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:
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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. The employee's Salary Review Date is adjusted to the effective date of the reclassification.
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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. The employee's Salary Review Date is not adjusted in these cases.
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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. The employee's Salary Review Date is adjusted to the effective date of the reclassification.
- Reallocation ("range-change") of an existing classification to a higher pay range is implemented using the "step-to-step" rule. The employee's Salary Review Date is not adjusted in these cases.
For additional information:
110309JTC
082813JTC