Illinois Administrative Code
Title 80 - PUBLIC OFFICIALS AND EMPLOYEES
Part 310 - PAY PLAN
Subpart C - MERIT COMPENSATION SYSTEM
Section 310.500 - Definitions

Current through Register Vol. 48, No. 38, September 20, 2024

The following are definitions of certain terms and are for purposes of clarification as they affect the Merit Compensation System only.

"Adjustment in Salary" - A change in salary occasioned by previously committed error or oversight, or required in the best interest of the agency or the State as defined in Sections 310.470 and 310.480.

"Agency" means an agency (e.g., Department, Board, Commission, etc.) of Illinois State government whose employees are subject to this Part.

"Anticipated Starting Salary" - A position-specific rate or range within the salary range assigned to the classification title to which the position being filled is allocated and based on the value of the work to be performed in the position description. The anticipated starting salary is published in the posting of a position opening. When valuing the work to be performed in the position description, agencies shall consider questions based on the factors located in Section 310.470. The factors are: is the valuation consistent with the treatment of other similar situations; is the valuation equitable in view of the particular circumstances; what are the staffing needs and requirements of the employing agency; and are there labor market influences on recruitment for the classification or position. Some of the questions to be considered are: how are others in this title in the agency compensated; how many staff does the position supervise; what is the scope of the position's area of responsibility; is the position similar to positions at other agencies and, if so, how are those employees compensated; what types of subordinates report to the position and how are they compensated; does this position require a license that is difficult to obtain; has the agency unsuccessfully attempted to fill the position and, if so, how many times; and if the position has private sector counterparts, how are they compensated? This is a non-exhaustive list of factors and questions for agencies to consider when developing an anticipated starting salary.

"Base Salary" - The dollar amount of pay of an employee as determined under the provisions of the Merit Compensation System. Base salary does not include commission, incentive pay, bilingual pay, longevity pay, overtime pay, shift differential pay or deductions for time not worked.

"Bilingual Pay" - The dollar amount per month, or percentage of the employee's monthly base salary, paid in addition to the employee's base salary when the individual position held by the employee has a job description that requires the use of sign language, Braille, or another second language (e.g., Spanish), or that requires the employee to be bilingual.

"Classification" - The classification established by the Department and approved by the Civil Service Commission based on Section 8a(1) of the Personnel Code and to which one or more positions are allocated based upon similarity of duties performed, responsibilities assigned and conditions of employment. Classification may be abbreviated to "class" and referred to by its title or title code.

"Class Specification" - The document comprising the title, title code, effective date, distinguishing features of work, illustrative examples of work and desirable requirements.

"Creditable Service" - All service in full or regularly scheduled part-time pay status beginning with the date of initial employment or the effective date of the last in-range or promotional salary increase. Reevaluations (Sections 310.460(c) and 310.480(d)), reallocations (Sections 310.460(b) and 310.480(b)), adjustments (Sections 310.470, 310.480(e) and 310.495(c)) and interim assignments (Section 310.490(o)) shall not change the creditable service date.

"Comparable Classes" - Two or more classes that are in the same salary range.

"Demotion" - The assignment for cause of an employee to a vacant position in a class in a lower salary range than the former class.

"Department" or "CMS" means the Department of Central Management Services.

"Differential" - The additional compensation added to the base salary of an employee resulting from conditions of employment imposed during the normal schedule of work.

"Director" means the Director of the Department of Central Management Services.

"Entrance Base Salary" - The initial base salary assigned to an employee upon entering State service.

"In-hire Rate" - An in-hire rate is a minimum rate for a class that is above the normal minimum of the range, as approved by the Director after a review of competitive market starting rates for similar classes.

"Maximum Rate of Pay" - The highest rate of pay for a given salary range.

"Minimum Rate of Pay" - The lowest rate of pay for a given salary range. Normally the minimum rate of pay represents the salary to be paid a qualified employee who is appointed to a position in a class assigned to a given salary range.

"Option" - The denotation of directly-related education, experience and/or knowledge, skills and abilities required to qualify for the position allocated to the classification. The requirements may meet or exceed the requirements indicated in the class specification. The following options are for the Public Service Administrator classification and have a broad-banded salary range assigned:

The following options are for the Senior Public Service Administrator classification and have a broad-banded salary range assigned:

Other classification titles contain an option and the option also may denote differences in the distinguishing features of work indicated in the classification specification. The classification titles containing an option are:

Children and Family Service Intern, Option 1

Children and Family Service Intern, Option 2

Health Services Investigator I, Option A - General

Health Services Investigator II, Option A - General

Health Services Investigator II, Option C - Pharmacy

Juvenile Justice Youth and Family Specialist Option 1

Juvenile Justice Youth and Family Specialist Option 2

Medical Administrator I Option C

Medical Administrator I Option D

Medical Administrator II Option C

Medical Administrator II Option D

Physician Specialist - Option A

Physician Specialist - Option B

Physician Specialist - Option C

Physician Specialist - Option D

Physician Specialist - Option E

Research Fellow, Option B

"Performance Review" - The required review of an employee's on-the-job performance as measured by a specific set of criteria.

"Performance Review Date" - The date on which the annual merit increase and bonus shall be made effective if a performance review indicates it is appropriate. Actual performance review procedures are to be completed prior to the effective date of any recommendation to allow sufficient time for the records to be processed by the originating agency.

"Promotion" - The appointment of an employee, with the approval of the agency and the Department of Central Management Services, to a vacant position in a class in a higher salary range than the former class.

"Reallocation" - A position action in which gradual changes in a single position's assigned duties and responsibilities accumulate and result in the assignment of the position to another class.

"Reclassification" - A position action that occurs subsequent to approval of a new or revised classification by the Civil Service Commission and results in the assignment of a position or positions to a different class.

"Reevaluation" - The assignment of a different salary range to a class of positions based upon a change in relation to other classes or to the labor market.

"Salary Range" - The dollar values encompassed by the minimum and maximum rates of pay of a salary range assigned to a class title.

"Transfer" - The assignment of an employee to a vacant position in a class having the same salary range.

"Work Year" - That period of time determined by the agency and filed with the Department in accordance with 80 Ill. Adm. Code 303.300.