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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 />4 of 10 <br /> <br />Idaho Department of Correction <br />IDOC Data Sensitivity Classification - L3 Restricted <br />IDOC’s policy is to provide equal pay for equal work under similar working conditions, <br />without regard for race, color, religion, sex, age, national origin, disability, veteran and/or <br />citizenship status. USERRA - Uniformed Services Employment and Reemployment Rights <br />Act, 38 U.S.C. Sections 4301 through 4333, prohibits employment discrimination against <br />persons because of their service in the Armed Forces Reserve, the National Guard, or other <br />uniformed services. <br />2. Compensation Issues Eligible for Problem Solving <br />Compensation shall not be a proper subject for consideration under IDOC problem solving <br />procedure (see policy 203, Problem Solving) except as it applies to alleged inequities within <br />IDOC (i.e., equal pay for equal work as described in policy 203). For the purpose of the <br />problem solving policy, alleged inequities occur when an employee (individually or as part of <br />a group) in the same classification is allegedly treated unequally in compensation matters. <br />3. Determination of Pay for New Employees <br />Security Staff <br />The starting wage for new security staff (correctional officers, food service officers, and <br />probation and parole officers) is set each year at the start of the state fiscal calendar <br />year. <br />All Other Staff <br />New employees that are in the administrative/professional, clerical and trade areas will <br />have entry pay determined by compensation analysis or 71% of policy. The <br />compensation analysis is based upon experience, background and the relationship to <br />the pay grade and internal equity. <br />4. Salary Savings <br />Salary savings may be used for payment of compensatory time, bonuses, merit increases, <br />market increases and other personnel related costs. IDOC shall determine the availability of <br />funds resulting from salary savings to make compensation decisions. <br />5. Salary Increases <br />Eligibility for salary increases and bonuses will be directly linked to job performance and <br />determined on the basis of job related performance factors and include a current employee <br />performance evaluation (see SOP 222.07.01.001, Performance Management). No employee <br />shall advance in a salary range without a performance evaluation certifying that the <br />employee meets performance criteria. (Idaho Code Section 67-5309B). <br />An employee whose pay is at the maximum of the range for that pay grade is not eligible for <br />pay increases, unless DHR increases the payline of that pay grade. However, the employee <br />may qualify for a lump sum bonus payment. Any lump sum bonuses must be based upon <br />budgetary availability and be approved by the director. <br />Permanent Merit Increases <br />The merit increase budgets are determined by the legislature. The compensation <br />committee will be responsible for developing an equitable plan for merit increases; this