Variable Compensation Plan for the
Transcript of Variable Compensation Plan for the
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Variable Compensation Plan for the
Implementation of Project SEC2
Question and Answer Session
November 9, 2021
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Section A.1-4 – Salary Determination
Question #1:
If we have employees below minimum and fill vacancy after
January 1st, how should we determine the new hire's salary?
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Section A.1-4 – Salary Determination
Answer #1:
If after the 3% is awarded your agency still has employees
below minimum and you fill a vacancy at the same level, the
agency should ensure that the new hire’s salary is
equitable with current employees. This may involve
recruiting and hiring at a salary that is less than the current
minimum.
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Section A.5 – Salary Zones
Question #2:
For Zone 3, what does 'previous closely related experience
and a demonstrated ability to perform duties’ mean? Is that
going to make it difficult to make non-traditional leadership
hires (e.g., retired military leader in an eligibility office)?
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Section A.5 – Salary Zones
Answer #2:
As has been our goal from the beginning, MSPB provides this
language to help in determining an appropriate salary. MSPB
would encourage each agency to decide what this means for
their agency and then apply the same standard equitably.
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Section A.5 – Salary Zones
Question #3:
Can you provide more explanation for the Zones?
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Section A.5 – Salary Zones
Answer #3:
As mentioned in the last question, the Zones are there to
provide guidance to agencies in determining new hire,
promotional, and in-range adjustment salary amounts. Each
agency will have the flexibility to determine how it will use the
Zones within their agency.
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Section A.5 – Salary Zones
Question #4:
Have the Zones been published?
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Section A.5 – Salary Zones
Answer #4:
The Zones are listed on the last two pages of the new VCP,
which is published on the SEC2 Page on our website.
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Section A.5 – Salary Zones
Question #5:
Are the Zones for new hires or should they also be used for
current salary increases?
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Section A.5 – Salary Zones
Answer #5:
The Zones established in the VCP should be used for both
new hire and current employee salary determination.
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Section A.5 – Salary Zones
Question #6:
Are the Zones aligned to correlate with the 15% promotion/title
change and 10% in-range adjustment caps?
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Section A.5 – Salary Zones
Answer #6:
There are not correlations between the Zones and the
established caps.
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Section A.6 – Zone 4 Exemptions
Question #7:
What is the process for requesting additional criteria for Zone
4 qualifiers?
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Section A.6 – Zone 4 Exemptions
Answer #7:
MSPB will review requests for additional Zone 4 qualifiers on a case
by case basis. It is important to note that when MSPB takes the final
version of the VCP to the board in December, additional qualifiers
may be added that cover experience and performance automatic
qualifiers. Zone 4 qualifiers require tangible and verifiable
employment proficiencies and credentials that greatly exceed the
average employee within a particular job title in comparison with other
employees at the agency.
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Section B.1 – Title Change
Question #8:
With the special circumstance language still applicable, can
you expand on the definition of a special circumstance? Will
this be spelled out in the new VCP?
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Section B.1 – Title Change
Answer #8:
As has been the case since July 1, 2020, a special
circumstance is defined as a direct threat in the agency’s
ability to not meet a statutory or court ordered obligation.
MSPB does not intend to place this definition in the VCP.
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Section B.1 – Title Change
Question #9:
The Board has to approve title changes of a current employee
from a worker level to a supervisor level. What positions are
considered supervisor vs worker level?
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Section B.1 – Title Change
Answer #9:
Supervisory levels are readily identifiable within each job
family. These are typically the higher levels of the family and
include terminology such as ‘supervisory’ or
‘supervisory/managerial’ within the role itself.
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Section B.3 – In-Range Adjustment
Question #10:
If an agency awards an in-range adjustment after January 1,
2022, will it cost compliance money?
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Section B.3 – In-Range Adjustment
Answer #10:
Yes, it will cost compliance money.
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Section B.3 – In-Range Adjustment
Question #11:
Is the 12-month period referenced by fiscal year, calendar
year, or rolling?
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Section B.3 – In-Range Adjustment
Answer #11:
It was intended to state fiscal year. MSPB will update this at
the December 2021 board meeting when the final document
will be approved.
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Section B.3.a – Salary Progression
Question #12:
Are we limited to benchmark and percentage per employee
per year? Does the cap of 10% per year still stand for
benchmarks after SEC2 is active?
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Section B.3.a – Salary Progression
Answer #12:
Educational benchmarks, as they are under the current VCP, will not exist as a part of
SEC2. Each agency will be limited to 10% per fiscal year for each employee.
Educational attainment (whether degree, license, certification, etc.) is just one of the
reasons to award an in-range adjustment in SEC2. The current limits on percentages
that can be awarded will not carry forward in SEC2. Rather, each agency should
determine which educational attainments are valued within its organization and
what that attainment is worth to them. MSPB will not place a cap on a specific
attainment. MSPB will only ensure that the 10% total cap is not exceeded per fiscal
year and that the agency is applying the values equitably when awarding.
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Section B.3.a – Salary Progression
Question #13:
If someone is over market value but receive certification with
benchmark, will they still be awarded the benchmark
increase?
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Section B.3.a – Salary Progression
Answer #13:
As stated in the last answer, educational benchmarks do
not exist in SEC2. If an employee is above maximum, they
will not be eligible for any increase until such time as the
maximum salary for their grade exceeds their current salary.
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Section B.3.a – Salary Progression
Question #14:
What is the maximum of amount and maximum of number
increases? For example, only two benchmarks are allowed
per year with the current VCP.
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Section B.3.a – Salary Progression
Answer #14:
There is no maximum on the number of reasons/events that
can be awarded within a fiscal year, and the only maximum on
amount is the 10% cumulative total per fiscal year. I do want
to point out that the cap referenced in this question for the
current VCP was removed in FY 2012.
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Section B.3.a – Salary Progression
Question #15:
For X-16 positions, can we still award 25% or are they capped
by the 10% limit per fiscal year?
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Section B.3.a – Salary Progression
Answer #15:
The maximum amount that can be awarded through in-
range adjustments is a cumulative total of 10% per fiscal
year.
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Other Questions
Question #16:
How will employees be notified of their new classification?
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Answer #16:
Each agency should notify their employees of their new
classifications. The VCP, roles, and grades will not be
finalized and published until after the December 2021 MSPB
meeting.
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Other Questions
Question #17:
Will the employees have to agree to the new classification?
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Answer #17:
No, employees do not have to agree with their new
classifications. In the future, we do envision a process where
an employee can request to have their classification reviewed.
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Question #18:
Will the employees be able to file a grievance if they don't
agree?
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Answer #18:
No, this adjustment in employee classification as a result
of this project is not grievable.
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Question #19:
Will there be changes in time-limited and X-16 status?
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Answer #19:
There will be no changes to an employee’s time-limited or will-
and-pleasure status with the rollout of SEC2. In the future,
MSPB intends to work with all interested parties in reviewing
how statutorily defined (time-limited, will-and-pleasure, etc.)
employees are classified and treated.
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Question #20:
Will SPB automatically implement the 3% or can agencies
enter these with a future date?
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Answer #20:
Each agency will receive a list of their employees in early
December at which point they will decide to award all, some,
or none of the 3% increase. MSPB will handle uploading the
new classifications and salaries into MAGIC for January 1,
2022. No actions should be entered into SPAHRS for
these increases.
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Question #21:
Will employees be brought up to the minimum salary? What
do we do for new hires into classifications with current
employees below minimum?
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Answer #21:
Employees will not be brought up to minimum at implementation.
Agencies with employees who are still below minimum after
January 1, 2022 may award an in-range adjustment of up to 10%
provided the agency has available funds and compliance dollars.
As stated earlier, each agency should ensure that the new
hire’s salary is equitable with current employees.
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Question #22:
When will the new job descriptions and salaries be made
public?
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Answer #22:
As you are all aware, MSPB is currently soliciting comments on the
roles themselves. Additionally, through our meetings with agencies
over the past two weeks MSPB is reviewing salary survey data for
specific job families. Any changes to grade assignments as a
result of this review will be presented to the MSPB at it December
2021 meeting. MSPB intends to publish each final role and salary
grade after the December 2021 board meeting.
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Question #23:
How will vacant positions be classified/handled?
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Answer #23:
Vacant positions will roll into the new plan at their current title.
Once an agency decides to recruit or fill a vacancy, MSPB and
the agency will determine the appropriate occupational group,
job family, and level. MSPB staff has worked through this
process with the Legislative Budget Office, and the first move
of a vacancy to the new plan will not require a board
approved special circumstance.
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Question #24:
How will staff be classified that are hired or promoted between
11/9/2021 and 12/13/2021? When will they complete a PDQ?
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Answer #24:
These employees will be handled on a case-by-case basis
after January 1, 2022. We will make every effort to get them
classified correctly and award up to 3% if they are eligible after
go-live.
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Question #25:
For jobs that are vacant and have been recruited using the old
titles, how will MSPB handle that?
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Answer #25:
MSPB and the agency will determine the appropriate
occupational group, job family, and level. The agency will not
have to re-recruit for the position using the new title.
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Question #26:
For escalations, we have submitted applications to federal
grantors using current classifications. How will these be
handled?
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Answer #26:
MSPB is aware that in most instances federal grants require
titles for positions. In these instances, we will work with the
agency to find the most similar classification in the new plan to
accommodate the grant escalation requirements.
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Question #27:
What do we have to do about individual job descriptions?
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Answer #27:
MSPB will transition over the coming months to allowing
agencies to have a bigger role is describing what additional
aspects of a job description are necessary at the agency level
when advertising for job openings. Additionally, the agencies will
need to address these issues to establish equitable job
expectations for the necessary Performance Review System
rating for each employee.
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Question #28:
For actions prior to January, will the Current VCP govern the
actions?
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Answer #28:
Yes, any actions process between now and the December
14th lockout will be governed by the current VCP.
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Question #29:
For employees hired into unclassified/vacant PINs, will they be
eligible for the 3% if they qualify?
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Answer #29:
If they are hired in the period between November 9th and
December 31st, their salary is below market, and the agency
wishes to award 3%, MSPB will work with the agency to award
the increase after go-live. Employees hired into vacant
positions after January 1st should be hired at an appropriate
rate within the pay grade.
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Question #30:
Will salaries be considered an HR function or a payroll
function when HR is converted to MAGIC? If it is an HR
function, will the increases for January 1st be required to be
established in MAGIC?
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Answer #30:
Salary determination and adjustments will be an HR function
in MAGIC, and all increases for January 1st will be uploaded
into MAGIC prior to reopening the system.
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Question #31:
What are MSPB's legislative initiatives for the next session to
fully implement SEC2?
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Answer #31:
MSPB is in the process of discussions with leaders from the Legislative and Executive branches to
determine the most feasible legislative establishments for the 2022 session. Among those topics of
discussion are the following four legislative items:
• Bring all employees below the minimum salary for their pay grade to the minimum salary
• Revise the compliance report language to reflect true dollars the legislature intends for an agency to
spend on salaries in relation to actual payroll expenditures.
• Assisting state-wide elected officials in gaining salary flexibility for their staffs by either removing their
salaries from statute or exempting them from the provisions of 25-3-39.
• Appropriating a maximum headcount for each agency rather than positions.
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Question #32:
Currently the legislature does a snapshot each September
and if a position is less than 180 days old, it makes the list to
be removed? With this new method and no longer using the
shell game to move positions around, will we still be subject to
lose vacant (PINS/Headcounts)?
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Answer #32:
MSPB is still working with the legislative leadership and the
Legislative Budget Office in how this process will work moving
forward.
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Question #33:
Does the 10% max increase in a year not apply to Automatic
Qualifiers for Zone 4, executive directors, or any X16
positions?
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Answer #33:
The 10% maximum does not apply to Automatic Qualifiers for Zone 4 or
agency heads. It does apply to all other scenarios.
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Question #34:
Are all intra agency and promotional hires in the General Pay
Plan from one position with a “title change” to another capped
at the 15% increase from the current salary?
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Answer #34:
While promotions and title changes are two different compensation
delivery mechanisms within the new VCP, both are capped at 15%.
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Question #35:
Will the agencies get any guidance on what we need to
maintain for an MSPB Equity Audit of each action?
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Answer #35:
For equity audits, it is the intention of MSPB to work collaboratively with
each agency in identifying any potential inequities that may exist,
examining the reasons for a perceived inequity, and developing solutions
to address any true inequities.
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Question #36:
Will the agencies still have to provide MSPB with Organization
Charts for the fiscal year and for all actions?
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Answer #36:
Organizational Charts will be housed in MAGIC after January 1, 2022.
These charts will always be up-to-date as well as provide access to
historical structures based on dates. MSPB does not intend to request
copies of organizational charts once MAGIC goes live.
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