman Street, #221B, Denver, CO 80203 > > terry.pickett at state.co.us ~ www.colorado.gov/dhr > > > > DPA values: Service | Teamwork | Integrity | Responsiveness | Transparency > > > > *We always encourage you to work within your own HR Team first as they > know your agency and internal policies and practices better than we do.* > > > > *UPCOMING TIME OFF - *Thank you for reaching out. I will be out of the > office beginning Friday June 14th and I return to the office on Thursday > June 20th. I will respond to emails and voicemails upon my return. You > can also reach out to Scott Siclari and his email is > scott.siclari at state.co.us or Jesse Hernandez and his email is > jesse.hernandez at state.co.us. > > 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 Tue, Jun 18, 2024 at 12:31?PM Inouye, Joy H > 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. * > > > ------------------------------ > > Aloha NCASG colleagues, > > > > We'd appreciate any feedback you can provide on the following: > > > > In addition to the NCASG salary survey, what other salary surveys do you > use? Which surveys do you find most useful? > > > > Are you using a software product to manage your survey data and make wage > comparisons? What software are you using and what are your likes and > dislikes about the product? > > > > Thank you! > > > > Joy > > > > *Joy Inouye* > > *Personnel Program Manager - Compensation* > > *Department of Human Resources Development* > > *State of Hawaii* > > *Phone: (808) 587-1015* > > -- Meghan Connor Compensation Coordinator Department of Administration and Information IDELMAN MANSION 2323 Carey Avenue Cheyenne, WY 82002 -- E-Mail to and from me, in connection with the transaction of public business, is subject to the Wyoming Public Records Act and may be disclosed to third parties. -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 92925 bytes Desc: not available URL: From lyhart at nd.gov Thu Jun 27 13:19:27 2024 From: lyhart at nd.gov (Hart, Lynn L.) Date: Thu, 27 Jun 2024 19:19:27 +0000 Subject: [NCASG] Salary Surveys and Compensation Software 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. Joy, I addition to NCASG, North Dakota uses Economic Research Institute (ERI), Mercer Benchmark Database, and Korn Ferry. Some of our agencies acquire data from McLagan, Blanchard, and/or CBIZ for fiscal and investment management jobs, and share the data with us. We also use data from North Dakota Job Service, and I assume that other states have a parallel agency. Finally, we conduct our own small survey of North Dakota employers every two years. We just manage the data using Excel, but I think we could use a good, dedicated survey management tool. Lynn Hart, SPHR, SHRM-SCP, CCP, CEBS Total Rewards Manager Human Resource Management Services 701.328.4739 ? lyhart at nd.gov ? www.omb.nd.gov [cid:image001.png at 01DAC89B.933C2750] On Tue, Jun 18, 2024 at 12:31?PM Inouye, Joy H > 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. ________________________________ Aloha NCASG colleagues, We'd appreciate any feedback you can provide on the following: In addition to the NCASG salary survey, what other salary surveys do you use? Which surveys do you find most useful? Are you using a software product to manage your survey data and make wage comparisons? What software are you using and what are your likes and dislikes about the product? Thank you! Joy Joy Inouye Personnel Program Manager - Compensation Department of Human Resources Development State of Hawaii Phone: (808) 587-1015 -------------- next part -------------- An HTML attachment was scrubbed... URL: -------------- next part -------------- A non-text attachment was scrubbed... Name: image001.png Type: image/png Size: 25287 bytes Desc: image001.png URL: