Proposed Plan Reduces Number of Job Categories
Posted: November 22, 1999 at 1:00 am, Last Updated: November 30, -0001 at 12:00 am
By Emily Yaghmour
The new compensation plan that has been proposed for Virginia’s classified employees collapses the current system’s 23 salary grades into nine pay bands. Because the ninth band applies to facility medical directors, only eight of these bands will be applicable to George Mason employees.
The value of reducing the number of job classifications is that it creates broader categories, enabling a supervisor to enhance an employee’s job description and duties more easily because doing so will probably not require changing the classification of the position, which is a time-consuming process. The greater ease of upgrading job descriptions is expected to increase employees’ opportunities to learn new skills, assume new responsibilities, and receive compensation for their extra efforts.
While the current system divides each of the 23 grades into 21 steps that determine salary levels within the grade, there will be no divisions within the bands, according to the current proposal. This change gives a supervisor more freedom in determining the amount of an employee’s pay increase and enables the supervisor to vary pay increases from one employee to the next.
“The goal of the proposed plan is to bring the state system in line with what’s in the private sector, which awards annual increases based on performance,” says Shira Goodfellow of Human Resources. The proposal calls for eliminating all across-the-board pay increases, including cost-of-living increases, making all pay raises performance based.
This is the second in a series of Daily Gazette articles about the proposed compensation plan. Watch for the next article, which discusses the changes the proposed plan calls for in the performance evaluation process.