25 NCAC 01D .0308. SALARY INCREASES FOR PROMOTIONS FOR GRADED POSITIONS

The purpose of a promotional pay increase for employees in graded positions is to reward the employee for the assumption of duties more responsible and more difficult than those in the current graded position.  Subject to the availability of funds, salary increases, not to exceed the maximum of the range, shall be given by an agency in accordance with the following:

(1)           Permanent Promotion:

(a)           Salaries at the minimum rate or within the range shall be increased to the new minimum rate of the grade to which promoted or by five percent, whichever is larger.

(b)           If the employee is promoted to a position within the same class series or occupational group, the salary may be established in accordance with the following based on qualifications, nature and magnitude of  the change in job, availability of funds and equity consideration:

(i)            the salary may be increased by up to five percent for each grade provided by the promotion, or

(ii)           the salary may be established in accordance with the rules at 25 NCAC 01D .0200, New Appointments.

(c)           If the employee is promoted to a position in a different occupational area, the salary may be established in accordance with the rules at 25 NCAC 01D .0200, New Appointments. The nature and magnitude of the change in jobs, the need to maintain equity of salaries within the work unit, and other management needs must be given consideration when making salary decisions.  Agency management is responsible for assuring that inequities are not created.  When establishing salaries in accordance with 25 NCAC 01D .0200, the comments section of the personnel action promotion entry made by the agency in the human resources information must include the justification for the salary decision.  If an employee has been reduced to a lower salary grade through demotion, reassignment, reallocation or salary range revision, but without a corresponding reduction in salary, and the employee is later promoted to a position with a higher grade, the number of grades in the original reduction shall be considered to have been compensated and shall not be considered in the salary setting procedure in this Rule.  If the reduction in grade occurred as much as 12 months previously, the agency may give consideration to granting a salary increase within the provisions of this Rule.  Factors to be considered are the nature of the change in jobs and the need to maintain equity of salaries within the work unit.

(d)           Only with the prior approval of the State Human Resources Director in documented cases that involve circumstances such as severe labor market conditions, unusual change in the scope of work, extraordinary qualifications, or resolution of serious equity problems shall salary increases above that allowed by the provisions in this Rule be given. The salary justification must be included in the comments section of the personnel action promotion entry made by the agency in the human resources information system.

(e)           If the employee is to receive a performance salary increase on the same date as the promotion, the increase shall be given before the promotional increase.

(f)            If an employee is promoted from a class for which there is no special entry rate into a class which has a special entry rate, the employee's salary may be increased by the amount of the promotional increase plus the percent difference between the minimum and the special entry rate authorization, subject to available funds and equity considerations.

(g)           Exceptions:

(i)            A promotional increase is not required if a specific salary rate or limitation is published in advance of a promotional offer because of internal salary equity or budget considerations in the receiving work unit or agency.  If this occurs, a salary increase above the salary rate posted may not be paid.  If conditions change that eliminate the equity problem or if additional funds become available that can be used for this purpose, agency management may consider an additional increase in accordance with the provisions outlined under Rule .0303 of this Section.

(ii)           If the employee's salary is above the maximum as a result of a reallocation down, no increase shall be given, but the salary may remain above the maximum.

(2)           Temporary Promotion:

(a)           Temporary promotions  may be made when an employee is placed in an "acting" capacity for a period of time.  When an employee is placed in an "acting" capacity, at the discretion of management and consideration of qualifications, nature and magnitude of  the change in job, availability of funds and equity consideration, one of the following may occur:

(i)            The employee may be placed in the higher level position (if vacant) with an understanding that he will return to the former position and salary when the position is filled; or

(ii)           A salary adjustment may be given in the present position with the understanding that the salary will be decreased when the "acting" capacity terminates. The comments section of the personnel action acting promotion entry made by agencies in the human resources information system must include the position number and classification for which the employee is serving in as "acting" and the expected duration of "acting" capacity.

(b)           The provisions for salary increases for permanent promotions apply in either case, except that the provision for a mandatory increase are not applicable.

(c)           The length of time that an employee is in an acting capacity shall be limited, and the amount of promotional salary increase determined by the degree of assumption of the higher level duties.

 

History Note:        Authority G.S. 126-4;

Eff. January 1, 1990;

Amended Eff. July 1, 2012; March 1, 1992; September 1, 1991; July 1, 1990.