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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 />5 of 10 <br /> <br />Idaho Department of Correction <br />IDOC Data Sensitivity Classification - L3 Restricted <br />plan will then be presented to the IDOC director, DHR and DFM analyst for review and <br />approval. <br />The size of individual merit increases will be based upon job-related performance and <br />available personnel budget. An approved merit matrix will be used. <br />Short-term Merit <br />Short-term merit is typically used as a salary increase for a set period of time to <br />compensate an employee for performance of duties outside the normal job duties. The <br />employee shall sign a memorandum of agreement, signifying that their salary shall be <br />moved to a specified rate for a set period of time. The agreement must state when the <br />short-term merit starts and when it ends and agree that the salary rate shall be returned <br />at the end of the time period to the rate held prior to the short-term merit increase. The <br />time period for each short-term merit will be no greater than six months. A new <br />memorandum will need to be executed at the end of that period if it is determined the <br />employee should continue short-term merit. <br />Acting Appointment <br />A classified, permanent employee may be appointed to a position in a higher pay grade <br />in an acting capacity. The employee must meet the minimum qualifications for that <br />position. The employee must sign a memorandum of agreement, signifying that their <br />salary shall be moved to a specified rate for a set period of time. That rate would be <br />based upon the same rules as promotions. Such appointments shall be limited to the <br />time necessary to fill the vacancy or until the incumbent returns from leave. The <br />appointment should not continue beyond one thousand forty (1,040) hours unless <br />specifically extended by the HR Manager. (IDAPA 115.04.01 (130). <br />Bonuses <br />When bonus funds are identified and available, a supervisor, manager, or division <br />leadership may recommend a bonus for employees holding permanent status. The <br />bonus can be awarded for a one-time event during a fiscal year or multiple times but <br />shall not exceed two thousand dollars ($2,000) aggregate for the fiscal year. The <br />supervisor or manager must justify in writing why they are recommending the employee <br />for a bonus and justify the amount. The director has final approval of the bonus <br />submission. The bonus should be based on either a series of outstanding performances <br />or a major performance that has had a positive impact on the work unit. A merit increase <br />and a bonus should not be based on the same event. However, an employee may be <br />awarded a merit increase and a bonus for different reasons. The last performance <br />evaluation must have occurred within the most recent 12-month period and a rating of at <br />least ‘achieves performance standards’ (APS) must have been achieved in order to be <br />eligible. (IDAPA 15.04.01(075). <br />Other Wage Considerations <br />Requests for salary increases (those granted outside of general review for fiscal year or <br />not related to payline changes) must be addressed separately by written request to the <br />division chief and human resource manager.