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21-5-1413. Salary administration grids.
Arkansas Code — all titles (historical 2020) · legal_authorities
21-5-1413. Salary administration grids.
(a)(1) An institution of higher education may request that a salary administration grid be approved for specific classifications of positions assigned to the pay plan as established in § 21-5-1410 if the:
(A) Institution has documented the need for a salary administration grid for specified positions or classifications;
(B) Terms and conditions of a salary administration grid proposed by the institution address the needs of the targeted positions;
(C) Cost of implementing and maintaining a salary administration grid is within the institution's existing appropriation and the implementation does not use funds specifically set aside for other programs within the institution; and
(D) Salary administration grid has been approved by the Director of the Division of Higher Education after review by the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee.
(2)(A) Special rates of pay may be authorized up to the highest pay level authorized for the grade assigned the classification of a career service position for specific classifications only.
(B) An approved salary administration grid shall be used for establishing the entry pay level for an employee in a position.
(C) A person hired above the entry pay level shall meet or exceed the minimum qualifications for the job classification.
(D) Subsequent salary determinations within a salary administration grid shall be based on the employee's qualifications, relevant competitive compensation rates, professional or educational achievements, and internal equity within the institution.
(E) A plan of implementation and salary progression shall be approved by the Division of Higher Education on a biennial basis.
(3) An approved salary admin
Source: Arkansas Code — historical release 78 (November 6, 2020) · 21-5-1413
Stored review status: Historical 2020-11-06 source release; later amendments not reconciled; machine-extracted, not independently legally reviewed; source heading status: text_in_historical_source. A text match is a research starting point; applicability is not established.
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Stable record: arkansas_code:legal_authorities:21-5-1413
Source file: gov.ar.code.title.21.odt
Pages: Not recorded – Not recorded
Passage SHA-256: d2d06cad1dc4183ed9cb5205f0233bb428398c68ced2e0eff2d6bc0ff09c9594
Source location: content.xml paragraph 5098
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21-5-1413. Salary administration grids.
(a)(1) An institution of higher education may request that a salary administration grid be approved for specific classifications of positions assigned to the pay plan as established in § 21-5-1410 if the:
(A) Institution has documented the need for a salary administration grid for specified positions or classifications;
(B) Terms and conditions of a salary administration grid proposed by the institution address the needs of the targeted positions;
(C) Cost of implementing and maintaining a salary administration grid is within the institution's existing appropriation and the implementation does not use funds specifically set aside for other programs within the institution; and
(D) Salary administration grid has been approved by the Director of the Division of Higher Education after review by the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee.
(2)(A) Special rates of pay may be authorized up to the highest pay level authorized for the grade assigned the classification of a career service position for specific classifications only.
(B) An approved salary administration grid shall be used for establishing the entry pay level for an employee in a position.
(C) A person hired above the entry pay level shall meet or exceed the minimum qualifications for the job classification.
(D) Subsequent salary determinations within a salary administration grid shall be based on the employee's qualifications, relevant competitive compensation rates, professional or educational achievements, and internal equity within the institution.
(E) A plan of implementation and salary progression shall be approved by the Division of Higher Education on a biennial basis.
(3) An approved salary administration grid may be amended only upon approval by the division after review by the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee.
(4) Compensation differentials that are included in an institution's grid plan shall not exceed rates provided in § 21-5-1412.
(b)(1) A monthly report shall be made to the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee, describing all personnel transactions involving applications of this section.
(2) The hiring of a new employee under this section shall not affect the salary, grade, or classification of any current employee within the institution.
(3) The division shall promulgate rules regarding the implementation and use of a salary administration grid with the review of the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee.
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Arkansas Code — all titles (historical 2020) · legal_authorities
21-5-1410. New appointments — Other compensation plan provisions.
(a) A new appointment to a position in an institution of higher education covered by this subchapter shall be paid at the minimum pay level for the grade assigned to the classification unless otherwise authorized by law.
(b) Special rates of pay may be established for either classifications or positions for the following reasons:
(1) Prevailing labor market conditions;
(2) An extraordinarily well-qualified candidate;
(3) The need to retain trained, competent employees;
(4) An employee assigned additional duties as a result of the elimination of a position by an institution; or
(5) To meet the requirements of state or federal laws.
(c)(1) An institution may request a special rate of pay for a specific classification or position due to prevailing market rates of pay up to the midpoint pay level of the appropriate grade of a classification on the appropriate pay table for the assigned grade with the written approval of the Director of the Division of Higher Education.
(2) An institution may request a special rate of pay for a specific classification or position due to prevailing market rates of pay up to the maximum pay level for the assigned grade only with the approval of the director after review by the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee.
(3) The Division of Higher Education shall maintain a register of classifications or positions for which special rates of pay have been established due to prevailing market rates of pay.
(4) The division shall file a report of special rates of pay established due to prevailing market rates of pay with the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee,
Source: Arkansas Code — historical release 78 (November 6, 2020) · 21-5-1410
Stored review status: Historical 2020-11-06 source release; later amendments not reconciled; machine-extracted, not independently legally reviewed; source heading status: text_in_historical_source. The source passage cites 21-5-1410. This identifies an authority to review, not proof of applicability.
Arkansas Code — all titles (historical 2020) · legal_authorities
21-5-1412. Compensation differentials.
(a) To address specific employee compensation needs not otherwise provided for in this subchapter, an institution of higher education may pay additional compensation for current employees in specific positions or for classifications of positions assigned to a compensation plan authorized by the General Assembly for one (1) or more compensation differentials.
(b)(1) Authorization for one (1) or more compensation differentials may be approved if the:
(A) Institution has documented the need for a compensation differential for specified positions or classifications;
(B) Institution submits to the Division of Higher Education a plan of the terms and conditions for eligibility that must directly address the needs of the targeted positions or classifications for any requested compensation differential;
(C) Cost of implementing and maintaining a compensation differential is within the institution's existing appropriation and shall not be implemented using funds specifically set aside for other programs within the institution; and
(D) Compensation differential has been approved by the division after review by the Legislative Council or, if the General Assembly is in session, the Joint Budget Committee.
(2) Any compensation differential authorized under this section shall be renewed each fiscal year.
(3) The cumulative total of any compensation differentials paid to an employee shall not exceed twenty-five percent (25%) of the employee's base salary.
(c)(1) A hazardous duty differential of up to ten percent (10%) may be authorized for the increased risk of personal physical injury for an employee occupying a certain identified high-risk position if the:
(A) Position classification is determined to be physically hazardous
Source: Arkansas Code — historical release 78 (November 6, 2020) · 21-5-1412
Stored review status: Historical 2020-11-06 source release; later amendments not reconciled; machine-extracted, not independently legally reviewed; source heading status: text_in_historical_source. The source passage cites 21-5-1412. This identifies an authority to review, not proof of applicability.