Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.490 - Other Pay Provisions

Current through Register Vol. 48, No. 28, July 12, 2024
a) Transfer
				- Upon assignment of an employee to a vacant position in a class with the same
				salary range as the class for the position being vacated, the employee's base
				salary will not be changed. Upon separation and subsequent appointment to a
				position in the same salary range, no increase in salary will be given. Any
				deviation from no change to the employee's base salary is a special salary
				adjustment (see Section
				310.470).
b) Entrance Base Salary - Each agency shall
				not request current or past wage or salary at any location (website, form or
				process). If a candidate inadvertently or voluntarily, without prompting,
				discloses the candidate's current wage or salary history, including benefits or
				other compensation, the agency shall not consider or rely on the information in
				a current or future salary offer and shall disregard the information. In-hire
				rates assigned to trainee program classifications are the entrance base salary
				(see Section 310.47).
1) When the new-to-State-government candidate
				only meets the minimum of the classification requirements, the entrance base
				salary is the lowest salary in the anticipated starting salary range, the
				anticipated starting salary, or the in-hire rate.
2) Qualifications Above Minimum Requirements
				-
A) For Other Than Trainee Classification
				Titles When the Candidate is New to State Government - For other than trainee
				classification titles when the candidate is new to State government, State
				agencies shall not seek, request or require a candidate's current wage or
				salary history. Agencies shall not use a candidate's current wage or salary
				history to screen applicants or request or require current wage or salary
				history information as a condition for being considered for employment or for
				an offer of employment. Agencies shall stop the verification of a candidate's
				current wage or salary history. When the new-to-State-government candidate
				exceeds the minimum of the classification requirements, the entrance base
				salary is the in-hire rate, the anticipated starting salary, within the
				anticipated starting salary range, or the rate resulting from a special salary
				request that is pre-approved by the Department. The anticipated starting salary
				and the selected new-to-State-government candidate's qualifications shall
				inform the entrance base salary offer. The qualifications that shall be
				considered are documented education and experience directly-related to the
				position description and exceeding the minimum requirements on the class
				specification. The agency shall tell the new-to-State-government candidate not
				to disclose the candidate's current wage or salary history. The
				new-to-State-government applicant may discuss salary expectations for the
				position being filled. If the tentatively accepted offer is not the in-hire
				rate, anticipated starting salary, or within the anticipated starting salary
				range, the agency shall complete a Special Salary Request-New Employee form
				(CMS-163) identifying both the pre-established anticipated starting salary and
				the justification for hiring the selected candidate at the tentatively offered
				and accepted higher starting salary.
B) For Other Than Trainee Classification
				Titles in Which the Current State Government Employee is a Candidate for a
				Position Subject to the Personnel Code - For other than trainee classification
				titles in which the current State government employee is a candidate for a
				position subject to the Personnel Code, if a candidate possesses
				directly-related education and experience in excess of the minimum requirements
				of the class specification, the employing agency may offer the candidate an
				entrance base salary that is not more than 5% above the candidate's current
				base salary. Any deviation from the 5% maximum is a special salary adjustment
				(see Section 310.470).
3) Area Differential - For positions where
				additional compensation is required because of dissimilar economic or other
				conditions in the geographical area in which the positions are established, a
				higher entrance salary may be authorized by the Director. Present employees
				receiving less than the new rate of pay shall be advanced to the new
				rate.