Current through Register Vol. 48, No. 38, September 20, 2024
Broad-band pay range classes shall be covered by all
provisions of the Merit Compensation System except for the provisions
identified in the following subsections:
a) Salary Range - The salary range for
broad-band classes shall be as set out in Appendix G.
b) Entrance Base Salary - 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 wage or salary history, 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. In-hire
rates assigned to trainee program classifications are the entrance base salary
(see Section
310.47) .
1) When the new-to-State-government candidate
only meets the minimum of the classification requirements, the entrance base
salary is the lowest salary in the anticipated starting salary range, the
anticipated starting salary, or the in-hire rate.
2) Qualifications Above Minimum Requirements
-
A) For Other Than Trainee Classification
Titles When the Candidate is New to State Government - For other than trainee
classification titles when the candidate is new to State government, State
agencies shall not seek, request or require a candidate's current wage or
salary history. Agencies shall not use a candidate'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 stop the verification of a candidate's
current wage or salary history. When the new-to-State-government candidate
exceeds the minimum of the classification requirements, the entrance base
salary is the in-hire rate, the anticipated starting salary, within the
anticipated starting salary range, or the rate resulting from a special salary
request that is pre-approved by the Department. The anticipated starting salary
and the selected new-to-State-government candidate's qualifications shall
inform the entrance base salary offer. The qualifications that shall be
considered are documented education and experience directly-related to the
position description and exceeding the minimum requirements on the class
specification. The agency shall tell the new-to-State-government candidate not
to disclose his or her current wage or salary history. The
new-to-State-government applicant may discuss his or her salary expectations
for the position being filled. If the tentatively accepted offer is not the
in-hire rate, anticipated starting salary, or within the anticipated starting
salary range, the agency shall complete a Special Salary Request-New Employee
form (CMS-163) identifying both the pre-established anticipated starting salary
and the justification for hiring the selected candidate at the tentatively
offered and accepted higher starting salary.
B) For Other Than Trainee Classification
Titles in Which the Current State Government Employee is a Candidate for a
Position Subject to the Personnel Code - For other than trainee classification
titles in which the current State government employee is a candidate for a
position subject to the Personnel Code, 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
310.470)
.
c) Salary
Adjustment for Substantial Additional Duties and Responsibilities within the
Same Position or for Transfer to Another Position with Substantial Additional
Duties and Responsibilities in the Same Title - An upward salary adjustment
that is not more than 5% above the employee's current base salary in a
broad-band position classification may be made by the employing agency where
the employee's position has been given substantial additional duties and
responsibilities but will remain in the same classification or where the
employee transfers to another position with substantial additional duties and
responsibilities in the same broad-band class. Any deviation from the 5%
maximum is a special salary adjustment (see Section 310.470). The salary
adjustment shall not change the creditable service date.
d) Movement between Salary Systems - Salary
treatment on movement of an employee between one position in the broad-band
class series and another position outside of the broad-band class series will
be as recommended by the employing agency and approved by the Director of
Central Management Services.
e)
Salary Treatment upon Initial Placement of Positions in Other Occupational
Broad-Band Classes - For the purpose of establishing salary treatment upon
initial placement of positions, it is necessary to determine the "lowest
corresponding Merit Compensation grade". The Merit Compensation range with a
minimum salary closest to, but not lower than, that of the broad-band range
minimum is known as the "lowest corresponding Merit Compensation grade".
1) The incumbent of a position with a current
salary range maximum equal to or greater than the maximum of the "lowest
corresponding Merit Compensation grade" will be placed in the broad-band range
with no change in salary.
2) The
incumbent of a position with a current salary range maximum less than the
maximum of the "lowest corresponding Merit Compensation grade" will be placed
in the broad-band range with a 5% increase in current base salary. However, in
no event shall the resulting salary 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 unless an increase of 10% or greater is provided
to move the employee to the minimum of the new range.
f) Pay Treatment upon Illinois Labor
Relations Board State Panel Revocation of Certification of Representation by a
Bargaining Unit - Upon the Illinois Labor Relations Board (ILRB) State Panel
issuing a Revocation of Certification of representation by a bargaining unit
when an agreement exists between the bargaining unit and the State assigning
pay, effective the date of the issuance, the position is subject to the
jurisdiction of the Merit Compensation System (Section
310.410) and assigned
to the broad-band salary range assigned to the position's classification
(Appendix G), and may receive an immediate downward adjustment in base salary
(Section
310.480(e))
.
