Skip Maine state header navigation
BUREAU OF HUMAN RESOURCES
HUMAN RESOURCES POLICY AND PRACTICES MANUAL
10.6 RECLASSIFICATIONS - PAY RANGE / STEP DETERMINATIONS
Personnel Bulletin 5.10 (issued July 1, 1986) established in policy the practices to be followed for appropriate step determination in various reclassification actions. While this policy was established based on an arbitration award, the policy extended the practices to all employees, regardless of bargaining unit status or coverage under the State Employees Labor Relations Act.
Following is a summary of how various types of reclassification actions are implemented:
All reclassifications (retroactive or prospective) to an existing classification in a higher pay range are implemented using the "5% promotion" rule. That is, the employee is placed at the lowest step in the new classification which is at least 5% higher than the rate in the previous classification.
Retroactive reclassifications to a new classification (that is, a classification established to accommodate work that is already being performed by the employee) in a higher pay range are implemented using the "step-to-step" rule.
Prospective reclassifications to a new classification (that is, a classification established to accommodate work that is planned to be performed in conjunction with a reorganization proposal) in a higher pay range are implemented using the "5% promotion" rule.
For additional information:
110309JTC