25 NCAC 01D .2601. PURPOSE

Agencies may grant in-range salary adjustments to their current employees with permanent position appointments. Prior to granting increases pursuant to this Rule, agencies shall petition the State Human Resources Commission for approval of an in-range salary adjustment plan.  Salary increases provided by this Rule shall not be allowed with inter-agency employee transfers.  Upon approval of an in-range salary adjustment plan, agencies are authorized to grant in-range salary adjustments under the following circumstances:

(1)           To compensate employees for changes in duties and responsibilities as documented by position descriptions and work plans which shall be revised and retained by the agency where significant changes have occurred in duties and responsibilities which:

(a)           are at a higher level, but are not substantial enough to justify a higher salary grade through reclassification or a salary range revision; or

(b)           are at the same level, but the changes increase the variety and scope of duties, or accountability of the employee.

If the change in duties and responsibilities exists only for a limited time period, the employee's salary shall be reduced to the previous level when the additional duties and responsibilities are removed.

(2)           To establish equitable salary relationships among employees performing the same type and level of work considering education, skill, related work experience, length of service and performance level. A salary inequity is defined as a situation where the salaries of employees in positions of the same classification differ by more than 10% when considering education, skill, related work experience, length of service and performance level.

(3)           To increase employees' salaries in order to reduce turnover due to market or other conditions that may affect retention.  Conditions to be met are:

(a)           Serious salary inequities would not be created by a special salary adjustment.

(b)           The position duties are key to agency or program mission accomplishment.  The knowledge, skills, and abilities required of an incumbent are clearly identified as difficult to recruit, or the occupational group is acknowledged by the Office of State Human Resources as having a critical labor market shortage.

(c)           The agency must confirm that the use of established personnel policies/actions are not feasible alternatives to a special salary adjustment (promotion, position reallocation, salary range revision, performance increase).

(d)           The agency must confirm that other management alternatives are not feasible.

 

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

Eff. December 1, 1995.