"Pay Differential Individual Agreement Form" - Colorado

Pay Differential Individual Agreement Form is a legal document that was released by the Colorado Department of Military and Veterans Affairs - a government authority operating within Colorado.

Form Details:

  • The latest edition currently provided by the Colorado Department of Military and Veterans Affairs;
  • Ready to use and print;
  • Easy to customize;
  • Compatible with most PDF-viewing applications;
  • Fill out the form in our online filing application.

Download a printable version of the form by clicking the link below or browse more documents and templates provided by the Colorado Department of Military and Veterans Affairs.

ADVERTISEMENT
ADVERTISEMENT

Download "Pay Differential Individual Agreement Form" - Colorado

Download PDF

Fill PDF online

Rate (4.7 / 5) 63 votes
Department of Military & Veterans Affairs
Policy Statement
Policy Title:
Pay Differentials: Compression, Counter Offer, Delayed Promotion
Source:
Human Resources
Effective Date:
August 25, 2008
Approved By:
William Robinson, Deputy Director
Replaces:
January 1, 2008
Applies to:
All State Personnel and Supervisors of State Personnel
A. Introduction
To provide a retention method by which the Department of Military & Veterans Affairs may
extend a counter-offer to employees who elect to resign for a comparable position at another
organization; to provide adjustments to existing employee pay to ensure comparable salary with
newly hired individuals within the same job classification; and provide a delayed promotion
option to attract and retain employees for key positions within the organization.
B. Definition
Compression Adjustment is where the base pay of current, longer-term employees is moved up
in the pay grade, including up to the rate or percentage of increase over the minimum applied to
a new employee starting salary who is within the same job classification; or where documented
recruitment and turnover conditions exist for a classification as identified by DMVA’s HR
office. Counter Offer Adjustment is a pay differential for movements within the same
classification up to and including the range maximum for a counter offer of a verifiable, bona
fide internal or external job offer which is consistent with employee’s existing assignment.
Delayed Promotion Adjustment is limited to key positions in the organization that serve in a
leadership capacity and provide a critical skill set to the functioning of the organizational unit
such as the Controller, the Budget Director, the Veterans Affairs Director, the Deputy Director,
etc. which allows for increases to base pay when funds are available or the employee’s
production expectations are proven.
C. Policy
DMVA may offer a Counter Offer/Compression Adjustment for those job classes where there
are recruitment difficulties or where other unusual conditions exist, and may not exceed one
Counter Offer/Compression Adjustment per employee. Delayed Promotional Adjustments must
be offered at the time of hire or promotion, must conclude within one year of employment date,
and employee must have a satisfactory performance rating on most recent evaluation (if a current
State employee). The amount of adjustment under this policy is limited to 10% or in the case of
a Counter Offer, the amount of the offer letter. All adjustments may not exceed the pay range
maximum.
Department of Military & Veterans Affairs
Policy Statement
Policy Title:
Pay Differentials: Compression, Counter Offer, Delayed Promotion
Source:
Human Resources
Effective Date:
August 25, 2008
Approved By:
William Robinson, Deputy Director
Replaces:
January 1, 2008
Applies to:
All State Personnel and Supervisors of State Personnel
A. Introduction
To provide a retention method by which the Department of Military & Veterans Affairs may
extend a counter-offer to employees who elect to resign for a comparable position at another
organization; to provide adjustments to existing employee pay to ensure comparable salary with
newly hired individuals within the same job classification; and provide a delayed promotion
option to attract and retain employees for key positions within the organization.
B. Definition
Compression Adjustment is where the base pay of current, longer-term employees is moved up
in the pay grade, including up to the rate or percentage of increase over the minimum applied to
a new employee starting salary who is within the same job classification; or where documented
recruitment and turnover conditions exist for a classification as identified by DMVA’s HR
office. Counter Offer Adjustment is a pay differential for movements within the same
classification up to and including the range maximum for a counter offer of a verifiable, bona
fide internal or external job offer which is consistent with employee’s existing assignment.
Delayed Promotion Adjustment is limited to key positions in the organization that serve in a
leadership capacity and provide a critical skill set to the functioning of the organizational unit
such as the Controller, the Budget Director, the Veterans Affairs Director, the Deputy Director,
etc. which allows for increases to base pay when funds are available or the employee’s
production expectations are proven.
C. Policy
DMVA may offer a Counter Offer/Compression Adjustment for those job classes where there
are recruitment difficulties or where other unusual conditions exist, and may not exceed one
Counter Offer/Compression Adjustment per employee. Delayed Promotional Adjustments must
be offered at the time of hire or promotion, must conclude within one year of employment date,
and employee must have a satisfactory performance rating on most recent evaluation (if a current
State employee). The amount of adjustment under this policy is limited to 10% or in the case of
a Counter Offer, the amount of the offer letter. All adjustments may not exceed the pay range
maximum.
D. Procedures
 Determine if position qualifies for a Counter Offer, Compression Adjustment, or Delayed
Promotion as identified by the provisions contained within this policy.
 For any adjustment, supervisors must prepare a memorandum to your Division Head with
justification, potential impacts on current departmental employees, and explanation of
where and how this differential will be funded. In addition, the following provisions
must also be included:
o For Compression Adjustment, the memorandum to your Division Head must
include market conditions, recruiting efforts, retention or turnover rates and the
causes, and other non-salary options explored but not feasible (i.e. flex schedules,
telecommuting, etc.) for employees within the same classification.
o For Delayed Promotional Adjustment, the memorandum to your Division Head
must include the percent of increase recommending, intervals, and performance
expectations that must occur during each interval.
o For Counter Offers, the signed, bona fide offer with corresponding job
announcement/job description must be attached.
 Complete the Pay Differential Individual Agreement, attaching the memorandum and
supporting documentation (for Counter Offers), and refraining from communicating or
acquiring the employee’s signature until all approval signatures have been received.
Signatures may be acquired by hand-walking the request or awaiting notification of
approval/denial by Human Resources.
 Submit all documentation to the Human Resource Director for presentation to the
Appointing Authority (Deputy Director and TAG).
 Upon notification of approval by the Appointing Authority from HR, arrange a meeting
with the employee to discuss and obtain the employee’s signature on the Individual
Agreement. Return all original signed documents to Human Resources for processing.
 If the request is denied, there are no options for grievance or appeal.
 Human Resources will file the original agreement in employee’s personnel file and the
supervisor will receive a copy of the Personnel Requisition verifying the action.
Department of Military & Veterans Affairs
Pay Differential Individual Agreement
The Department of Military & Veterans Affairs agrees to increase the base pay of the employee
listed below for either a Counter Offer, a Compression Adjustment, or for a Delayed Promotional
Increase as described within DMVA’s policies. This adjustment shall be made to the employee’s
base pay, not to exceed the range maximum and/or 10%. Regular personnel rules and
procedures apply. The employee understands that this adjustment will be paid through regular
payroll, is included in salary calculations for retirement (PERA) and overtime purposes, if non-
exempt, and is subject to fund availability. No aspect of this award is grievable or appealable,
except for discrimination. If base pay is reduced in the future, any appeal rights will be in
accordance with personnel rules and procedures that apply to the action that is reducing pay. A
transfer, promotion, or demotion will negate any delayed increase(s).
Employee Name: _______________________________________________________________
Employee Position Title: _____________________________________ Position Number: _____
Department: ___________________________________________________________________
Pay Differential is due to (check one):
(1) Counter Offer: ____________________
(Attach job offer and job announcement/job description.)
(2) Compression Adjustment: ___________
(Attach justification, impacts, funding ability, HR assessment.)
(3) Delayed Promotion Increase: _________
(Attach impacts, funding ability, intervals, performance info.)
The Pay Differential will consist of the following:
(1) _____________________% or $ base building (permanent) increase requested.
(2) The Pay Differential will take effect on: _______________________________________
If Delayed Promotional Increase, list intervals and amounts: _______________________
________________________________________________________________________
(3) The Pay Differential will be paid out of account: ________________________________
The terms and conditions have been discussed with the employee. The employee understands
and agrees to these terms and conditions.
____________________________ ________
___________________________ ________
Supervisor Signature
Date
Controller’s Signature
Date
____________________________ ________
___________________________ ________
Division Administrator Signature
Date
Appointing Authority Signature
Date
____________________________ ________
___________________________ ________
Budget Administrator Signature
Date
Employee Signature (To be signed only after
Date
all signatures are received.)
Page of 3