SPA In-Range Salary Adjustments
Salaries for SPA employees are governed by the Office of State Personnel compensation program. The program is affected by labor market trends, legislative actions, and the availability of funds.
The current compensation program is based upon a structure of salary grades covering most positions subject to the State Personnel Act (SPA). Assignments of classifications are based upon the content of the job and not the performance and qualifications of the individual incumbent. We are transitioning to a new compensation program, called Career Banding that collapses the graded classifications into broad job families.
Each classified position is assigned to a salary grade or job family that defines the salary range for the classification (minimum, midpoint/reference rate and maximum salaries). Salary levels associated with the salary grade structure or career bands are determined by the Office of State Personnel, with input from the State Personnel Commission, various State agencies and universities.
Types of Salary Adjustments
Job Change
This type of adjustment is to compensate for changes in job duties and responsibilities of a position as documented in position descriptions and work plans that are at a higher level, but not enough to justify a reclassification to a higher salary grade and classification.
Equity
Situations in which salaries of employees (within a department performing the same type and level of work) differ by more than 10% when education, skill, related work experience, length of service, and performance levels are considered.
Labor Market
This type of salary adjustment may be made to reduce or avoid turnover due to market or other conditions that affect retention. Other conditions that justify a salary adjustment would be localized retention needs specific to University positions, which may not be a statewide labor market problem.
Retention Adjustment
An increase to prevent turnover in critical positions. Retention adjustments may be needed to retain a key employee who is being actively recruited by another employer; to counter an outside employment offer; or to address retention problems related to unique, critical, and unusual labor market conditions.
Increase in Competencies (as defined and/or designated by Career-Banding)
An employee demonstrates new or higher level functioning in one or more competencies within the same band. Broadened duties/responsibilities often accompany an increase in competencies.
