SECTION 3.70 PAY GRADE STUDIES

Last Update: 9/03

When your agency is experiencing severe difficulties in recruiting/retaining employees for a specific job class, and other possible problem areas (e.g., geographic location, organizational culture, work environment, etc.) have been studied and ruled out, it may be the result of market pay competitiveness. To document this possibility, you should inquire about and keep good records on:

· the reasons potential applicants decline interviews or job offers

· when conducting an exit interview, the reason an employee voluntarily leaves your organization.

Additionally, if you come across professional publications or other documented information about pay or salary surveys for a specific job class you supervise, you should read them carefully and keep copies for reference purposes. If your study of any of the job classes you supervise demonstrates a pattern that suggests pay may be an issue, discuss it with your personnel officer. He or she may have you complete the Pay Grade Study Questionnaire as part of the Service Agreement process, which is the first step in the pay grade review process. If you complete the form, return it to your personnel officer. The DAS-HRE will analyze the information and determine if a market competitiveness study is warranted. Factors that impact this decision include the following:

· other pay information/surveys the agency has in its possession.

· collective bargaining status of the job class.

· agency's ability to fund pay grade changes.

· whether the job class is used only by the agency or several agencies.

· agency's ability to attract applicants and retain employees.