Iowa Administrative Code › Agency 681 - Regents Board › Chapter 3 - Regents Human Resources Management-merit System Rules › Rule 681-3.39 - Administration of the Pay Plan

Current through Register Vol. 47, No. 3, July 24, 2024
Within the provisions of these rules, the pay plan will be
				uniformly administered by the resident directors under the direction of the
				merit system director for all classifications in the system. Except as
				otherwise provided in these rules and in the pay plan, all employees will be
				paid between the minimum and maximum of the pay grade to which the employee's
				classification is assigned and such pay will constitute the total cash
				remuneration the employee receives for the employee's work in that position.
				Any employee who is approved for participation in a phased retirement program
				as provided for by state law and regent policy shall have the salary provided
				under these rules adjusted as specified by such law and regent policy. In
				instances where more than one rule for pay is applicable, the resident director
				may apply the rule that is most appropriate for the situation.
(1)
Entrance salaries.
The
			 entrance salary for an employee in any position under this system will be the
			 minimum salary of the pay grade to which that classification is assigned or in
			 accordance with the approved pay plan, except as provided for the following:
a.
Appointment based on a scarcity of
			 qualified applicants.
At the request of an institution and on the
			 basis of economic or employment conditions which make it difficult or
			 impossible to recruit at the minimum rate of the pay grade to which a
			 classification of position is assigned, a resident director, subject to
			 approval by the merit system director, may authorize for a designated period of
			 time recruitment for that classification at a rate higher than the minimum.
			 Where such a higher entrance rate is authorized all employees in the same
			 classification and in the same geographical area, who are earning less than the
			 higher entrance rate, will be increased to that higher rate.
b.
Appointment based on exceptional
			 qualifications.
Employees whose qualifications substantially exceed
			 the minimum required for the classification or who possess outstanding
			 experience relative to the demands of the position may, at the request of an
			 employing department and upon approval by the resident director, be appointed
			 at a rate higher than the minimum, provided that the pay of all other employees
			 in the same classification with similar qualifications working under the same
			 conditions as defined in 3.104(4)
"h"
at the same institution
			 are raised to that higher rate. These appointments along with any salary
			 adjustments required of other employees other than the appointee must be
			 reported to the merit system director.
Increases authorized and granted to other employees as the
				result of appointments based on the scarcity of qualified applicants,
				3.39(1)
"a,"
or appointments based on exceptional
				qualifications, 3.39(1)
"b,"
will establish new merit review
				dates for affected employees. In the event that a substantial inequity is
				created due to a change to a merit review date, the resident director may
				determine that no change should be made to the merit review date or that an
				alternate merit review date should be established.
c.
Appointments based on prior
			 service at the institution.
Employees who were employed by an
			 appointing institution in a nonmerit system position and who performed duties
			 of the same character and responsibility as the merit classification to which
			 they are being appointed may be paid at a rate higher than the minimum
			 reflecting prior service in a comparable position. Such appointments must be
			 approved by the resident director and reported to the merit system
			 director.