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Managing compensation of excluded employees on open salary ranges

Introduction
Authorities
Definition of open salary range
What is delegated?
What is not delegated?
Salary decisions covered
Implementing decisions
Monitoring and reporting
Excluded management salary grid

Introduction

This framework is designed to provide guidance to delegated managers in making compensation decisions for excluded employees who report to them and are on open salary ranges.

Authorities

Deputy Ministers are delegated authority to manage the compensation of employees on open salary ranges. This authority may be delegated, in turn, to ministry managers. Such delegations are reflected in the Ministry Delegation Authority Matrix.

Definition of open salary range

These are management salary ranges where only the salary maximum is defined. There is no minimum salary defined, nor are salary steps defined.

What is delegated?

• Salary management for all employees who are on open salary ranges is covered by this delegation. These jobs include Management Level 1 to 8, Management sub-levels and Secretaries to Deputy Ministers.
• Salary management for Assistant Deputy Ministers (except salary upon appointment.)
• Salary decisions up to the maximum of the salary range.

What is not delegated?

• Information technology temporary market adjustments. (Approval for the IT temporary market adjustment is determined by the Compensation and Classification Unit, Vancouver Island Client Services Region, BC Public Service Agency.)

Salary decisions covered

• salary for a new appointment to the public service up to and including Management Level 8
• salary upon promotion
• salary upon reclassification
• salary when an included employee is excluded from the bargaining unit
• salary upon lateral transfer
• salary progression to the maximum of the range
• salary when a job is classified downward or when a person is demoted
• salary upon voluntary demotion

Consultation

Delegated managers should consult on salary decisions as circumstances indicate. This may involve discussion with their supervisor when issues of salary comparability with other employees in the organization could be important. It may also involve discussion with the Human Resources Consultant when dealing with particularly complex decisions. Consultation with the Ministry Strategic HR Branch may be appropriate in some circumstances (e.g. salary management issues which impact succession planning).

Implementing decisions

The responsible Human Resources Consultant, Public Service Agency, should be advised of all salary decisions through a copy of the manager's formal notification the employee. This will provide the information needed to make the necessary changes on the payroll system.

Monitoring and reporting

The Agency will monitor and report on the application of this guideline on a regular basis to Deputy Ministers and Ministry Strategic Human Resources Directors.

Last updated 27 Mar 2003