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H0101.......................................by COMMERCE AND HUMAN RESOURCES
STATE EMPLOYEES - BONUSES - Amends existing law to remove the $1,000 limit
for one-time bonuses for state employees.
01/22 House intro - 1st rdg - to printing
01/26 Rpt prt - to Com/HuRes
02/12 Rpt out - rec d/p - to 2nd rdg
02/15 2nd rdg - to 3rd rdg
02/17 3rd rdg - FAILED - 15-51-3
AYES -- Campbell, Clark, Hadley, Hansen(29), Hornbeck, Jones,
Kellogg, Lake, Mader, Marley, Mortensen, Schaefer, Williams,
Zimmermann, Mr Speaker
NAYS -- Alltus, Barraclough, Barrett, Bell, Bieter, Black, Boe,
Bruneel, Callister, Chase, Crow, Cuddy, Deal, Denney, Ellsworth,
Field(13), Field(20), Gagner, Geddes, Hammond, Hansen(23), Henbest,
Jaquet, Judd, Kempton, Kendell, Kunz, Limbaugh, Loertscher, McKague,
Meyer, Moyle, Pischner, Pomeroy, Reynolds, Ridinger, Ringo, Robison,
Sali, Sellman, Smith, Stevenson, Stoicheff, Stone, Taylor(Taylor),
Tilman, Tippets, Trail, Watson, Wheeler, Wood
Absent and excused -- Gould, Linford, Montgomery,
Dist. 15, Seat A, Vacant
Floor Sponsor - Lake
Filed with Chief Clerk
H0101|||| LEGISLATURE OF THE STATE OF IDAHO |||| Fifty-fifth Legislature First Regular Session - 1999IN THE HOUSE OF REPRESENTATIVES HOUSE BILL NO. 101 BY COMMERCE AND HUMAN RESOURCES COMMITTEE 1 AN ACT 2 RELATING TO STATE EMPLOYEE BONUSES; AMENDING SECTION 67-5309C, IDAHO CODE, TO 3 REMOVE THE ONE THOUSAND DOLLAR LIMIT ON CLASSIFIED EMPLOYEE BONUSES AND TO 4 MAKE TECHNICAL CORRECTIONS; AND AMENDING SECTION 59-1603, IDAHO CODE, TO 5 REMOVE THE ONE THOUSAND DOLLAR LIMIT ON NONCLASSIFIED EMPLOYEE BONUSES AND 6 TO MAKE A TECHNICAL CORRECTION. 7 Be It Enacted by the Legislature of the State of Idaho: 8 SECTION 1. That Section 67-5309C, Idaho Code, be, and the same is hereby 9 amended to read as follows: 10 67-5309C. PAY GRADES AND MERIT INCREASES. (a) The following schedule 11 establishes the pay grades for all positions classified pursuant to chapter 12 53, title 67, Idaho Code. 13 STATE OF IDAHO 14 PAY GRADE SCHEDULE 15 GRADE JOB EVALUATION POINTS GRADE JOB EVALUATION POINTS 16 Minimum Mid-point Maximum Minimum Mid-point Maximum 17 A 93 or less 99 106 M 493 531 566 18 B 107 114 122 N 567 610 655 19 C 123 131 140 O 656 702 753 20 D 141 151 161 P 754 807 867 21 E 162 173 185 Q 868 928 997 22 F 186 200 213 R 998 1067 1146 23 G 214 229 245 S 1147 1227 1319 24 H 246 263 281 T 1320 1412 1516 25 I 282 303 325 U 1517 1623 1744 26 J 326 349 374 V 1745 1867 2006 27 K 375 401 430 W 2007 2147 2307 28 L 431 461 492 X 2308 2469 -- 29 (b) It is hereby declared to be the intent of the legisla- 30 ture that an employee may expect to advance in the salary range to the labor 31 market average rate for the pay grade assigned to a classification. Advance- 32 ment in pay shall be based solely on performance, including factors such as 33 productivity, reliability, effectiveness, and the ability to achieve the goals 34 and objectives of the particular position. No employee shall advance in a sal- 35 ary range without performance evaluation by the employee's immediate supervi- 36 sor, approved by the departmental director or the director's designee certify- 37 ing that the employee meets the performance criteria of the assigned position. 38 (i) When necessary to obtain qualified personnel in a particular classi- 39 fication, upon petition of the appointing authority to the commission con- 40 taining acceptable reasons therefor, a higher temporary pay grade may be 41 authorized by the commission which, if granted, shall be reviewed annually 42 to determine the need for continuance. 43 (ii) Each employee's work performance shall be evaluated after one thou- 2 1 sand forty (1,040) hours of credited state service from the date of ini- 2 tial appointment or promotion and after each two thousand eighty (2,080) 3 hours of credited state service thereafter by his or her immediate super- 4 visor. Employees may be eligible for advancement in pay, if certified as 5 meeting the performance requirements ofparagraphsub- 6 section (b)aboveof this section ; how- 7 ever, such in-grade advancement shall not be construed as a vested right. 8 The department director shall designate, upon agreement with the employee, 9 whether such in-grade advancement is temporary, conditional or permanent. 10 It shall be the specific responsibility of the supervisor and the depart- 11 mental director to effect the evaluation prescribed inparagraph12subsection (b)aboveof this sec- 13 tion on an evaluation form approved by the commission for that pur- 14 pose. 15 (iii) In addition to pay increases authorized in paragraph (ii)16aboveof this subsection , the department director may 17 grant a classified employeeholding permanent statusa lump 18 sum bonus .not to exceed one thousand dollars ($1,000)19in any given fiscal year based upon excellent performance as indicated by20the performance evaluation as outlined in subsection (b) of this section.21Exceptions to the one thousand dollar ($1,000) limit provided in this sec-22tion may be granted if approved in advance by the state board of examin-23ers.24 SECTION 2. That Section 59-1603, Idaho Code, be, and the same is hereby 25 amended to read as follows: 26 59-1603. CONFORMITY WITH CLASSIFIED POSITIONS. (1) To the extent possi- 27 ble, each nonclassified position in the executive department will be paid a 28 salary or wage comparable to classified positions with similar duties, respon- 29 sibilities, training, experience and other qualifications. Temporary employees 30 and agricultural inspectors referred to in subsections (n) and (p) of section 31 67-5303, Idaho Code, shall not be entitled to sick leave accruals provided in 32 section 59-1605, Idaho Code, vacation leave provided in section 59-1606, Idaho 33 Code, nor holiday pay defined in subsection (12) of section 67-5302, Idaho 34 Code, unless contributions are being made to the public employees35 retirement system in accordance with chapter 13, title 59, Idaho Code, and 36 rules promulgated by the retirement board. Vacation and sick leave accruals, 37 but not holiday pay, shall be awarded retroactively, if necessary, to the date 38 such employees become eligible for retirement system membership. 39 (2) To the extent possible, each nonclassified position in the legisla- 40 tive department will be paid a salary or wage comparable to classified posi- 41 tions with similar duties, responsibilities, training, experience and other 42 qualifications. 43 (3) The supreme court shall determine the schedules of salary and compen- 44 sation for all officers and employees of the judicial department which are not 45 otherwise fixed by law. To the extent possible, the supreme court shall adopt 46 schedules which are compatible with the state's accounting system. The judi- 47 cial department may also maintain personnel records and files under such sys- 48 tem as is ordered by the supreme court. 49 (4) The state board of education shall determine the schedules of salary 50 and compensation, and prescribe policies for overtime and compensatory time 51 off from duty, for all officers and employees of the state board of education 52 who are not subject to the provisions of chapter 53, title 67, Idaho Code, and 53 which are not otherwise fixed by law. To the extent possible, the state board 3 1 of education shall adopt schedules and policies which are compatible with the 2 state's accounting system. The state board of education may also maintain per- 3 sonnel records and files under a system of its own, if approved by the state 4 controller. 5 (5) Members of the legislature, the lieutenant governor, other officers 6 whose salaries are fixed by law, and members of part-time boards, commissions 7 and committees shall be paid according to law. 8 (6) Any schedule of salary and compensation, if not the schedule pre- 9 scribed by section 67-5309C(a), Idaho Code, must be approved by the appointing 10 authority and be communicated to the state controller in writing at least 11 thirty (30) days in advance of the effective date of the schedule. 12 (7) In addition to salary increases provided by any compensation schedule 13 adopted pursuant to paragraph (6) of this section, nonclassified officers and 14 employees, except those who are elected officials or whose salaries are fixed 15 by law, may be granted a lump sum bonus .not to exceed one16thousand dollars ($1,000) in any given fiscal year based upon an affirmative17certification of meritorious service. Exceptions to the one thousand dollar18($1,000) limit provided in this section may be granted if approved in advance19by the state board of examiners.20 (8) Each appointing authority, including the elective offices in the 21 executive department, the legislative department, the judicial department, and 22 the state board of education and the board of regents, shall comply with all 23 reporting requirements necessary to produce the list of employee positions 24 prescribed by section 67-3519, Idaho Code. 25 (9) The adjutant general, with the approval of the governor, shall pre- 26 scribe personnel policies for all officers and employees of the national guard 27 which are not otherwise fixed by law. Such policies will include an employee 28 grievance procedure with appeal to the adjutant general. The adjutant general 29 shall determine schedules of salary and compensation which are, to the extent 30 possible, comparable to the schedules used for federal civil service employees 31 of the national guard and those employees serving in military status. Sched- 32 ules adopted shall be compatible with the state's accounting system to the 33 extent possible.
STATEMENT OF PURPOSE
RS08527
This bill would provide more flexibility for agencies to recruit and
retain qualified employees through the use of one-time incentive pay
rather than permanent merit increases. Agencies could provide
temporary salary increases that would not go into base pay and could
address specific compensation issues such as sign-on, referral,
retention, as well as performance.
FISCAL IMPACT
The fiscal impact of this bill is indeterminate and would be
controlled by the Legislature. Funding would come from agency salary
savings or specific Legislative appropriations.
Name: Richard J. Hutchison |
Agency: Idaho Personnel Commission I
Phone: 334-3345
Statement of Purpose/Fiscal Impact H 101