West Virginia Code of State Rules › Agency 217 - Transportation, Department of › Title 217 - LEGISLATIVE RULE DEPARTMENT OF TRANSPORTATION › Series 217-01 - Employment Procedures › Section 217-1-4 - Pay Plan and Salary Administration

Current through Register Vol. XLI, No. 28, July 12, 2024
The following salary requirements in this section apply to
				  classified employees. The Division, in cooperation with the agency heads, shall
				  establish a policy to implement the provisions of this section.
4.1. Purpose and Intent. - The purpose and
				intent of the pay plan is to attract and retain qualified employees in the
				classified service. The Division shall provide through the pay plan
				compensation based on equal pay for equal work and market rates as compared to
				compensation trends in other public and private organizations.
4.2. Preparation of the CCCP. -- After
				consultation with the agency heads and agency fiscal officers, the Division
				shall prepare and submit the pay plan to the Secretary. The CCCP shall include
				salary schedules containing multiple compensation ranges with minimum and
				maximum rates of compensation for each range and a plan of implementation. The
				Division may propose periodic amendments to the CCCP in the same manner it was
				adopted.
4.3. Adoption of the CCCP.
				-- The plan or revised plan becomes effective only after it has been approved
				by the Secretary. The approved pay plan constitutes the official schedule of
				salaries for the classified service of the Department of
				Transportation.
4.4. Implementation
				of the CCCP.
4.4.1. Assignment of Classes. --
				The Division shall assign each class of positions to an appropriate range of
				compensation consistent with the duties outlined in the class specification. No
				salary range shall be approved by the Division unless it conforms to sound
				compensation practices.
4.4.2.
				Entry Salary. -- The entry salary for any employee shall be no less than the
				minimum of the compensation range for the job classification. The Division may
				authorize appointment above the minimum for an individual possessing pertinent
				training or experience above the minimum required for the class. The Division
				may authorize appointment at a rate above the market rate where the agency head
				can substantiate severe or unusual recruiting difficulties for the job
				class.
4.4.3. Standard Rates of
				Pay. -- The CCCP provides standard compensation rates for all classes of
				positions in the classified service unless specifically excepted by statute or
				statutory authority. The salary or wage paid is determined by the compensation
				range to which the class of the position has been allocated. All employees,
				including those serving in positions on a part-time basis, shall be paid in
				proportion to the actual time worked. An agency head may, in limited and
				unusual circumstances, propose an increase for an individual above the maximum
				compensation for a job classification if the agency head establishes that the
				employee provides the agency significantly exceptional value or a highly sought
				after skill or ability that warrants the increase. Any such proposed increase
				must be approved by the Secretary.
4.4.4. Additional Pay. -- Agency heads may
				not make additions to the regular salary of any employee except for authorized
				overtime, Division approved pay differentials and monetary incentives, or other
				statutorily required or authorized payments.
4.4.5. Availability of Funds. -- Each agency
				head and his or her fiscal officer will certify that funds for salary
				adjustments are available.
4.4.6.
				Salary Adjustments.
4.4.6.a. Establishment of
				a New Classification, Compensation and Career Plan.
4.4.6.a.1. Upon adoption of a new CCCP for
				the Department of Transportation, the Division shall require, and may approve
				or modify, a plan of implementation which ensures incumbents in the classified
				service receive equal treatment based on sound compensation
				practices.
4.4.6.a.2. An incumbent
				whose salary falls below the minimum rate of the new compensation range shall
				have his or her salary adjusted to the new minimum.
4.4.6.a.3. An incumbent whose salary falls
				above the maximum rate of the new compensation range shall maintain his or her
				current salary.
4.4.6.b.
				Pay on Reclassification.
4.4.6.b.1. When a
				class is reassigned by the Division to a compensation range having a higher
				minimum, the salaries of those incumbents below the new minimum shall be
				adjusted to the new minimum. Where the salary of the incumbent coincides with a
				pay rate in the new range, the salary shall remain unchanged. When a class is
				reassigned by the Division to a compensation range having a lower minimum, the
				salaries of those incumbents which are within the new range shall remain
				unchanged. Where the salary of the incumbent is above the maximum rate of the
				new range, the salary shall remain unchanged, and the incumbent is ineligible
				for salary advancements.
4.4.6.b.2.
				The Division may approve or modify a plan of implementation on reclassification
				based on documented recruitment or retention difficulties or consideration of
				pay equity for reclassified employees.
4.4.6.c. Pay on Position Reallocation. --
				When a position is reallocated to a different class, the salary of the
				incumbent shall be adjusted in accordance with the provisions of this rule for
				promotion, demotion, and lateral class change.
4.4.6.d. Pay Differentials. -- The Division
				may approve the establishment of pay differentials to address circumstances
				which apply to reasonably defined groups of employees.
4.4.6.e. Separation from Employment. --
				Employees whose last day of work occurs prior to the effective date of a new
				pay plan are not eligible for salary adjustments.