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Idaho <br />Department of <br />Correction <br /> <br /> <br /> <br /> <br /> <br />Policy <br />Control Number: <br />202 <br />Version: <br />4.0 <br />Page Number: <br />1 of 2 <br />Adopted: <br />4-1-1985 <br />Reviewed: <br />3-6-2009 <br /> <br />Title: <br />Compensation Plan <br /> <br />This document was approved by Brent Reinke, director of the Idaho Department of <br />Correction, on 3/6/09 (signature on file). <br />BOARD OF CORRECTION IDAPA RULE NUMBER <br />None <br />POLICY STATEMENT <br />It is the policy of the Board of Correction that Department employees be compensated fairly, <br />equitably and in accordance with applicable state regulations. <br />PURPOSE <br />To facilitate an equitable pay system throughout each of the IDOC divisions that not only <br />incorporates IDAPA Rules and CEC (Change in Employee Compensation) decisions, but <br />also incorporates pay practices and pay philosophies that are in line with agency operating <br />objectives. <br />Benefits of equitably managing a compensation plan include: <br />• Results more in line with the mission and goals of the agency; <br />• Provides for elimination of pay decision differences and inconsistencies between <br />locations; <br />• Assures that payroll dollars are spent more effectively; <br />• More accurately measures the economics of the compensation administration <br />process. <br />SCOPE <br />These procedures give specific guidance to supervisors and managers in setting <br />compensation standards for all employees in functions such as hiring new employees, <br />transfers, promotions, merit increases, bonuses, demotions, shift differential and premium <br />pay matters. <br />RESPONSIBILITY <br />HRS Director. Codifies state, federal and merit system compensation matters into a <br />working procedure for salary administration for the department. Assures compliance, <br />recommends and implements authorized changes.