In accordance with Merit Rule 530:10-7-1, “An Appointing Authority shall adopt a salary administration plan and submit the plan for approval of the Administrator.” This document is to serve as such plan for the Oklahoma Department of Human Services beginning July 16, 2009, and will be in effect until revised.
This plan does not restrict the Director, Oklahoma Department of Human Services, from exercising constitutional authority regarding salary administration within the agency as outlined in Article XXV, Section 4, of the Constitution of Oklahoma.
Included in this plan is a listing of the hiring ranges and anticipated hiring rates for all classified jobs at the Oklahoma Department of Human Services. A listing of all jobs for which the Oklahoma Department of Human Services has established a hiring range utilizing the pay band range reflected below.
Pay Movement Mechanisms
This section of the plan addresses the pay movement mechanisms provided for in Title 74:820-2.17. Provided for your review and approval is a prospectus of the anticipated use of pay movement mechanisms that will be utilized by the Oklahoma Department of Human Services.
Promotion and Career Progression - Merit Rule 530:10-7-14(b)
In determining individual pay upon promotion or career progression, the following considerations will be made: internal pay equity issues, the number of bands progressed and future rates of pay that may be achieved through promotions or career progressions. Employees who are promoted will receive an increase in salary based upon the following formula, whichever is greater provided that such increase does not cause employee’s salary to exceed the maximum of the pay band to which progressed: OKDHS new hiring rate or 5 percent of the employee’s salary.
Upon recommendation of the local administrator, and at the discretion of the Appointing Authority, the Oklahoma Department of Human Services may provide an increase of up to 20 percent above the employee’s salary prior to promotion or career progression provided that the increase does not cause the employee’s salary to exceed the maximum of the pay band to which promoted or progressed.
The Appointing Authority may also set an employee’s salary upon promotion or career progression at any rate of pay within the hiring range established for the position to which promoted or progressed as listed in the agency’s salary administration plan.
Intra-agency Lateral Transfer - Merit Rule 530:10-7-14(e)
The Oklahoma Department of Human Services may make use of this provision when, in the best interest of the agency, an employee is transferred to another job within the same pay band. This pay movement mechanism may be considered for use when a lateral move is made to support the business needs of the agency or in the event that the capabilities of the employee are uniquely suited to the job to which transferred. Increases will be limited to a maximum of 5 percent and in no case shall the increase given cause the employee’s salary to exceed the maximum of the pay band.
Market Adjustments - Merit Rule 530:10-7-20(b)
In order to address retention issues, the Oklahoma Department of Human Services may submit for approval the use of Market Adjustments where necessary. When requesting approval of a market adjustment, the Oklahoma Department of Human Services will be responsible for administering a survey or providing survey data of the relevant market in question.
Salary data provided in the request for approval will be subject to the review of the Administrator in order to ensure that standard and accepted survey procedures were used in obtaining the data, as well as determining the relevance and appropriateness of the data. Upon approval from the Administrator, adjustments will be made accordingly.
Equity Based Adjustments - Merit Rule 530:10-7-26
The Oklahoma Department of Human Services may use this pay movement mechanism when an individual or individuals are significantly underpaid relative to other employees in the same job family and job family level.
In accordance with MR 530:10-7-26, the Oklahoma Department of Human Services will seek approval of the Administrator prior to implementing equity adjustments that would cause an individual’s base rate of pay to exceed the midpoint of the OPM pay band for the job family and job family level in question.
Skill Based Pay Adjustments - Merit Rule 530:10-7-24
The Oklahoma Department of Human Services may use this pay movement mechanism when an individual possesses and utilizes a verifiable skill or skills that adds value to the organization. Such adjustments may be provided as a differential over and above an employee's base pay or as a one-time lump-sum payment.
Lump-sum skill-based pay adjustments can be up to 10 percent of an employee's annual salary and may be provided to employees whose base pay is at or exceeds the maximum rate of pay for the pay band. Skill-based differentials can be up to 10 percent of an employee's monthly salary for employees paid on a monthly basis. These payments shall be paid only as long as the employee occupies a position to which the skill is applicable. Refer to the Agency's Skill Based Pay listing for approved Skill Based Pay adjustments.
Funding and Reporting Requirements - Merit Rule 530:10-7-1.2
In accordance with Title 74:840-2.17, use of the pay movement mechanisms is subject to use of funds available in the agency’s budget for the current and subsequent fiscal year without the need for additional funding.