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Control Number: <br />202.07.01.001 <br />Version: <br />2.0 <br />Title: <br />Compensation <br /> <br />Page Number: <br />3 of 10 <br /> <br />Idaho Department of Correction <br />IDOC Data Sensitivity Classification - L3 Restricted <br />Compensation Committee <br />The compensation committee is responsible for <br />• Making compensation recommendations to IDOC director <br />• Monitoring salary savings to make recommendation on how to reinvest into staff <br />• Developing and implementing processes for compensation decisions <br />EMPLOYEE COMPENSATION PHILOSOPHY <br />IDOC’s compensation philosophy is intended to guide a consistent and comprehensive <br />compensation program to recruit, retain and reward IDOC employees and encourage them <br />to achieve their career potential with the agency. IDOC’s compensation program will <br />promote fairness and equity, support a culture of productivity and accountability, and be <br />administered with sound fiscal discipline. This philosophy and its guiding principles should <br />provide direction to IDOC managers when considering compensation issues, provide a tool <br />to recruit and attract qualified prospective employees, and offer reasonable predictability and <br />consistency for current and prospective employees to anticipate career development and <br />progression. <br />GENERAL REQUIREMENTS <br />This compensation procedure is intended to guide IDOC in administering compensation <br />fairly and equitably. Should any discrepancies between this standard operating procedure <br />(SOP) and federal, state, or Idaho Division of Human Resources (DHR) rules arise, the <br />higher rules will take precedence. <br />Compensation for full-time, classified, non-classified, part-time, temporary, permanent, <br />probationary, and limited service employees will be based on an hourly rate appropriate for <br />the classification. <br />1. Operation of the Compensation Procedure <br />Classified employees of IDOC cannot be paid at a rate less than the minimum or greater <br />than the maximum of the pay grade, as set by the state pay schedule, except as provided in <br />IDAPA 15.04.01. <br />The State of Idaho pay schedule is based upon the relative point value (using the Hay <br />System method of evaluating job positions numerically) of each job class in the state and <br />the placement of those point value spreads into pay grades (i.e., positions with point values <br />of 155 through 184 comprise pay grade ‘G’). <br />Each pay grade is assigned hourly minimum, policy (mid-point), and maximum rates of pay <br />based upon comparisons of similar positions within the relevant labor market; the pay <br />grades and rates are provided by DHR. <br />All decisions for changes in the rates established for pay grades are made by DHR. IDOC is <br />responsible for establishing and maintaining a compensation plan which reflects the Idaho <br />pay schedule and which outlines the compensation plan through which IDOC will operate, <br />based upon legislative mandates and guidelines established by the DHR and Division of <br />Financial Management (DFM). <br />Non-discrimination in Pay