Section R477-6-6 - Salary(1) Promotions. (a) Management may increase an employee's wage when the employee is promoted.(b) Management may promote an employee when the employee meets the requirements and skills specified in the job description and position specific criteria as determined by management for the position.(c) Any wage increase granted under this subsection shall be at least 1/2% or up to the salary range maximum.(2) Reclassifications.(a) Management may grant an employee a wage increase of at least 1/2% or up to the salary range maximum when the employee is reclassified to a job with a salary range maximum exceeding the employee's current salary range maximum. Management shall place the employee within the new salary range.(b) Management may not decrease the wage of an employee whose job is reclassified to a job with a lower salary range.(3) Pay for Performance Increase The agency head authorizes and approves pay for performance increases under the following parameters. (a) An increase shall be at least 1/2%.(b) The increase may exceed the salary range maximum.(c) Management may not grant a pay for performance increase unless the agency has sufficient funding within the enacted budget for the fiscal year in which the incrase is given and sufficient ongoing funding to cover the increase in future fiscal years.(d) Management confirms that the employee has at least two quarters of performance evaluations.(e) The increase is granted pursuant to an agency policy that meets the requirements of Section R477-10-1.(f) The agency head determines that the requirements of Section R477-10-1 have been met.(4) Administrative Adjustment. Management may not adjust the current actual wage of an employee whose position has been allocated by DHRM from one job to another job or salary range for administrative purposes unless the employee's wage is below the minimum of the new salary range.
(5) Reassignment. Management may not decrease an employee's current actual wage except as provided in federal or state law.
(6) Transfer. (a) Management may decrease the current actual wage of an employee who transfers to another job with the same or lower salary range maximum.(b) An employee who applies for a job with a lower salary range maximum shall be placed within the salary range of the new job.(7) Demotion. Management may reduce the current actual wage of an employee demoted under Section R477-11-2 by at least 1/2%, or down to the salary range minimum as determined by the agency head or designee.
(8) Administrative Salary Increase. The agency head authorizes and approves administrative salary increases under the following parameters.
(a) Any increase shall be at least 1/2% or up to the employee's salary range maximum.(b) Management may not grant an administrative salary increase unless the agency has sufficient funding within their annualized base budgets for the fiscal year in which the adjustment is given.(c) Justification for an administrative salary increase shall be:(ii) approved by the agency head or designee; and (iii) supported by unique situations or considerations in the agency.(d) The agency head or designee shall answer any challenge or grievance resulting from an administrative salary increase.(e) Management may grant an administrative salary increase to an employee during the probationary period. Wage increases shall be at least 1/2% or up to the salary range maximum.(f) Management may not grant an administrative salary increase to an employee whose wage is at or above the salary range maximum.(g) DHRM shall process an administrative salary increase separately from any other action.(9) Administrative Salary Decrease. The agency head authorizes and approves administrative salary decreases for nondisciplinary reasons according to the following:
(a) management may not decrease the final wage below the salary range minimum;(b) management shall decrease the employee's wage by at least 1/2% or down to the salary range minimum;(c) justification for an administrative salary decrease shall be:(ii) approved by the agency head; and(iii) supported by issues such as previous written agreements between management and the employee to include career mobility, reasonable accommodation, or other unique situations or considerations in the agency; and(d) the agency head or designee shall answer any challenge or grievance resulting from an administrative salary decrease;(10) Career Mobility.(a) When commencing a career mobility assignment, management shall determine the new wage by following the rules governing the appropriate underlying action such as: (b) If a career mobility assignment does not become permanent at its conclusion, management shall return the employee to the employee's previous position or a similar position and grant, at a minimum, the same wage and the same or higher salary range that the employee would have received had the career mobility assignment not occurred.Utah Admin. Code R477-6-6
Amended by Utah State Bulletin Number 2015-14, effective 7/1/2015Amended by Utah State Bulletin Number 2016-14, effective 7/1/2016Amended by Utah State Bulletin Number 2017-14, effective 7/1/2017Amended by Utah State Bulletin Number 2018-14, effective 7/1/2018Amended by Utah State Bulletin Number 2019-14, effective 7/1/2019Amended by Utah State Bulletin Number 2020-13, effective 7/1/2020Amended by Utah State Bulletin Number 2021-14, effective 7/1/2021Amended by Utah State Bulletin Number 2022-13, effective 7/1/2022Amended by Utah State Bulletin Number 2023-13, effective 7/1/2023