reglab/statecodes huggingface dataset:
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.290 - Extends Jurisdiction A, B and C (July 25, 2012)

Current through Register Vol. 48, No. 28, July 12, 2024
a) Effective July 25, 2012, the Personnel
			 Code Jurisdictions A, B and C will be extended to the Department of Central
			 Management Services' Illinois Office of Communication and Information position
			 performing work as a Nuclear Safety Information Specialist II and to the
			 Illinois Commerce Commission positions performing work as Management Secretary
			 I, Human Resource Analyst, Senior Financial and Budget Assistant, Human
			 Resource Clerk, or Transportation Industry Customer Service Representative
			 I.
b) With the exception of those
			 employees who have already been determined qualified, the affected employees
			 cited in subsection (a) will be required to qualify within six months in the
			 same kind of examination as those required for entrance examinations for
			 comparable positions. All other appointments subsequent to July 25, 2012 will
			 be made pursuant to provisions of the Illinois Personnel Code and the rules of
			 the Department of Central Management Services (see 80 Ill. Adm. Code 301, 302,
			 303, 304, 310 and 320). No provision of this Section in any way affects the
			 status of employees already holding certified status under the Illinois
			 Personnel Code. All other provisions of the Illinois Personnel Code and rules
			 of the Department of Central Management Services will apply to the affected
			 employees effective July 25, 2012.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.300 - Extends Jurisdiction A, B and C (March 31, 2013)

Current through Register Vol. 48, No. 28, July 12, 2024
a) Effective March 31, 2013, the Personnel
			 Code Jurisdictions A, B and C will be extended to the Illinois Commerce
			 Commission positions currently classified as Human Resources Coordinator or
			 Manager (position number 81550-31-73-200-00-01 only).
b) With the exception of those employees who
			 have already been determined qualified, the affected employees cited in
			 subsection (a) will be required to qualify within six months in the same kind
			 of examinations as those required for entrance examinations for comparable
			 positions. All other appointments subsequent to March 31, 2013 will be made
			 pursuant to provisions of the Illinois Personnel Code and the rules of the
			 Department of Central Management Services (see 80 Ill. Adm. Code 301, 302, 303,
			 304, 310 and 320). No provision of this Section in any way affects the status
			 of employees already holding certified status under the Illinois Personnel
			 Code. All other provisions of the Illinois Personnel Code and rules of the
			 Department of Central Management Services will apply to the affected employees
			 effective March 31, 2013.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.310 - Extends Jurisdiction B

Current through Register Vol. 48, No. 28, July 12, 2024
a) The
			 Personnel Code Jurisdiction B will be extended to the Illinois Department of
			 Transportation positions currently classified as Sign Hanger and Sign Hanger
			 Foreman.
b) With the exception of
			 those employees who have already been determined qualified, the foregoing
			 affected employees will be required to qualify within six months in the same
			 kind of examination as those required for entrance examinations for comparable
			 positions. All other appointments will be made pursuant to provisions of the
			 Illinois Personnel Code and rules of the Department of Central Management
			 Services (see 80 Ill. Adm. Code 301, 302, 303, 304, 310 and 320). No provision
			 of this Section in any way affects the status of employees already holding
			 certified status under the Illinois Personnel Code. All other provisions of the
			 Illinois Personnel Code and rules of the Department of Central Management
			 Services will apply to the affected employees.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.320 - Extends Jurisdiction A, B and C (January 1, 2016)

Current through Register Vol. 48, No. 28, July 12, 2024
a) Effective January 1, 2016, the Personnel
			 Code Jurisdictions A, B and C will be extended to the Illinois Commerce
			 Commission positions of Financial and Budget Assistant, 9-1-1 Analyst III, and
			 Manager 9-1-1. These positions will be reclassified by CMS as Accountant,
			 Executive II, and Public Service Administrator, Option 1,
			 respectively.
b) With the exception
			 of those employees who have already been determined qualified, the affected
			 employees cited in subsection (a) will be required to qualify within six months
			 in the same kind of examination as those required for entrance examinations for
			 comparable positions. All other appointments subsequent to January 1, 2016 will
			 be made pursuant to provisions of the Personnel Code and the rules of the
			 Department of Central Management Services (80 Ill. Adm. Code 301, 302, 303,
			 304, 310 and 320). No provision of this Section in any way affects the status
			 of employees already holding certified status under the Personnel Code. All
			 other provisions of the Personnel Code and rules of the Department of Central
			 Management Services will apply to the affected employees effective January 1,
			 2016.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.330 - Extends Jurisdiction A, B and C (February 1, 2020)

Current through Register Vol. 48, No. 28, July 12, 2024
a) Effective February 1, 2020, the Personnel
			 Code Jurisdictions A, B and C will be extended to the Illinois Emergency
			 Management Agency positions of Nuclear Safety Information Systems Specialist I
			 and Nuclear Safety Information Systems Specialist II.
b) With the exception of those employees who
			 have already been determined qualified, the affected employees cited in
			 subsection (a) will be required to qualify within six months in the same kind
			 of examination as those required for entrance examinations for comparable
			 positions. All other appointments subsequent to the effective date will be made
			 pursuant to provisions of the Illinois Personnel Code and the rules of the
			 Department of Central Management Services (see 80 Ill. Adm. Code 301, 302, 303,
			 304, 310 and 320). No provision of this Section in any way affects the status
			 of employees already holding certified status under the Illinois Personnel
			 Code. All other provisions of the Illinois Personnel Code and rules of the
			 Department of Central Management Services will apply to the affected employees
			 effective February 1, 2020.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.340 - Extends Jurisdiction A, B and C (April 20, 2021)

Current through Register Vol. 48, No. 28, July 12, 2024
a) Effective April 20, 2021, the Personnel
			 Code Jurisdictions A, B and C will be extended to the Illinois Department of
			 Human Services position of Tobacco Compliance Specialist.
b) With the exception of those employees who
			 have already been determined qualified, the affected employees cited in
			 subsection (a) will be required to qualify within six months in the same kind
			 of examination as those required for entrance examinations for comparable
			 positions. All other appointments subsequent to the effective date will be made
			 pursuant to provisions of the Illinois Personnel Code and the rules of the
			 Department of Central Management Services (see 80 Ill. Adm. Code 301, 302, 303,
			 304, 310 and 320). No provision of this Section in any way affects the status
			 of employees already holding certified status under the Illinois Personnel
			 Code. All other provisions of the Illinois Personnel Code and rules of the
			 Department of Central Management Services will apply to the affected employees
			 effective April 20, 2021.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 305 - EXTENSIONS OF JURISDICTION › Section 305.350 - Extension of Jurisdiction After Effective Date of Amendments to the Personnel Code

Current through Register Vol. 48, No. 28, July 12, 2024
Pursuant to Public Act 103-108, for all positions for which the
				Director of the Department of Central Management Services approves extension of
				Personnel Code jurisdiction on or after June 28, 2023, the Department shall
				maintain records of the extension but need not promulgate administrative rules
				reflecting that extension. Records of extension of jurisdiction shall be shared
				with the Civil Service Commission.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.20 - Policy and Responsibilities

Current through Register Vol. 48, No. 28, July 12, 2024
a) It
				is the policy of the State of Illinois to provide fair and reasonable
				compensation to employees for service rendered.
b) The policy and procedures expressed herein
				are controlling in matters of employee pay administration. It shall be the
				responsibility of each agency head:
1) To
				submit promptly all proper and required personnel actions with justifications
				or other notices of changes affecting employee pay or pay status.
2) To cause, within the agency head's agency,
				full compliance with all the provisions of this Part.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.30 - Jurisdiction

Current through Register Vol. 48, No. 28, July 12, 2024
All positions of employment in the service of the State of
				  Illinois shall be subject to the provisions of this Part unless specifically
				  excluded under Section 4(c) (General Exemptions) or Section 4(d) (Partial
				  Exemptions), when the partial exemption is from Jurisdiction A [20
				  ILCS415/4(a)(1) ], of the Personnel Code [20 ILCS 415/4(c) or
				  (d) ] or other pertinent legislation. Those
				  positions to which jurisdiction of the Personnel Code has been or may be later
				  extended shall also be subject to the provisions of this
				  Part.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.40 - Pay Schedules

Current through Register Vol. 48, No. 28, July 12, 2024
The attached Negotiated Rates of Pay (Appendix A), Schedule
				  of Rates (Subpart B), and the Merit Compensation System (Subpart C) are hereby
				  made a part of this Part. Each employee subject to this Part, except those
				  whose rates of pay is determined under the Schedule of Rates (Subpart B) or the
				  Merit Compensation System (Subpart C) of this Part, or Section 8(a) of the
				  Personnel Code [20 ILCS
				  415/8a ], shall be paid at a rate of pay or step in
				  the appropriate pay grade in the Negotiated Rates of Pay (Appendix A) for the
				  class of position in which the employee is employed.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.45 - Comparison of Pay Grades or Salary Ranges Assigned to Classifications

Current through Register Vol. 48, No. 28, July 12, 2024
a) What
				Classifications to Compare When an Employee Moves - The movement of an employee
				subject to the Personnel Code to a vacant position (subject to the Personnel
				Code) is between two positions. The employee moves from the former position to
				the targeted position. The targeted position may be the former position
				allocated to a different classification title (80 Ill. Adm. Code
				320.80)
				or may be the former position assigned substantial additional responsibilities
				in the same broad-band title (Section
				310.495(c))
				. The former and targeted positions have the same or different classification
				titles. The former position is in the former classification and the targeted
				position is in the targeted classification. The former and targeted
				classifications are used in the comparison when an employee moves.
b) Definitions of Employee Movements -
1) When the Former and Targeted
				Classification Titles are the Same - When the former and targeted
				classifications are the same, the employee movement is an interim assignment
				(80 Ill. Adm. Code
				302.150(j))
				, a transfer (80 Ill. Adm. Code
				302.400) , geographical
				transfer (80 Ill. Adm. Code
				302.430)
				or where in the broad-band classification title the targeted position has
				substantial additional responsibilities compared to the former position
				(Section
				310.495(c))
				.
2) When the Former and Targeted
				Classification Titles are Different - When the former and targeted
				classifications are different, the employee movement is an interim assignment
				(80 Ill. Adm. Code
				302.150(j))
				, a transfer (80 Ill. Adm. Code 302.400), geographical transfer (80 Ill. Adm.
				Code 302.430), demotion (80 Ill. Adm. Code
				302.470) , voluntary
				reduction (80 Ill. Adm. Code
				302.500)
				, promotion (Sections
				310.50 and
				310.500) , based on
				the position being allocated to another class (80 Ill. Adm. Code
				301.20 and
				301.41)
				or based on the positions in a class being reclassified (Sections
				310.50 and
				310.500).
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.47 - In-Hire Rate

Current through Register Vol. 48, No. 28, July 12, 2024
a) Use - No employee
				in a position in which the position and/or the employee meet the criteria of an
				in-hire rate receives less than the in-hire rate. The in-hire rate is used when
				a candidate only meets the minimum requirements of the class specification upon
				entry to State service (Section
				310.100(b)(1),
				310.490(b)(1) 
				or 310.495(b)(1)),
				when an employee moves to a vacant position (Section
				310.45) or when an MS salary
				range is assigned to a Trainee Program (Section
				310.415(b)).
b) Request -
1) Agency Head Request for Other Than a
				Merit-Compensation-System-only Trainee Program - An agency head may request in
				writing that the Director approve or negotiate an in-hire rate. The in-hire
				rate is a Step or dollar amount depending on whether the classification title
				is assigned to a negotiated full scale rate, negotiated pay grade, merit
				compensation salary range or broad-band salary range. The in-hire rate may be
				for the classification title or limited within the classification title to the
				agency, facilities, counties or other criteria. The supporting justifications
				for the requested in-hire rate and the limitations are included in the agency
				request. An effective date may be included in the request.
2) Agency Head Request for a
				Merit-Compensation-System-only Trainee Program - The Department determined
				in-hire rates for existing trainee programs assigned only MS-salary ranges to
				be used by agencies as the anticipated starting salaries. The in-hire rates are
				tied to the targeted title and in one case the county in which the trainee
				position is located. Some targeted titles have been determined to be
				inappropriate for some trainee titles. If an agency is unable to locate an
				in-hire rate for its trainee program's targeted title, the targeted title is
				inappropriate. Agencies using inappropriate targeted titles shall allow
				employees in the trainee titles targeting the inappropriate targeted titles to
				finish their training and be promoted if successful. Then, the agency shall not
				use the inappropriate targeted title again for that trainee program. Questions
				about the best titles to use for training shall be addressed by CMS. When an
				agency submits for approval the establishment of a new or a targeted title
				revision for an existing Trainee or Apprenticeship Program form (CMS-705), the
				agency head shall request in writing that the Director approve an in-hire rate.
				The in-hire rate is a dollar amount within the merit compensation salary range
				assigned to the trainee title. The in-hire rate may be for the trainee title
				limited for the targeted title and the agency, facilities, counties or other
				criteria. The supporting justifications for the requested in-hire rate and the
				limitations shall be included in the agency request. An effective date may be
				included in the request.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.60 - Conversion of Base Salary to Pay Period Units

Current through Register Vol. 48, No. 28, July 12, 2024
For purposes of converting a base salary to an amount
				  applicable for one pay period, the following methods of computation shall
				  apply:
a) An annual base salary shall
				be divided by the number of pay periods in one assigned year.
b) A monthly base salary shall be divided by
				two on a semi-monthly payment schedule or shall be multiplied by twelve and the
				result divided by the number of pay periods in a work year on a payment
				schedule other than semi-monthly.
c) A weekly base salary shall be multiplied
				by 52 and the result divided by the number of pay periods in a work
				year.
d) A daily base salary shall
				be multiplied by the number of days actually worked in a pay period.
e) An hourly base salary shall be multiplied
				by the number of hours actually worked in a pay period.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.70 - Conversion of Base Salary to Daily or Hourly Equivalents

Current through Register Vol. 48, No. 28, July 12, 2024
For purposes of determining the hourly or daily equivalent of
				  a base salary, the following methods of computation shall apply:
a) Payment for Vacation, Sick Leave* and
				Unused Compensatory Overtime Credits - A daily (hourly) equivalent shall be
				determined by converting the base salary to an annual salary and dividing the
				result by the number of days (hours) usually worked in a year, according to the
				agency's normal work schedule as filed with the Department of Central
				Management Services.
*Sick leave earned prior to January 1, 1984 and after
				  December 31, 1997 is not compensable. Sick leave earned and not used between
				  January 1, 1984 and December 31, 1997 will be compensable at the current base
				  daily rate times one-half of the total number of sick days earned and retained
				  during that time period.
b)
				Deductions from a Specific Pay Period - Employees working full time or a
				regular part of a full time schedule and who work less than the total number of
				days/hours in a specific pay period due to furlough days/hours or other
				noncompensated days/hours, as per Section
				302.510
				of the Personnel Rules (see 80 Ill. Adm. Code 302.510), shall have the value of
				the days/hours derived by dividing the annualized rate of pay by the total
				number of days/hours in a work year as filed by the agency with the Department
				of Central Management Services. The value of the deducted days/hours is
				subtracted from the semi-monthly rate.
c) Payment for Fractional Part of a Specific
				Pay Period - In those instances in which an employee is to be compensated at a
				rate that represents a number of work days (hours) that is less than the actual
				number of work days (hours) in the pay period, other than when authorized for
				deduction in accordance with subsection (b), the formula to be used is: monthly
				rate divided by two equal pay period rate; pay period rate divided by days
				(hours) scheduled equals daily (hourly) rate; daily (hourly) rate multiplied by
				days (hours) worked equals gross amount earned.
d) Part-Time Work - Part-time employees,
				whose base salary is other than an hourly or daily basis, shall be paid on a
				daily rate basis which will be computed from annual rates of salary and the
				total number of work days in the year.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.80 - Increases in Pay

Current through Register Vol. 48, No. 28, July 12, 2024
Except as otherwise provided for in this Section, for
				  employees occupying positions in classes that are paid in conformance with the
				  Schedule of Negotiated Rates (Appendix A) and without a negotiated provision in
				  the currently effective bargaining unit agreement, increases shall be granted
				  as follows and will become effective the first day of the pay period following
				  the date of approval:
a) Satisfactory
				Performance Increase -
1) Each employee who
				has not attained Step 8 of the relevant pay grade, and whose level of
				performance has been at a satisfactory level of competence, shall be
				successively advanced in pay to the next higher step in the pay grade after one
				year of creditable service in the same class.
2) A satisfactory performance increase shall
				become effective on the first day of the month within which the required period
				of creditable service is reached.
3) No satisfactory performance increase may
				be given after the effective date of separation.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.100 - Other Pay Provisions

Current through Register Vol. 48, No. 28, July 12, 2024
a) Transfer
				- Upon the assignment of an employee to a vacant position in a class with the
				same pay grade as the class for the position being vacated, the employee's base
				salary will not be changed. Upon separation from a position in a given class
				and subsequent appointment to a position in the same pay grade, no increase in
				salary will be given.
b) Entrance
				Base Salary - State agencies shall not seek, request or require a candidate's
				current wage or salary history. Agencies shall not use an applicant'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 not verify a
				candidate's current wage or salary history. 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 or past wage or salary, 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.
1) Qualifications Only Meet Minimum
				Requirements - When a candidate only meets the minimum requirements of the
				class specification upon entry to State service, an employee's entrance base
				salary is the in-hire rate or the minimum base salary of the pay
				grade.
2) Qualifications Above
				Minimum Requirements - 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
				310.80(e))
				.
3) Area Differential - For
				positions for which additional compensation is required because of dissimilar
				economic or other conditions in the geographical area in which the positions
				are established, a higher entrance step may be authorized by the Director of
				Central Management Services. Present employees receiving less than the new rate
				shall be advanced to the new rate.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.120 - Interpretation and Application of Pay Plan

Current through Register Vol. 48, No. 28, July 12, 2024
The Director of Central Management Services shall determine
				  the proper interpretation and application of each provision of the Plan. The
				  decision of the Director as to the proper interpretation or application of any
				  such provision shall be final and binding upon all agencies and employees
				  affected thereby, and all agencies and employees shall comply with the
				  Director's decision, in the absence of a written opinion of the Attorney
				  General or a written directive of the Civil Service Commission or a court order
				  declaring the Director's decision to be unlawful.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart A - NARRATIVE › Section 310.130 - Effective Date

Current through Register Vol. 48, No. 28, July 12, 2024
This Pay Plan Narrative (Subpart A), Schedule of Rates
				  (Subpart B), Merit Compensation System (Subpart C), Negotiated Rates of Pay
				  (Appendix A), Merit Compensation System Salary Schedule (Appendix D),
				  Comparison of Pay Grades or Salary Ranges Assigned to Classifications (Appendix
				  C) and Broad-Band Pay Range Classes Salary Schedule (Appendix G) shall be
				  effective for Fiscal Year 2024.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart B - SCHEDULE OF RATES › Section 310.205 - Introduction

Current through Register Vol. 48, No. 28, July 12, 2024
An employee occupying a position for which the rate of pay is
				  determined by one of the methods enumerated in this Subpart shall be paid a
				  wage as specified.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart B - SCHEDULE OF RATES › Section 310.220 - Negotiated Rate

Current through Register Vol. 48, No. 28, July 12, 2024
a) Rates by
				Geographic Area, Agency or Agency Area - The rate of pay for a class in any
				specific area or agency, or in a specific area for an agency, is established
				and approved by the Director of Central Management Services after having
				conducted negotiations for this purpose, or as certified as being correct and
				reported to the Director of Central Management Services by the Director of the
				Illinois Department of Labor for designated classifications.
b) Rates for Positions Excluded from
				Bargaining Unit Representation - An employee occupying a position in a class
				normally subject to contract, but whose position is excluded from the
				bargaining unit, shall be assigned to the Merit Compensation System (Subpart C)
				and receive the rates, within the Merit Compensation System Salary Schedule
				(Appendix D) based on the salary range assigned to the classification title in
				Section
				310.410 or within the
				Broad-Band Pay Range Classes Salary Schedule (Appendix G) based on the salary
				range assigned to the classification title.
c) Rates for Higher Duties - As provided in
				certain collective bargaining agreements, an employee may be paid at an
				appropriate higher rate when assigned to perform the duties of a higher level
				position. Eligibility for and the amount of this pay will be as provided in the
				contract.
d) Promotion from Step 8
				- The employee shall be paid as provided in Section
				310.80(d)(1)(A)(ii).
e) To Locate Rates - The negotiated rates of
				pay for classifications in specified operating agencies, in specified agency
				facilities or with specified duties shall be as indicated in Appendix A, unless
				the rates are red-circled.
f)
				Red-Circled Rates - Red-circled rates are the negotiated or arbitrator assigned
				base salaries not otherwise on a step in the pay grade assigned to a
				classification or in the Pay Plan. The base salaries may be above the pay
				grade's maximum base salary or between two base salaries on consecutive steps.
				An employee who takes a position in a Trainee Program (see 80 Ill. Adm. Code
				302.170) classification
				that represents a reduction when comparing classifications (see Section
				310.45
				) shall receive the higher amount of either the in-hire rate or the base salary
				red-circled at the amount of the former classification. Upon completion of a
				trainee period, the employee who is promoted to a targeted title shall receive
				the rate on a step that results in a minimum of one dollar increase based on
				the difference between the two steps, which the red-circled rate is between,
				added to the red-circled rate. If through negotiation of a classification
				assignment to a pay grade where the base salary exceeds Step 8, the base salary
				shall be red-circled at its current rate and may receive contractual
				adjustments.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart B - SCHEDULE OF RATES › Section 310.240 - Daily or Hourly Rate Conversion

Current through Register Vol. 48, No. 28, July 12, 2024
Rates of pay for employees whose work is of an irregular
				  nature and whose compensation is based on a daily or hourly rate shall be
				  computed as follows:
a) Daily Rate
				Conversion - Conversion of the applicable monthly salary to an annual amount
				and dividing the result by the number of working days in a year according to
				the normal work schedule of that class for the agency.
b) Hourly Rate Conversion - Conversion of the
				applicable monthly salary to an annual amount and dividing the result by the
				number of working hours in a year according to the normal work schedule of that
				class for the agency.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart B - SCHEDULE OF RATES › Section 310.280 - Designated Rate

Current through Register Vol. 48, No. 28, July 12, 2024
a) Requirements -
				The rate of pay for a specific position or class of positions excluded from the
				other requirements of this Pay Plan shall be only as designated by the
				Governor. A designated rate is the fixed rate of pay assigned usually to one
				position within a position classification. The fixed rate is above the maximum
				of the salary range assigned to the position classification. The fixed rate is
				the value the employing agency determines for the uniquely combined position
				and employee or the candidate recruited to be the employee. A designated rate
				may be assigned to a position classification and, therefore, all positions
				within the position classification. The establishment of or change to a
				designated rate requires a request from the head of the employing agency to the
				Director.
b) Request from the Head
				of the Employing Agency - The request from the employing agency head shall
				explain the unique nature of the employee's education and experience combined
				with the position's scope, responsibility, and reporting that warrant the
				requested designated rate, how the requested designated rate was determined,
				and the requested effective date. The employing agency shall attach to the
				request the current position description and the candidate's or employee's
				current State employment or promotional employment application.
c) Review and Approval - The Director shall
				review the requested designated rate by comparing the value given to other
				positions and employees in the employing agency, the State, and other states
				when available. Following the review, the Director shall seek the Governor's
				approval for the designated rate and its effective date.
d) Employee Payment - When the rate is
				approved, this Section shall be amended to include the approved designated
				rate. Once amended, the employing agency shall pay the employee the designated
				rate retroactively to the effective date approved by the Governor.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart B - SCHEDULE OF RATES › Section 310.300 - Educator Schedule for RC-063 and HR-010

Current through Register Vol. 48, No. 28, July 12, 2024
The rates of pay for employees in an Educator or Educator -
				  Career and Technical position shall be as determined in this Section and as
				  shown in Appendix A, Tables T and Y.
a) Selection of the appropriate salary lane
				will be based on the level of academic status attained by the incumbent that
				relates to the educational programs of the employing agency. All hours beyond
				bachelor's level must be approved by the employing agency as being applicable
				to its programs.
b) All provisions
				of Subpart A shall apply to incumbents of the Educator positions, with the
				following exceptions:
1) For HR-010 only,
				Section
				310.100(b) and
				(l) shall not apply.
2) For both RC-063 and HR-010: Section
				310.100(d)(3) and (4), (e) and
				(f) shall not apply.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart B - SCHEDULE OF RATES › Section 310.310 - Physician Specialist Rate

Current through Register Vol. 48, No. 28, July 12, 2024
Upon furnishing evidence of American Board Certification in
				  accordance with the requirements provisions of the class specification for
				  Physician Specialist, an incumbent shall advance from a step in the residency
				  option to the same numbered step of the certification option of their
				  specialty. Such increase in the rate of pay shall be effective on the first day
				  of the pay period following the date of approval.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.415 - Merit Compensation Salary Range Assignments

Current through Register Vol. 48, No. 28, July 12, 2024
a) Emergency, Temporary or Provisional
				Positions - When a position is allocated to a title only assigned to a
				bargaining unit pay grade and the agency is to appoint an employee to the
				position on an Emergency (80 Ill. Adm. Code
				302.150(b)
				), Temporary (80 Ill. Adm. Code
				302.150(c)
				) or Provisional (80 Ill. Adm. Code
				302.150(d)
				) basis, a merit compensation salary range to be used for the position shall be
				assigned to the title as approved by the Director. The approval of the merit
				compensation salary range assignment shall be after comparing the highest
				maximum base salary within the bargaining unit pay grade assigned the title
				with the maximum base salary in the merit compensation salary range that is not
				more than the highest maximum base salary within the bargaining unit pay grade
				and after considering the merit compensation salary ranges assigned to other
				titles in the same classification series and the merit compensation salary
				ranges assigned to other titles assigned the same bargaining unit pay grade.
				The titles and their merit compensation salary range assignments from the
				previous and anticipated fiscal years shall be listed in the Section
				310.410 proposed
				amendments to the Pay Plan for adoption at the beginning of each fiscal
				year.
b) Trainee Program Titles -
				When a classification is established as a Trainee Program (80 Ill. Adm. Code
				302.170), the merit
				compensation salary range assigned to the Trainee Program title shall be
				approved by the Director. The approval shall be based on the recommendation of
				the agency head where the Trainee Program is established, comparison of the
				salary ranges assigned to other Trainee Program titles, and the maximum base
				salary in the recommended merit compensation salary range normally being less
				than the in-hire rate or the minimum base salary of the targeted classification
				title for which training is being conducted.
c) Positions excluded from bargaining unit
				representation by the Illinois Labor Relations Board - When a position is
				allocated to a title only assigned to a bargaining unit pay grade and the
				agency or the position is excluded from bargaining unit representation by ILRB,
				a merit compensation salary range to be used for the position shall be assigned
				to the title as approved by the Director. The approval of the merit
				compensation salary range assignment shall be made using the provisions in
				subsection (a) if the title is not a Trainee Program title or subsection (b) if
				the title is a Trainee Program title.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.420 - Objectives

Current through Register Vol. 48, No. 28, July 12, 2024
The principal objectives of the Merit Compensation System
				  are:
a) To provide for recognition of
				and reward for differences in individual employee performance.
b) To provide standard methods and procedures
				for establishing and applying rates of pay.
c) To insure internal equity and consistency
				within and between departments and agencies at all locations of the
				state.
d) To establish and maintain
				fair and competitive salary ranges consistent with the economic interests of
				the State of Illinois.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.430 - Responsibilities

Current through Register Vol. 48, No. 28, July 12, 2024
a) It shall be the
				responsibility of each agency head:
1) To
				cause, within the agency, full compliance with all provisions of the Merit
				Compensation System.
2) To submit
				promptly all proper and required personnel actions with justifications or other
				notices of changes affecting employee pay or pay status.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.440 - Merit Compensation Salary Schedule

Current through Register Vol. 48, No. 28, July 12, 2024
a) The Merit Compensation Salary Schedule
				attached at the end of the Pay Plan as Appendix D is hereby made a part of the
				Merit Compensation System.
b) The
				Salary Schedule shall consist of a series of salary ranges, each composed of a
				minimum and maximum rate.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.450 - Procedures for Determining Annual Merit Increases and Bonuses

Current through Register Vol. 48, No. 28, July 12, 2024
a) Definitions -
1) Annual Merit Increase - An annual merit
				increase is an in-range salary adjustment for demonstrated
				performance.
2) Annual Merit Bonus
				- An annual merit bonus is a percentage of the employee's annualized base
				salary that is paid once for demonstrated performance and separately from the
				base salary.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.460 - Other Pay Increases

Current through Register Vol. 48, No. 28, July 12, 2024
a)
				Promotion - Normally, upon promotion, an employee shall be advanced in salary
				by an amount not more than 5% of the current base salary. In no event is the
				resulting salary to be lower than the minimum rate of the salary range to which
				the employee is being promoted or greater than the maximum of the new salary
				range. Upon promotion the employee shall receive a new creditable service date.
				Agencies, boards and commissions shall review the anticipated starting salary
				range before making a salary offer to a State government candidate for
				promotion and consider offering less than a 5% increase for a promotion. Any
				deviation from the 5% maximum, except when the resulting salary is the minimum
				rate of the salary range, is a special salary adjustment (see Section
				310.470 ).
b) Reallocation - Upon reallocation, an
				employee shall be advanced in salary to a rate of pay that is the equivalent of
				5% above the current base salary. However, in no event is the resulting salary
				to be lower than the minimum rate or higher than the maximum rate of the new
				salary range. A reallocation will not affect the creditable service date of the
				employee, unless an increase of 10% or greater is provided to move the employee
				to the minimum salary of the new title. The reallocation shall not change the
				creditable service date.
c)
				Reevaluation - If a higher salary range is assigned to a class, the employee
				occupying a position in the class normally shall be advanced the equivalent of
				5% of the current base salary. However, in no event is the resulting salary to
				be lower than the minimum or higher than the maximum rate of the new salary
				range. The creditable service date of an employee will not be changed due to
				the reevaluation of the class the employee occupies, unless an increase of 10%
				or greater is provided to move the employee to the minimum salary of the new
				range. The reevaluation shall not change the creditable service date.
d) Separation and Subsequent Appointment -
				Upon separation from a position of a given class and appointment within four
				calendar days to a position in a higher salary range, an increase shall be
				given under the conditions and requirements applicable to promotions (see
				subsection (a)).
e)
				Reclassification - If the class to which the position is being moved has a
				higher salary range, the employee occupying the position shall be advanced the
				equivalent of 5% of the current base salary. However, in no event is the
				resulting salary to be lower than the minimum or higher than the maximum rate
				of the new salary range. The creditable service date of the employee will not
				be changed due to the reclassification of the position the employee occupies,
				unless an increase of 10% or greater is provided to move the employee to the
				minimum salary of the new range.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.470 - Adjustment

Current through Register Vol. 48, No. 28, July 12, 2024
An employee may receive an upward adjustment in base salary
				  for the purpose of correcting a previous error or oversight or when the best
				  interests of the agency and the State of Illinois will be served. Adjustments
				  shall have the prior approval of the Director. An adjustment at the time of
				  entrance into State government requires supporting documentation in the
				  candidate's CMS employment application. An adjustment at the time substantial
				  additional duties and responsibilities are added to a position allocated to a
				  broad-band title requires that the substantial additional duties and
				  responsibilities be documented on an updated position description and reflected
				  on the organization chart. In determining the appropriateness of a request for
				  a salary adjustment by an employing agency, the Director will consider whether
				  the need for the adjustment is substantial, whether the action is consistent
				  with the treatment of other similar situations, and whether the action is
				  equitable in view of the particular circumstances prompting the request. The
				  approval of an adjustment at the time of entrance into State government is
				  based on the candidate's documented directly-related education and experience
				  exceeding the minimum requirements in the class specification, staffing needs
				  and requirements of the employing agency, and labor market influences on the
				  recruitment for the position classification or position. The adjustment shall
				  not change the creditable service date.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.520 - Conversion of Base Salary to Daily or Hourly Equivalents

Current through Register Vol. 48, No. 28, July 12, 2024
For purposes of determining the hourly or daily equivalent of
				  a base salary, the following methods of computation shall apply:
a) Payment for Vacation and Overtime Credits
				- A daily (hourly) equivalent shall be determined by converting the base salary
				to an annual salary and dividing the result by the number of days (hours)
				usually worked in a year, according to the agency's normal work schedule as
				filed with the Department.
b)
				Payment for Fractional Part of a Specific Pay Period - In those instances in
				which an employee is to be compensated at a rate that represents a number of
				work days (hours) that is less than the actual number of work days (hours) in
				the pay period, the formula to be used is: monthly rate divided by two equals
				pay period rate; pay period rate divided by days (hours) scheduled equals daily
				(hourly) rate; daily (hourly) rate multiplied by days (hours) worked equals
				gross amount earned.
c) Part-Time
				Work - Part-time employees whose base salary is other than an hourly or daily
				basis shall be paid on a daily rate basis which will be computed from annual
				rates of salary and the total number of work days in the year.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.530 - Implementation

Current through Register Vol. 48, No. 28, July 12, 2024
a) The salary
				schedules for the Merit Compensation System will continue as set forth in
				Appendices D and G (Pay Plan).
b)
				The Merit Increase and Bonus Guidechart as set forth in Section
				310.540
				(Pay Plan).
c) The Fiscal Year 2023
				Merit Compensation Cost-of-Living Adjustment as set forth in Section
				310.550
				(Pay Plan).
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.540 - Annual Merit Increase and Bonus Guidechart

Current through Register Vol. 48, No. 28, July 12, 2024
Effective July 1, 2009
Category
Definition
Increase
Bonus
Category 1
Exceptional
$0
0%
Category 2
Accomplished
$0
0%
Category 3
Acceptable
$0
0%
Category 4
Unacceptable
$0
0%
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart C - MERIT COMPENSATION SYSTEM › Section 310.550 - Fiscal Year 2023 Merit Compensation Cost-of-Living Adjustment

Current through Register Vol. 48, No. 28, July 12, 2024
Effective July 1, 2022, each current merit compensation
				  (includes broad-band) State employee shall receive a 3.95 % cost-of-living
				  adjustment to the employee's base salary. No temporary, emergency or
				  provisional employee shall receive the cost-of-living adjustment. The
				  Department will program the cost-of-living adjustment automatically. No agency
				  action will be required.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart D - FROZEN NEGOTIATED-RATES-OF-PAY DUE TO FISCAL YEAR APPROPRIATIONS AND EXPIRED SALARY SCHEDULES IN COLLECTIVE BARGAINING UNIT AGREEMENTS › Section 310.600 - Jurisdiction (Repealed)

Current through Register Vol. 48, No. 28, July 12, 2024
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart D - FROZEN NEGOTIATED-RATES-OF-PAY DUE TO FISCAL YEAR APPROPRIATIONS AND EXPIRED SALARY SCHEDULES IN COLLECTIVE BARGAINING UNIT AGREEMENTS › Section 310.610 - Pay Schedules (Repealed)

Current through Register Vol. 48, No. 28, July 12, 2024
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 310 - PAY PLAN › Subpart D - FROZEN NEGOTIATED-RATES-OF-PAY DUE TO FISCAL YEAR APPROPRIATIONS AND EXPIRED SALARY SCHEDULES IN COLLECTIVE BARGAINING UNIT AGREEMENTS › Section 310.620 - In-Hiring Rate (Repealed)

Current through Register Vol. 48, No. 28, July 12, 2024