Section 310.20  Policy and Responsibilities

a)         It is the policy of the State of Illinois to provide fair and reasonable compensation to employees for service rendered.

b)         The policy and procedures expressed herein are controlling in matters of employee pay administration.  It shall be the responsibility of each agency head:

1)         To submit promptly all proper and required personnel actions with justifications or other notices of changes affecting employee pay or pay status.

2)         To cause, within the agency head's agency, full compliance with all the provisions of this Part.

(Source:  Amended at 34 Ill. Reg. 9759, effective July 1, 2010)

Section 310.30  Jurisdiction

All positions of employment in the service of the State of Illinois shall be subject to the provisions of this Part unless specifically excluded under Section 4(c) (General Exemptions) or Section 4(d) (Partial Exemptions), when the partial exemption is from Jurisdiction A [20 ILCS415/4(a)(1)], of the Personnel Code [20 ILCS 415/4(c) or (d)] or other pertinent legislation.  Those positions to which jurisdiction of the Personnel Code has been or may be later extended shall also be subject to the provisions of this Part.

(Source:  Amended at 30 Ill. Reg. 12761, effective July 17, 2006)

Section 310.40  Pay Schedules

The attached Negotiated Rates of Pay (Appendix A), Schedule of Rates (Subpart B), and the Merit Compensation System (Subpart C) are hereby made a part of this Part.  Each employee subject to this Part, except those whose rates of pay is determined under the Schedule of Rates (Subpart B) or the Merit Compensation System (Subpart C) of this Part, or Section 8(a) of the Personnel Code [20 ILCS 415/8a], shall be paid at a rate of pay or step in the appropriate pay grade in the Negotiated Rates of Pay (Appendix A) for the class of position in which the employee is employed.

(Source:  Amended at 34 Ill. Reg. 9759, effective July 1, 2010)

Section 310.45  Comparison of Pay Grades or Salary Ranges Assigned to Classifications

a)         What Classifications to Compare When an Employee Moves – The movement of an employee subject to the Personnel Code to a vacant position (subject to the Personnel Code) is between two positions.  The employee moves from the former position to the targeted position.  The targeted position may be the former position allocated to a different classification title (80 Ill. Adm. Code 320.80) or may be the former position assigned substantial additional responsibilities in the same broad-band title (Section 310.495(c)).  The former and targeted positions have the same or different classification titles.  The former position is in the former classification and the targeted position is in the targeted classification.  The former and targeted classifications are used in the comparison when an employee moves.

b)         Definitions of Employee Movements –

1)         When the Former and Targeted Classification Titles are the Same – When the former and targeted classifications are the same, the employee movement is an interim assignment (80 Ill. Adm. Code 302.150(j)), a transfer (80 Ill. Adm. Code 302.400), geographical transfer (80 Ill. Adm. Code 302.430) or where in the broad-band classification title the targeted position has substantial additional responsibilities compared to the former position (Section 310.495(c)).

2)         When the Former and Targeted Classification Titles are Different – When the former and targeted classifications are different, the employee movement is an interim assignment (80 Ill. Adm. Code 302.150(j)), a transfer (80 Ill. Adm. Code 302.400), geographical transfer (80 Ill. Adm. Code 302.430), demotion (80 Ill. Adm. Code 302.470), voluntary reduction (80 Ill. Adm. Code 302.500), promotion (Sections 310.50 and 310.500), based on the position being allocated to another class (80 Ill. Adm. Code 301.20 and 301.41) or based on the positions in a class being reclassified (Sections 310.50 and 310.500).

c)         What to Compare in Each Classification – This pertains whether comparing former and targeted classifications, the pay grades or salary ranges assigned to the former and targeted classifications, or the maximum permissible salary or rate assigned to the former and targeted classifications.

1)         When the Former and Targeted Classification Titles are the Same – When the former and targeted classification titles are the same, no comparison beyond the titles, which are the same, is needed.

2)         When Both Former and Targeted Classifications are Different – When both former and targeted classifications are different, determine whether both classes are whole, divided or one is whole and one is divided.  The definitions for whole and divided classes are found in Section 310.50. 

A)        When Both Classes are Whole – When both classes are whole, follow the flow chart provided in Appendix C.Illustration A by beginning with the oval with the word "start" in it, move through the flow chart by the arrows based on the information known about the two classes and finally reaching the diamond shape indicating what to compare.  The definitions of bargaining unit and bargaining representative are found in Section 310.50.  In that same Section, the definition of "pay plan code" assists in identifying whether regular or alternative rates are assigned to the classes listed in the ALPHABETIC INDEX OF POSITION TITLES.  The ALPHABETIC INDEX OF POSITION TITLES provides the highest rates.

B)        When One Class is Whole and One Class is Divided – When one class is whole and one class is divided, follow the flow chart provided in Appendix C.Illustration B by beginning with the oval with the word "start" in it, move through the flow chart by the arrows based on the information known about the two classes and finally reaching the diamond shape indicating what to compare.  The definitions of bargaining unit and bargaining representative are found in Section 310.50.  In that same Section, the definition of "pay plan code" assists in identifying whether regular or alternative rates are assigned to the classes as listed in the ALPHABETIC INDEX OF POSITION TITLES.  The ALPHABETIC INDEX OF POSITION TITLES provides the highest rates.

C)        When Both Classes are Divided – When both classes are divided, follow the flow chart provided in Appendix C.Illustration C by beginning with the oval with the word "start" in it, move through the flow chart by the arrows based on the information known about the two classes and finally reaching the diamond shape indicating what to compare.  In moving through the flow chart, the classification titles containing an option (found in the definition of option in Section 310.50) do not apply.  The definitions of bargaining unit and bargaining representative are found in Section 310.50.  In that same Section, the definition of "pay plan code" assists in identifying whether regular or alternative rates are assigned to the classes as listed in the ALPHABETIC INDEX OF POSITION TITLES.  The ALPHABETIC INDEX OF POSITION TITLES provides the highest rates.

d)         The Comparison Determines the Type of Employee Movement and Pay – Comparing the highest of the maximum base salaries set forth in subsection (c) for each classification establishes whether the former classification is higher than, lower than or the same as the targeted classification.  This information determines (or assists in determining) which type of employee movement in subsection (b) is occurring.  From that determination, the pay treatment is set in following Sections of the Pay Plan.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.47  In-Hire Rate

a)         Use – No employee in a position in which the position and/or the employee meet the criteria of an in-hire rate receives less than the in-hire rate.  The in-hire rate is used when a candidate only meets the minimum requirements of the class specification upon entry to State service (Section 310.100(b)(1), 310.490(b)(1) or 310.495(b)(1)), when an employee moves to a vacant position (Section 310.45) or when an MS salary range is assigned to a Trainee Program (Section 310.415(b)).

b)         Request –

1)         Agency Head Request for Other Than a Merit-Compensation-System-only Trainee Program – An agency head may request in writing that the Director approve or negotiate an in-hire rate.  The in-hire rate is a Step or dollar amount depending on whether the classification title is assigned to a negotiated full scale rate, negotiated pay grade, merit compensation salary range or broad-band salary range.  The in-hire rate may be for the classification title or limited within the classification title to the agency, facilities, counties or other criteria.  The supporting justifications for the requested in-hire rate and the limitations are included in the agency request.  An effective date may be included in the request.

2)         Agency Head Request for a Merit-Compensation-System-only Trainee Program – The Department determined in-hire rates for existing trainee programs assigned only MS-salary ranges to be used by agencies as the anticipated starting salaries.  The in-hire rates are tied to the targeted title and in one case the county in which the trainee position is located.  Some targeted titles have been determined to be inappropriate for some trainee titles.  If an agency is unable to locate an in-hire rate for its trainee program's targeted title, the targeted title is inappropriate.  Agencies using inappropriate targeted titles shall allow employees in the trainee titles targeting the inappropriate targeted titles to finish their training and be promoted if successful.  Then, the agency shall not use the inappropriate targeted title again for that trainee program.  Questions about the best titles to use for training shall be addressed by CMS.  When an agency submits for approval the establishment of a new or a targeted title revision for an existing Trainee or Apprenticeship Program form (CMS-705), the agency head shall request in writing that the Director approve an in-hire rate.  The in-hire rate is a dollar amount within the merit compensation salary range assigned to the trainee title.  The in-hire rate may be for the trainee title limited for the targeted title and the agency, facilities, counties or other criteria.  The supporting justifications for the requested in-hire rate and the limitations shall be included in the agency request.  An effective date may be included in the request.

c)         Review – The Director shall review the supporting justifications, the turnover rate, the length of vacancies, the currently filled positions for the classification title, and the market starting rates for similar classes, and consult with other agencies using the classification title.  Other factors may be included in the review and negotiation of negotiated in-hire rates.

d)         Approval or Negotiated –

1)         Approval − The Director indicates in writing the approved in-hire rate and effective date, which is either the date requested by the agency or the beginning of the next pay period after the approval.

2)         Negotiated – The Director and the bargaining unit representative indicate in writing the in-hire rates and effective date, which is either the date indicated in the agreement, the date of the agreement's signature or the beginning of the next pay period after the signatures are secured on the agreement.

e)         Implementation – In the classification title or within the limitations of the classification title and when the in-hire rate is above the normal minimum of the assigned salary range or pay grade, an employee paid below the in-hire rate receives the in-hire rate on the approved effective date.  The in-hire rate remains in effect for any employee entering the title or the limits within the title until the title is abolished or an agency request to rescind the in-hire rate is approved by the Director or negotiated by the Director and the bargaining unit representative.

f)         Approved or Negotiated In-Hire Rates –

1)         Assigned to a Classification –

A)        Approved and Assigned to a Pay Grade or Salary Range −

B)        Negotiated and Assigned to a Full Scale Rate – The rates are located in Appendix A Table A for bargaining unit RC-104, in Appendix A Table D for bargaining unit HR-001, in Appendix A Table E for bargaining unit RC-020, in Appendix A Table F for RC-019 and in Appendix A Table G for bargaining unit RC-045.

*    New bargaining unit members, regardless of their current rank, shall be hired at 33% of the differential between a Conservation Police Officer II and the new member's new rank at the appropriate longevity level.

**  Storekeeper I & Storekeeper II serving as Automotive Parts Warehouser in Cook County.

2)         Based on the Position's Work Location or Employee's Credential or Residency –

(Source:  Peremptory amendment at 47 Ill. Reg. 15712, effective October 18, 2023)

Section 310.50  Definitions

The following definitions of terms are for purposes of clarification only.  They affect the Schedule of Rates (Subpart B), and Negotiated Rates of Pay (Appendix A).  Section 310.500 contains definitions of terms applying specifically to the Merit Compensation System.

"Adjustment in Salary" – A change in salary rate occasioned by a previously committed error or oversight, or required in the best interest of the State as defined in Sections 310.80 and 310.90.

"Agency" means an agency (e.g., Department, Board, Commission, etc.) of Illinois State government whose employees are subject to this Part.

"Anticipated Starting Salary" – A position-specific rate or range within the pay grade or salary range assigned to the classification title to which the position being filled is allocated and based on the value of the work to be performed in the position description.  The anticipated starting salary is published in the posting of a position opening.  When valuing the work to be performed in the position description, agencies, boards and commissions shall consider questions based on the factors located in Section 310.80(e).  The factors are: is the valuation consistent with the treatment of other similar situations; is the valuation equitable in view of the particular circumstances; what are the staffing needs and requirements of the employing agency; and are there labor market influences on recruitment for the classification or position.  Some of the questions to be considered are: how are others in this title in the agency compensated; how many staff does the position supervise; what is the scope of the position's area of responsibility; is the position similar to positions at other agencies and, if so, how are those employees compensated; what types of subordinates report to the position and how are they compensated; does this position require a license that is difficult to obtain; has the agency unsuccessfully attempted to fill the position and if so, how many times; and if the position has private sector counterparts, how are they compensated?  This is a non-exhaustive list of factors and questions for agencies, boards and commissions to consider when developing an anticipated starting salary.

"Bargaining Representative" – The sole and exclusive labor organization (union, chapter, lodge or association) recognized, as noted in an agreement with the State of Illinois, to negotiate for one or more bargaining units and may include one or more locals.

"Bargaining Unit" – The sole and exclusive labor organization that represents and includes at least one position and its appointed employee as specified in a Certification of Representative, Certification of Clarified Unit or corrected certification issued by the Illinois Labor Relations Board as authorized by Sections 6(c) and 9(d) of the Illinois Public Labor Relations Act [5 ILCS 315].

"Base Salary" – A dollar amount of pay specifically designated in the Negotiated Rates of Pay (Appendix A) or Schedule of Rates (Subpart B).  Base salary does not include commission, incentive pay, bilingual pay, longevity pay, overtime pay, shift differential pay or deductions for time not worked.

"Bilingual Pay" – The dollar amount per month, or percentage of the employee's monthly base salary, paid in addition to the employee's base salary when the individual position held by the employee has a job description that requires the use of sign language, Braille, or another second language (e.g., Spanish), or that requires the employee to be bilingual.

"Classification" – The classification established by the Department and approved by the Civil Service Commission based on Section 8a(1) of the Personnel Code [20 ILCS 415] and to which one or more positions are allocated based upon similarity of duties performed, responsibilities assigned and conditions of employment.  Classification may be abbreviated to "class" and referred to by its title or title code.

"Class Specification" – The document comprising the title, title code, effective date, distinguishing features of work, illustrative examples of work and desirable requirements.

"Comparable Classes" – Two or more classes that are in the same pay grade.

"Creditable Service" – All service in full or regularly scheduled part-time pay status beginning with the date of initial employment or the effective date of the last salary increase that was at least equivalent to a full step.

"Demotion" – The assignment for cause of an employee to a vacant position in a class in a lower pay grade than the former class.

"Department" or "CMS" means the Department of Central Management Services.

"Differential" – The additional compensation added to the base salary of an employee resulting from conditions of employment imposed on the employee during normal schedule of work.

"Director" means the Director of the Department of Central Management Services.

"Divided Class" – The classification established by Section 8a(1) of the Personnel Code [20 ILCS 415], represented by more than one bargaining unit as certified by the Illinois Labor Relations Board.  The divided classes effective January 24, 2023 are:

"Entrance Base Salary" – The initial base salary assigned to an employee upon entering State service.

"Hourly Pay Grade" – The designation for hourly negotiated pay rates is "H".

"In Between Pay Grade" – The designation for negotiated pay rates in between pay grades is ".5".

"In-hire Rate" – An in-hire rate is a minimum rate/step for a class that is above or below the normal minimum of the range or full scale rate, as approved by the Director after a review of competitive market starting rates for similar classes or as negotiated between the Director and a bargaining unit.

"Midpoint Salary" – The rate of pay that is the maximum rate and the minimum rate in the salary range added together divided by two and rounded up or down to the nearest whole dollar.

"Option" – The denotation of directly-related education, experience and/or knowledge, skills and abilities required to qualify for the position allocated to the classification.  The requirements may meet or exceed the requirements indicated in the class specification.  The following options are for the Public Service Administrator classification and have a negotiated pay grade and/or a broad-banded salary range assigned:

The following options are for the Senior Public Service Administrator classification and have a broad-banded salary range assigned:

Other classification titles contain an option and the option also may denote differences in the distinguishing features of work indicated in the classification specification.  The classification titles containing an option are:

Children and Family Service Intern, Option 1

Children and Family Service Intern, Option 2

Health Services Investigator I, Option A – General

Health Services Investigator II, Option A – General

Health Services Investigator II, Option C – Pharmacy

Juvenile Justice Youth and Family Specialist Option 1

Juvenile Justice Youth and Family Specialist Option 2

Medical Administrator I Option C

Medical Administrator I Option D

Medical Administrator II Option C

Medical Administrator II Option D

Physician Specialist − Option A

Physician Specialist − Option B

Physician Specialist − Option C

Physician Specialist − Option D

Physician Specialist − Option E

Research Fellow, Option B

"Pay Grade" – The numeric designation used for an established set of steps or salary range.

"Pay Plan Code" – The designation used in assigning a specific salary rate based on a variety of factors associated with the position.  Pay Plan Codes used in the Pay Plan are:

"Promotion" – The appointment of an employee, with the approval of the agency and the Department of Central Management Services, to a vacant position in a class in a higher pay grade than the former class.

"Reallocation" – A position action in which gradual changes in a single position's assigned duties and responsibilities accumulate and result in the assignment of the position to another class.

"Reclassification" − A position action that occurs subsequent to approval of a new or revised classification by the Civil Service Commission and results in the assignment of a position or positions to a different class.

"Reevaluation" – The assignment of a different pay grade to a class based upon change in relation to other classes or to the labor market.

"Salary Range" – The dollar value represented by Steps 1c or the Step with the lowest salary through 8 or the Step with the highest salary of a pay grade assigned to a class title.

"Satisfactory Performance Increase" – An upward revision in the base salary from one designated step to the next higher step in the pay grade for that class as a result of having served the required amount of time at the former rate with not less than a satisfactory level of competence.  (Satisfactory level of competence shall mean work, the level of which, in the opinion of the agency head, is above that typified by the marginal employee.)

"Transfer" – The assignment of an employee to a vacant position having the same pay grade.

"Whole Class" – The classification established by Section 8a(1) of the Personnel Code [20 ILCS 415], represented by no more than one bargaining unit as certified by the Illinois Labor Relations Board and to which no more than one bargaining unit pay grade is assigned.

"Work Year" – That period of time determined by the agency and filed with the Department in accordance with 80 Ill. Adm. Code 303.300.

(Source:  Amended at 47 Ill. Reg. 10482, effective July 1, 2023)

Section 310.60  Conversion of Base Salary to Pay Period Units

For purposes of converting a base salary to an amount applicable for one pay period, the following methods of computation shall apply:

a)         An annual base salary shall be divided by the number of pay periods in one assigned year.

b)         A monthly base salary shall be divided by two on a semi-monthly payment schedule or shall be multiplied by twelve and the result divided by the number of pay periods in a work year on a payment schedule other than semi-monthly.

c)         A weekly base salary shall be multiplied by 52 and the result divided by the number of pay periods in a work year.

d)         A daily base salary shall be multiplied by the number of days actually worked in a pay period.

e)         An hourly base salary shall be multiplied by the number of hours actually worked in a pay period.

Section 310.70  Conversion of Base Salary to Daily or Hourly Equivalents

For purposes of determining the hourly or daily equivalent of a base salary, the following methods of computation shall apply:

a)         Payment for Vacation, Sick Leave* and Unused Compensatory Overtime Credits – A daily (hourly) equivalent shall be determined by converting the base salary to an annual salary and dividing the result by the number of days (hours) usually worked in a year, according to the agency's normal work schedule as filed with the Department of Central Management Services.

*Sick leave earned prior to January 1, 1984 and after December 31, 1997 is not compensable.  Sick leave earned and not used between January 1, 1984 and December 31, 1997 will be compensable at the current base daily rate times one-half of the total number of sick days earned and retained during that time period.

b)         Deductions from a Specific Pay Period – Employees working full time or a regular part of a full time schedule and who work less than the total number of days/hours in a specific pay period due to furlough days/hours or other noncompensated days/hours, as per Section 302.510 of the Personnel Rules (see 80 Ill. Adm. Code 302.510), shall have the value of the days/hours derived by dividing the annualized rate of pay by the total number of days/hours in a work year as filed by the agency with the Department of Central Management Services.  The value of the deducted days/hours is subtracted from the semi-monthly rate.

c)         Payment for Fractional Part of a Specific Pay Period – In those instances in which an employee is to be compensated at a rate that represents a number of work days (hours) that is less than the actual number of work days (hours) in the pay period, other than when authorized for deduction in accordance with subsection (b), the formula to be used is:  monthly rate divided by two equal pay period rate; pay period rate divided by days (hours) scheduled equals daily (hourly) rate; daily (hourly) rate multiplied by days (hours) worked equals gross amount earned.

d)         Part-Time Work – Part-time employees, whose base salary is other than an hourly or daily basis, shall be paid on a daily rate basis which will be computed from annual rates of salary and the total number of work days in the year.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.80  Increases in Pay

Except as otherwise provided for in this Section, for employees occupying positions in classes that are paid in conformance with the Schedule of Negotiated Rates (Appendix A) and without a negotiated provision in the currently effective bargaining unit agreement, increases shall be granted as follows and will become effective the first day of the pay period following the date of approval:

a)         Satisfactory Performance Increase –

1)         Each employee who has not attained Step 8 of the relevant pay grade, and whose level of performance has been at a satisfactory level of competence, shall be successively advanced in pay to the next higher step in the pay grade after one year of creditable service in the same class. 

2)         A satisfactory performance increase shall become effective on the first day of the month within which the required period of creditable service is reached.

3)         No satisfactory performance increase may be given after the effective date of separation. 

b)         Withholding Satisfactory Performance Increase – As an inducement toward attainment of satisfactory level of competence, satisfactory performance increases may be withheld from the employee who has not achieved a satisfactory level of performance.  Such action must be supported by:

1)         A performance record showing less than satisfactory performance.  This must be prepared by the appropriate supervisor, discussed with the employee and approved by the agency head prior to the date the increase would otherwise become effective.  The performance record will not be invalidated by refusal of an employee to sign.  In such cases, an explanatory comment shall be made on the record by the supervisor.  This record will be preserved by the agency.

2)         Notice of withholding of satisfactory performance increases to the Department – It shall be reported upon completion of action required by subsection (b)(1), but not later than the submission of the payroll reflecting the denial of the increase.

c)         Redetermination – A satisfactory performance increase previously withheld shall be granted when the cause for withholding has been eliminated.  Redetermination must be made at least annually.  In such cases the increases will be effective the first day of the month following date of approval and will be preceded by the preparation and filing of a Performance Record within the agency indicating the attainment of satisfactory level of competence.

d)         Other Pay Increases –

1)         Promotion −

A)        Standard Procedures –

i)          From Other Than Step 8 – Normally, upon promotion, an employee shall be advanced to the lowest step in the targeted pay grade that represents at least a full step increase in the former pay grade.  The promotion shall not change the creditable service date if the increase is less than one step for the bargaining unit employees.

ii)         From Step 8 – The employee shall be paid at the lowest step rate in the targeted pay grade that results in an increase equal to at least the dollar difference between Step 7 and Step 8 in the former pay grade.  To compute this, add the dollar difference between Step 7 and Step 8 in the former pay grade to the employee's current rate at Step 8 (then include longevity if the employee is receiving an increased rate based on longevity).  Then place the employee on the lowest step in the targeted pay grade that is at least equivalent to that amount.  Otherwise, when an employee is promoted from Step 8, the employee shall be paid at the lowest step rate in the targeted pay grade that results in an increase equal to at least 3%.  To compute this, add 3% to the employee's current rate at Step 8 (then include longevity if the employee is receiving an increased rate based on longevity).  Then place the employee on the lowest step in the targeted pay grade that is at least equivalent to that amount.  The promotion shall not change the creditable service date if the increase is less than one step for the bargaining unit employees.

B)        Exception – Any deviation is a special salary adjustment (see subsection (e)).

2)         Reallocation –

A)        Standard Procedures −

i)          From Other Than Step 8 − Normally, upon reallocation, an employee shall be advanced to the lowest step in the targeted pay grade that represents at least a full step increase in the former pay grade. 

ii)         From Step 8 − When an employee is reallocated from Step 8, the employee shall be paid at the lowest step rate in the targeted pay grade that results in an increase equal to at least 3%.  To compute this, add 3% to the employee's current rate at Step 8 (then include longevity if the employee is receiving an increased rate based on longevity).  Then place the employee on the lowest step in the targeted pay grade that is at least equivalent to that amount.  The reallocation shall not change the creditable service date for non-bargaining-unit employees or if the increase is less than one step for the bargaining unit employees.

B)        Exception − Any deviation is a special salary adjustment (see subsection (e)).

3)         Reevaluation – If a higher pay grade is assigned to a class, the employee occupying the position in the class shall be advanced to the lowest step in the new grade that represents an increase in pay.  If an employee becomes eligible for a satisfactory performance increase as a result of the reevaluation, a one-step increase will be granted immediately.  The reevaluation shall not change the creditable service date if the increase is less than one step for the bargaining unit employees.

4)         Separation and Subsequent Appointment – Upon separation from a position of a given class and appointment within four calendar days to a position in a higher pay grade, an increase shall be given under the conditions and requirements applicable to promotions (see subsection (d)(1)).

5)         Reclassification – If the class to which the position is being moved has a higher pay grade, the employee's base salary is advanced to the salary in the new pay grade that represents the least increase in pay.  If this new salary is less than the difference between Step 7 and Step 8 in the new pay grade and the employee has been paid the base salary in Step 8 of the previous pay grade for longer than one year, the new salary is advanced one step from the salary in the new pay grade representing the least increase.  The reclassification shall not change the creditable service date if the increase is less than one step for the bargaining unit employees.

e)         Adjustment – An employee may receive an upward adjustment in the employee's base salary for the purpose of correcting a previous error, oversight or when the best interest of the agency and the State of Illinois will be served.  Adjustments shall have the prior approval of the Director.  An adjustment at the time of entrance into State government shall have supporting documentation in the candidate's employment application. In determining the appropriateness of a request for a salary adjustment by an employing agency, the Director shall consider whether the need for the adjustment is substantial, whether the action is consistent with the treatment of other similar situations, and whether the action is equitable in view of the particular circumstances prompting the request.  The Director's approval of an adjustment at the time of entrance into State government shall be based on the candidate's documented directly‑related education and experience exceeding the minimum requirements in the class specification, prior base salary history, staffing needs and requirements of the employing agency, and labor market influences on the recruitment for the position classification or position. The adjustment shall not change the creditable service date if the increase is less than one step for the bargaining unit employees.  When a payroll adjustment is made for an AFSCME represented employee covered by the collective bargaining agreement signed August 21, 2019, upon request, an explanation for the adjustment shall be given to the employee.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.90  Decreases in Pay

Employees other than those whose base salaries are determined by the Schedule of Rates (Subpart B) shall have their salaries reduced only as specified below and shall become effective the first day of the pay period following date of approval:

a)         Demotion for Cause to a Lower Class − Upon demotion, the employee's base salary will be reduced to Step 8 of the pay grade for the lower class if the current base salary is in excess of that pay grade, or to the step in the lower pay grade that provides the salary nearest in amount, but less than, the current base salary, except that an employee demoted during a probationary period following promotion will have the employee's salary reduced to the step in the lower pay grade that represents the salary had the employee not been promoted, and the employee's previous creditable service date will be restored.

b)         Position Reallocated to a Lower Class − The employee's base salary will be reduced to Step 8 of the lower pay grade, if in excess of that pay grade, or to the step in the lower pay grade nearest in amount to, but in no case more than, the current base salary.  However, as provided in Section 8(a) of the Personnel Code [20 ILCS 415], the pay for an employee whose position is reallocated because of loss of duties and responsibilities after the employee's appointment to that position shall not be required to be lowered to an exact step for a period of one year.  When the base salary is identical to an exact step in the lower range, the employee shall be placed on this step with no further reduction required.  An employee's creditable service date will not be affected.

c)         Voluntary Reduction to a Lower Class − Upon the voluntary reduction of an employee to a vacant position in a class having a lower pay grade than the class from which the reduction was made, the employee's base salary will be reduced to Step 8 of the lower pay grade if in excess of that pay grade, or to the step in the lower pay grade that provides the base salary nearest in amount, but less than, the current base salary, except that an employee who voluntarily requests a reduction to a lower class during a probationary period following promotion will have the employee's salary reduced to the step in the pay grade that represents the salary had the employee not been promoted, and the employee's previous creditable service date will be restored.

d)         Assignment of a Lower Pay Grade to a Class − Upon assignment, an employee's base salary will be that step in the new pay grade nearest to, but not greater in amount than, the step being vacated in the former pay grade.  The reevaluation shall not change the creditable service date.

e)         Adjustment – An employee may receive a downward adjustment in the employee's base salary for the purpose of correcting a previous error or oversight or when the best interest of the agency and the State of Illinois will be served.  Adjustments must have the prior approval of the Director in writing. In determining the appropriateness of a request for a salary adjustment by an employing agency, the Director will consider whether the need for the adjustment is substantial, whether the action is consistent with the treatment of other similar situations, and whether the action is equitable in view of the particular circumstances prompting the request.  The adjustment shall not change the creditable service date.

f)         Reclassification – If the class to which the position is being moved has a lower pay grade, the employee's base salary will be the salary in the new pay grade nearest to, but not greater than, the employee's former salary.  As provided in Section 8(a) of the Personnel Code, the pay for an employee whose position is reclassified shall not be lowered for a period of one year.  If the base salary is identical to an exact step in the lower range, the employee shall be placed on this step with no further reduction required.  An employee's creditable service date will not be affected.

(Source:  Amended at 44 Ill. Reg. 12146, effective July 13, 2020)

Section 310.100  Other Pay Provisions

a)         Transfer – Upon the assignment of an employee to a vacant position in a class with the same pay grade as the class for the position being vacated, the employee's base salary will not be changed.  Upon separation from a position in a given class and subsequent appointment to a position in the same pay grade, no increase in salary will be given.

b)         Entrance Base Salary – State agencies shall not seek, request or require a candidate's current wage or salary history.  Agencies shall not use an applicant's current wage or salary history to screen applicants or request or require current wage or salary history information as a condition for being considered for employment or for an offer of employment.  Agencies shall not verify a candidate's current wage or salary history.  Each agency shall not request current or past wage or salary at any location (website, form or process).  If a candidate inadvertently or voluntarily without prompting discloses the candidate's current or past wage or salary, including benefits or other compensation, the agency shall not consider or rely on the information in a current or future salary offer and shall disregard the information.

1)         Qualifications Only Meet Minimum Requirements – When a candidate only meets the minimum requirements of the class specification upon entry to State service, an employee's entrance base salary is the in-hire rate or the minimum base salary of the pay grade.

2)         Qualifications Above Minimum Requirements – If a candidate possesses directly-related education and experience in excess of the minimum requirements of the class specification, the employing agency may offer the candidate an entrance base salary that is not more than 5% above the candidate's current base salary.  Any deviation from the 5% maximum is a special salary adjustment (see Section 310.80(e)).

3)         Area Differential – For positions for which additional compensation is required because of dissimilar economic or other conditions in the geographical area in which the positions are established, a higher entrance step may be authorized by the Director of Central Management Services.  Present employees receiving less than the new rate shall be advanced to the new rate.

c)         Geographical Transfer – Upon geographical transfer from or to an area for which additional compensation has been authorized, an employee will receive an adjustment to the appropriate salary level for the new geographical area of assignment effective the first day of the month following date of approval.

d)         Differential and Overtime Pay – An eligible employee may have an amount added to the employee's base salary for a given pay period for work performed in excess of the normal requirements for the position and work schedule, as follows:

1)         Shift Differential Pay –An employee may be paid an amount in addition to the employee's base salary for work performed on a regularly scheduled second or third shift.  The additional compensation will be at a rate and in a manner approved by the Department. The Director will approve the manner and rate of this provision after considering the need of the employing agency, the treatment of other similar situations, prevailing practices of other employers, and the equity of the particular circumstances.

2)         Overtime Pay –

A)        Eligibility − The Director will maintain a list of titles and their overtime eligibility as determined by labor contracts, Federal Fair Labor Standards Act (29 USC 203), or State law or regulations.  Overtime shall be paid in accordance with the labor contracts, Federal Fair Labor Standards Act, and State law or regulations.

B)        Compensatory Time –When Contract Contains No Provision − Employees who are eligible for compensatory time may request that time, which may be granted by the agency at its discretion, considering, among other things, its operating needs.  Compensatory time shall be taken within the fiscal year it was earned at a time convenient to the employee and consistent with the operating needs of the agency.  Compensatory time shall be accrued at the rate in which it is earned (straight time or time and a half), but shall not exceed 120 hours in any fiscal year.  Compensatory time approved for non-union employees will be earned after 40 actual work hours in a workweek.  Compensatory time not used by the end of the fiscal year in which it was earned shall be liquidated and paid in cash at the rate it was earned.  Time spent in travel outside the normal work schedule shall not be accrued as compensatory time except as provided by labor contracts and the Federal Fair Labor Standards Act.  At no time are overtime hours or compensatory time to be transferred from one agency to another agency.

3)         Incentive Pay – An employee may be paid an amount in addition to the employee's base salary for work performed in excess of the normal work standard as determined by agency management.  The additional compensation shall be at a wage rate and in a manner approved by the Director.  The Director will approve the manner and rate of this provision after considering the need of the employing agency, the treatment of other similar situations, prevailing practices of other employers, and the equity of the particular circumstances.

4)         Temporary Assignment Pay –

A)        When Assigned to a Higher-Level Position Classification – A bargaining unit employee may be temporarily assigned to a bargaining unit position in a position classification having a higher pay grade and shall be eligible for temporary assignment pay.  To be eligible for temporary assignment pay, the employee must be directed to perform the duties that distinguish the higher-level position classification and be held accountable for the responsibility of the higher classification.  Employees shall not receive temporary assignment pay for paid days off except if the employee is given the assignment for 30 continuous days or more, the days off fall within the period of time and the employee works 75% of the time of the temporary assignment.  Temporary assignment pay shall be calculated as if the employee received a promotion (see Section 310.80(d)(1)) into the higher pay grade.  In no event is the temporary assignment pay to be lower than the minimum rate of the higher pay grade or greater than the maximum rate of the higher pay grade.

B)        When Required to Use Second Language Ability – Employees who are bilingual or have the ability to use sign language, Braille, or another second language (e.g., Spanish) and whose job descriptions do not require that they do so shall be paid temporary assignment pay when required to perform duties requiring the ability.  The temporary assignment pay received is prorated based on 5% or $100 per month, whichever is greater, in addition to the employee's base rate.

e)         Out-of-State Assignment – Employees who are assigned to work out-of-state on a temporary basis may receive an appropriate differential during the period of the assignment, as approved by the Director.  The Director will approve the manner and rate of this provision after considering the need of the employing agency, the treatment of other similar situations, prevailing practices of other employers, and the equity of the particular circumstances.

f)         Part-Time Work – Part-time employees whose base salary is other than an hourly or daily basis shall be paid on a daily basis computed by dividing the annual rate of salary by the total number of work days in the year.

g)         Lump Sum Payment – Lump sum payment shall be provided for accrued vacation, sick leave, and unused compensatory overtime at the current base rate to those employees separated from employment under the Personnel Code.  Leaves of absence and temporary layoff (per 80 Ill. Adm. Code 302.510) are not separations and therefore lump sum cannot be given in these transactions. Method of computation is explained in Section 310.70(a).

AGENCY NOTE – The method to be used in computing the lump sum payment for accrued vacation, sick leave and unused compensatory overtime payment for an incumbent entitled to shift differential during the employee's regular work hours will be to use the employee's current base salary plus the shift differential pay.  Sick leave earned prior to January 1, 1984 and after December 31, 1997 is not compensable.  Sick leave earned and not used between January 1, 1984 and December 31, 1997 will be compensable at the current base daily rate times one-half of the total number of compensable sick days.

h)         Salary Treatment Upon Return From Leave –

1)         An employee returning from Military Leave (80 Ill. Adm. Code 302.220 and 303.170), Peace Corps Leave (80 Ill. Adm. Code 302.230), Service-Connected Disability Leave (80 Ill. Adm. Code 303.135), Educational Leave (80 Ill. Adm. Code 302.215), Disaster Service Leave With Pay (80 Ill. Adm. Code 303.175), Disaster Service Leave With Pay – Terrorist Attack (80 Ill. Adm. Code 303.176), Family Responsibility Leave (80 Ill. Adm. Code 303.148), leave to accept a temporary, emergency, provisional, exempt (80 Ill. Adm. Code 303.155) or trainee position, leave to serve in domestic peace or job corps (80 Ill. Adm. Code 302.230) or leave to serve in an interim assignment will be placed on the step that reflects satisfactory performance increases to which the employee would have been entitled during the employee's period of leave.  Creditable service date will be maintained.

2)         An employee returning to the employee's former pay grade from any other leave (not mentioned in subsection (i)(1)) of over 14 days will be placed at the step on which the employee was situated prior to the employee's leave, and the employee's creditable service date will be extended by the duration of the leave.

i)          Salary Treatment Upon Reemployment –

1)         Upon the reemployment of an employee in a class with the same pay grade as the class for the position held before layoff, the employee will be placed at the same salary step as held at the time of the layoff, and the employee's creditable service date will be adjusted to reflect that time on layoff does not count as creditable service time.

2)         Upon the reemployment of an employee in a class at a lower salary range than the range of the class for the position held before layoff, the employee will be placed at the step in the lower pay grade that provides the base salary nearest in amount to, but less than, the current value of the step held at the time of layoff, and the employee's creditable service date will be adjusted to reflect that time on layoff does not count as creditable service time.

j)          Reinstatement –

1)         For Former State Employees Subject to the Personnel Code Who Had Intervening Employment Outside of State Government – For former State employees subject to the Personnel Code who had intervening employment outside of State government shall be paid under the conditions and requirements applicable to entrance base salary (see subsection (b)).

2)         For Former State Employees Subject to the Personnel Code Who Had No Intervening Employment or Only Had Intervening State Government Employment – For former State employees subject to the Personnel Code who had no intervening employment or only had intervening State government employment, the salary upon reinstatement should not provide more than a 5% increase over the candidate's current base salary or exceed the current value of the salary step held in the position for which previously certified without prior approval by the Director.  In no event is the resulting salary to be lower than the minimum rate or higher than the maximum rate of the pay grade. Any deviation from the 5% maximum, except when the resulting salary is the minimum rate of the pay grade, is a special salary adjustment (see Section 310.80(e)).

k)         Longevity Pay or Longevity Step and Bonus –The Step 8 rate shall be increased by $25 per month for those employees who have attained 10 years of service and have three years of creditable service on Step 8 in the same pay grade.  The Step 8 rate shall be increased by $50 per month for those employees who have attained 15 years of service and have three years of creditable service on Step 8 in the same pay grade.

l)          Bilingual Pay – Individual positions whose job descriptions require the use of sign language, Braille, or another second language (e.g., Spanish) shall receive 5% or $100 per month, whichever is greater, in addition to the employee's base rate.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.110  Implementation of Pay Plan Changes (Repealed)

(Source:  Repealed at 34 Ill. Reg. 9759, effective July 1, 2010)

Section 310.120  Interpretation and Application of Pay Plan

The Director of Central Management Services shall determine the proper interpretation and application of each provision of the Plan.  The decision of the Director as to the proper interpretation or application of any such provision shall be final and binding upon all agencies and employees affected thereby, and all agencies and employees shall comply with the Director's decision, in the absence of a written opinion of the Attorney General or a written directive of the Civil Service Commission or a court order declaring the Director's decision to be unlawful.

Section 310.130  Effective Date

This Pay Plan Narrative (Subpart A), Schedule of Rates (Subpart B), Merit Compensation System (Subpart C), Negotiated Rates of Pay (Appendix A), Merit Compensation System Salary Schedule (Appendix D), Comparison of Pay Grades or Salary Ranges Assigned to Classifications (Appendix C) and Broad-Band Pay Range Classes Salary Schedule (Appendix G) shall be effective for Fiscal Year 2024.

(Source:  Amended at 47 Ill. Reg. 10482, effective July 1, 2023)

Section 310.140  Reinstitution of Within Grade Salary Increases (Repealed)

(Source:  Repealed at 22 Ill. Reg. 16158, effective August 31, 1998)

Section 310.150  Fiscal Year 1985 Pay Changes in Schedule of Salary Grades effective July 1, 1984 (Repealed)

(Source:  Repealed at 9 Ill. Reg. 10663, effective July 1, 1985)

Section 310.205  Introduction

An employee occupying a position for which the rate of pay is determined by one of the methods enumerated in this Subpart shall be paid a wage as specified.

Section 310.210  Prevailing Rate

a)         Classes − The following are prevailing rate classes:

b)         Boiler Safety Specialist – This section shall apply to employees occupying positions in the Boiler Safety Specialist class that are represented by the RC-008 bargaining unit (see Appendix A, Table L).

c)         Rate Certification Process and Effective Date – Copies of signed agreements between contractors or other employers and the respective union shall be certified to the Illinois State Department of Labor by the international representative of the respective union and shall be considered adequate proof of the prevailing rate of wages to be paid, minus the per hour costs of fringe benefits so designated by agreement, if any, in keeping with past practice. The Illinois Department of Labor shall notify the Department of Central Management Services of the prevailing rate.  The effective date of changes in wage rates shall be on the date of certification by the Illinois Department of Labor.

d)         Pension Formula Adjustment − Effective January 1, 2006, employees shall be paid an additional 4.00% above the prevailing rate of wages for employees on the standard pension formula and 5.5% above the prevailing rate of wages for employees on the alternative pension formula, minus the per hour costs of fringe benefits.  New prevailing rate employees hired on or after December 1, 2013, shall be paid the appropriate/certified prevailing rate which shall not include the additional 4.00% above the prevailing rate of wages on the standard pension formula and 5.5% above the prevailing rate of wages for employees on the alternative pension formula.

e)         Maximum Security Rates – Positions in maximum security institutions shall receive a $75 a month adjustment to the employee's monthly wages for all employees with seven or more years of continuous service with the Department of Corrections.  Employees shall receive the adjustment as long as they remain employees at a maximum-security facility.

f)         FY2020 Signing Bonus – Upon ratification of the contract, all bargaining unit employees on active payroll effective June 30, 2020 shall receive a one-time signing bonus of $2,500 within fiscal year 2020.  Only employees on active status shall receive the bonus payable after ratification of the collective bargaining agreement. The signing shall be paid as soon as practicable after the ratification of the agreement.

g)         Employee Bonus in Lieu of Merit Incentive Bonus – Those employees who in the past have received a Merit Incentive Bonus and who were employed from July 1, 2018 to June 30, 2019 will receive in the second year of the contract a $600 bonus to be paid on July 1, 2020.  Those employees who in the past have received a Merit Incentive Bonus and who were employed from July 1, 2018 to June 30, 2019 will receive in the third year of the contract a $330 bonus to be paid on July 1, 2021.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.220  Negotiated Rate

a)         Rates by Geographic Area, Agency or Agency Area − The rate of pay for a class in any specific area or agency, or in a specific area for an agency, is established and approved by the Director of Central Management Services after having conducted negotiations for this purpose, or as certified as being correct and reported to the Director of Central Management Services by the Director of the Illinois Department of Labor for designated classifications.

b)         Rates for Positions Excluded from Bargaining Unit Representation − An employee occupying a position in a class normally subject to contract, but whose position is excluded from the bargaining unit, shall be assigned to the Merit Compensation System (Subpart C) and receive the rates, within the Merit Compensation System Salary Schedule (Appendix D) based on the salary range assigned to the classification title in Section 310.410 or within the Broad-Band Pay Range Classes Salary Schedule (Appendix G) based on the salary range assigned to the classification title.

c)         Rates for Higher Duties − As provided in certain collective bargaining agreements, an employee may be paid at an appropriate higher rate when assigned to perform the duties of a higher level position.  Eligibility for and the amount of this pay will be as provided in the contract.

d)         Promotion from Step 8 − The employee shall be paid as provided in Section 310.80(d)(1)(A)(ii).

e)         To Locate Rates − The negotiated rates of pay for classifications in specified operating agencies, in specified agency facilities or with specified duties shall be as indicated in Appendix A, unless the rates are red-circled.

f)         Red-Circled Rates – Red-circled rates are the negotiated or arbitrator assigned base salaries not otherwise on a step in the pay grade assigned to a classification or in the Pay Plan.  The base salaries may be above the pay grade's maximum base salary or between two base salaries on consecutive steps.  An employee who takes a position in a Trainee Program (see 80 Ill. Adm. Code 302.170) classification that represents a reduction when comparing classifications (see Section 310.45) shall receive the higher amount of either the in-hire rate or the base salary red-circled at the amount of the former classification.  Upon completion of a trainee period, the employee who is promoted to a targeted title shall receive the rate on a step that results in a minimum of one dollar increase based on the difference between the two steps, which the red-circled rate is between, added to the red-circled rate.  If through negotiation of a classification assignment to a pay grade where the base salary exceeds Step 8, the base salary shall be red-circled at its current rate and may receive contractual adjustments.

(Source:  Amended at 44 Ill. Reg. 12146, effective July 13, 2020)

Section 310.230  Part-Time Daily or Hourly Special Services Rate (Repealed)

(Source:  Repealed at 32 Ill. Reg. 9881, effective July 1, 2008)

Section 310.240  Daily or Hourly Rate Conversion

Rates of pay for employees whose work is of an irregular nature and whose compensation is based on a daily or hourly rate shall be computed as follows:

a)         Daily Rate Conversion – Conversion of the applicable monthly salary to an annual amount and dividing the result by the number of working days in a year according to the normal work schedule of that class for the agency.

b)         Hourly Rate Conversion – Conversion of the applicable monthly salary to an annual amount and dividing the result by the number of working hours in a year according to the normal work schedule of that class for the agency.

(Source:  Amended at 30 Ill. Reg. 7857, effective April 17, 2006)

Section 310.250  Member, Patient and Inmate Rate (Repealed)

(Source:  Repealed at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.260  Trainee Rate

Rates of pay for employees working in classes pursuant to a Trainee Program (80 Ill. Adm. Code 302.170) shall conform to those set forth:  in negotiated pay grades within Negotiated Rates of Pay (Appendix A) unless the rate is red-circled (Section 310.220(f)); in salary ranges within the Merit Compensation System Salary Schedule (Appendix D) for a class also assigned a bargaining unit pay grade; or as in-hire rates (Section 310.47(f)(3)) for a class only assigned a Merit Compensation System salary range.  The process of assigning merit compensation salary ranges to Trainee Program classifications is in Section 310.415(b).  The Trainee Program classifications are:

(Source:  Peremptory amendment at 47 Ill. Reg. 15712, effective October 18, 2023)

Section 310.270  Legislated Rate (Repealed)

(Source:  Repealed at 39 Ill. Reg. 7878, effective May 22, 2015)

Section 310.280  Designated Rate

a)         Requirements – The rate of pay for a specific position or class of positions excluded from the other requirements of this Pay Plan shall be only as designated by the Governor.  A designated rate is the fixed rate of pay assigned usually to one position within a position classification.  The fixed rate is above the maximum of the salary range assigned to the position classification.  The fixed rate is the value the employing agency determines for the uniquely combined position and employee or the candidate recruited to be the employee.  A designated rate may be assigned to a position classification and, therefore, all positions within the position classification.  The establishment of or change to a designated rate requires a request from the head of the employing agency to the Director. 

b)         Request from the Head of the Employing Agency – The request from the employing agency head shall explain the unique nature of the employee's education and experience combined with the position's scope, responsibility, and reporting that warrant the requested designated rate, how the requested designated rate was determined, and the requested effective date.  The employing agency shall attach to the request the current position description and the candidate's or employee's current State employment or promotional employment application. 

c)         Review and Approval – The Director shall review the requested designated rate by comparing the value given to other positions and employees in the employing agency, the State, and other states when available.  Following the review, the Director shall seek the Governor's approval for the designated rate and its effective date.

d)         Employee Payment – When the rate is approved, this Section shall be amended to include the approved designated rate.  Once amended, the employing agency shall pay the employee the designated rate retroactively to the effective date approved by the Governor.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.290  Out-of-State Rate (Repealed)

(Source:  Repealed at 32 Ill. Reg. 9881, effective July 1, 2008)

Section 310.295  Foreign Service Rate (Repealed)

(Source:  Repealed at 32 Ill. Reg. 9881, effective July 1, 2008)

Section 310.300  Educator Schedule for RC-063 and HR-010

The rates of pay for employees in an Educator or Educator - Career and Technical position shall be as determined in this Section and as shown in Appendix A, Tables T and Y.

a)         Selection of the appropriate salary lane will be based on the level of academic status attained by the incumbent that relates to the educational programs of the employing agency. All hours beyond bachelor's level must be approved by the employing agency as being applicable to its programs.

b)         All provisions of Subpart A shall apply to incumbents of the Educator positions, with the following exceptions:

1)         For HR-010 only, Section 310.100(b) and (l) shall not apply.

2)         For both RC-063 and HR-010: Section 310.100(d)(3) and (4), (e) and (f) shall not apply.

c)         Upon furnishing evidence of the satisfactory completion of required course work, the employee shall be advanced in pay to the same numbered step in the appropriate salary lane.  Increases in the rate of pay shall be effective on the first day of the pay period following approval.

(Source:  Amended at 46 Ill. Reg. 11713, effective July 1, 2022)

Section 310.310  Physician Specialist Rate

Upon furnishing evidence of American Board Certification in accordance with the requirements provisions of the class specification for Physician Specialist, an incumbent shall advance from a step in the residency option to the same numbered step of the certification option of their specialty.  Such increase in the rate of pay shall be effective on the first day of the pay period following the date of approval.

(Source:  Peremptory Amendment at 11 Ill. Reg. 13675, effective July 29, 1987)

Section 310.320  Annual Compensation Ranges for Executive Director and Assistant Executive Director, State Board of Elections (Repealed)

(Source:  Repealed at 29 Ill. Reg. 13540, effective August 22, 2005)

Section 310.330  Excluded Classes Rate (Repealed)

(Source:  Repealed at 8 Ill. Reg. 22844, effective November 14, 1984)

Section 310.410  Jurisdiction

The Merit Compensation System shall apply to classes of positions, or positions excluded from bargaining unit representation, designated below and Broad-Band classes in Appendix G.  In addition, the classes are listed in the ALPHABETIC INDEX OF POSITION TITLES.  Also see Section 310.495 for the application of the Merit Compensation System for those Broad-Band titles listed with their salary ranges in Appendix G.