Common use of Supervisory Differential Adjustment Clause in Contracts

Supervisory Differential Adjustment. 233. The Department of Human Resources is hereby directed to adjust the compensation of a supervisory employee, whose schedule of compensation is set herein subject to the following conditions. a. The supervisor, as part of the regular responsibilities of his/her class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human Resources, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary grade of the supervisor is less than one full step (approximately 5%) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005), of the employee supervised. In determining the salary grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade of the flat rate classification. f. The adjustment of the salary grade of the supervisor shall be 5% over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005), of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233189. The Department of Human Resources is hereby directed to adjust the compensation of a supervisory employee, whose schedule of compensation is set herein subject to the following conditions. Where a classification has no promotive, supervisory class, a supervisory differential is available if an employee is assigned to supervise one or more employees in the same classification. a. The supervisor, as part of the regular responsibilities of his/her class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human Resources, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary grade of the supervisor is less than one full step (approximately 5%) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade of the flat rate classification. f. The adjustment of the salary grade of the supervisor shall be 5% over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005), of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233. a. The Department of Human Resources Appointing Officer is hereby directed authorized to adjust the compensation of a supervisory employee, employee whose schedule of compensation is set herein subject to the following conditions.: a. b. The supervisor, as part of the regular responsibilities of his/her the class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human ResourcesCommission, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary grade of the supervisor is less than one full step (approximately 5%) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade of the flat rate classification. f. The adjustment of the salary grade of the supervisor shall be to the nearest salary grade representing, but not exceeding, one full step (approximately 5% %) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233149. a. The Department of Human Resources Appointing Officer is hereby directed authorized to adjust the compensation of a supervisory employee, employee whose schedule of compensation is set herein subject to the following conditions.: a. b. The supervisor, as part of the regular responsibilities of his/her class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human ResourcesCommission, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary grade of the supervisor is less than one full step (approximately 5%) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade of the flat rate classification. f. The adjustment of the salary grade of the supervisor shall be to the nearest salary grade representing, but not exceeding, one full step (approximately 5% %) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233‌ 150. The Department of Human Resources Director is hereby directed authorized to adjust the compensation of a supervisory employee, employee whose schedule grade of compensation is set herein subject to the following conditions.: a. The supervisor, as part of the regular responsibilities of his/her the supervisor’s class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinatessubordinates or when on an intermittent and/or rotating supervisory assignment. b. The supervisor must An employee shall be eligible for supervisory differential adjustments only if they actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. . 153. c The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human ResourcesCommission, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary compensation grade of the supervisor is less than one full step (approximately 5%) over the salary gradecompensation, grade exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary compensation grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary compensation grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary compensation grade of the flat rate classification. f. The adjustment of the salary compensation grade of the supervisor shall be to the nearest compensation grade representing, but not exceeding, one full step (approximately 5% %) over the salary compensation grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233176. a. The Department of Human Resources Appointing Officer is hereby directed authorized to adjust the compensation of a supervisory employee, employee whose schedule of compensation is set herein subject to the following conditions.: a. b. The supervisor, as part of the regular responsibilities of his/her class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human ResourcesCommission, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary grade of the supervisor is less than one full step (approximately 5%) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade of the flat rate classification. f. The adjustment of the salary grade of the supervisor shall be 5% over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005), of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233199. The Department of Human Resources Director is hereby directed authorized to adjust the compensation of a supervisory employee, employee whose schedule grade of compensation is set herein subject to the following conditions.: a. The supervisor, as part of the regular responsibilities of his/her class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinatessubordinates or when on an intermittent and/or rotating supervisory assignment. b. The supervisor must An employee shall be eligible for supervisory differential adjustments only if they actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. . 202. c The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human ResourcesCommission, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary compensation grade of the supervisor is less than one full step (approximately 5%) over the salary gradecompensation, grade exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary compensation grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary compensation grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary compensation grade of the flat rate classification. f. The adjustment of the salary compensation grade of the supervisor shall be to the nearest compensation grade representing, but not exceeding, one full step (approximately 5% %) over the salary compensation grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. 240. g. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification.

Supervisory Differential Adjustment. 233199. The Department of Human Resources is hereby directed to adjust the compensation of a supervisory employee, whose schedule of compensation is set herein subject to the following conditions. a. The supervisor, as part of the regular responsibilities of his/her the supervisor’s class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human Resources, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources. d. The classifications of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. The salary grade of the supervisor is less than one full step (approximately 5%) over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005Pay), of the employee supervised. In determining the salary grade of a classification being paid a flat rate, the flat rate will be converted to a bi-weekly rate and the salary grade the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade of the flat rate classification. f. The adjustment of the salary grade of the supervisor shall be 5% over the salary grade, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005Pay), of the employee supervised. DHR clarification of the application of this paragraph is hereby incorporated by reference. g. When the salary grade of the supervisor is equal to one full step (approximately 5%) or is over the salary grade, exclusive of extra pay (except Project Management Assignment Pay), of the employee supervised, but the salary of the supervisor is less than one full step (approximately 5%) over the salary of the employee supervised, exclusive of extra pay (except Project Management Assignment Pay), the Appointing Officer may adjust the supervisor’s step to increase the supervisor’s salary to be above the salary of the employee supervised, exclusive of extra pay (except Project Management Assignment Pay). 240207. g. h. A supervisory differential shall be available to employees assigned by the Appointing Officer to supervise one or more employees in the same classification. i. If the application of this section adjusts the salary grade of an employee in excess of the employee’s immediate supervisor, the pay of such immediate supervisor shall be adjusted to an amount $1.00 bi-weekly in excess of the base rate of the supervisor’s highest paid subordinate, provided that the applicable conditions of this section are also met. j. Compensation adjustments are effective retroactive to the beginning of the current fiscal year of the date in the current fiscal year upon which the employee became eligible for such adjustment under these provisions. k. To be considered, requests for adjustment under the provisions of this section must be received in the offices of the Department of Human Resources not later than the end of the current fiscal year. 211. l. In no event will the Human Resources Director approve a supervisory salary adjustment in excess of two (2) full steps (approximately 10%) over the supervisor's current basic compensation. If in the following fiscal year a salary inequity continues to exist, the Department of Human Resources may again review the circumstances and may grant an additional salary adjustment not to exceed two (2) full steps (approximately 10%).

Supervisory Differential Adjustment. 233. The Department of Human Resources Appointing Officer/Designee is hereby directed authorized to adjust the compensation of a supervisory employee, employee whose schedule of compensation is set herein subject to the following conditions.: a. 5.8.7.1 The supervisor, as part of the regular responsibilities of his/her class, supervises, directs, is accountable for and is in responsible charge of the work of a subordinate or subordinates. b. The supervisor must actually supervise the technical content of subordinate work and possess education and/or experience appropriate to the technical assignment. c. 5.8.7.2 The organization is a permanent one approved by the appointing officer, chief administrative officer, Board or Department of Human Resources, Officer/Designee where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources.Civil Service Commission.‌ d. 5.8.7.3 The classifications classification of both the supervisor and the subordinate are appropriate to the organization and have a normal, logical relationship to each other in terms of their respective duties and levels of responsibility and accountability in the organization. e. 5.8.7.4 The salary grade compensation schedule of the supervisor is less than one full step (approximately 5%) over the salary gradecompensation schedule, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. In determining the salary grade compensation schedule of a classification being paid a flat rate, the flat rate will be converted covered to a bi-weekly rate and the salary grade compensation schedule the top step of which is closest to the flat rate so converted shall be deemed to be the salary grade compensation schedule of the flat rate classification. f. 5.8.7.5 The adjustment of the salary grade compensation schedule of the supervisor shall be to the nearest compensation schedule representing, but not exceeding, one full step (approximately 5% %) over the salary gradecompensation schedule, exclusive of extra pay (except Project Management Assignment Pay effective July 1, 2005)pay, of the employee supervised. DHR clarification . 5.8.7.6 The decision of the application Appointing Officer/Designee as to whether the compensation schedule of the supervisory employee shall be adjusted in accordance with this paragraph is hereby incorporated by referencesection shall be final. 5.8.7.7 Compensation adjustments are effective retroactive to the beginning of the current fiscal year of the date in the current fiscal year upon which the employee became eligible for such adjustment under these provisions. 5.8.7.8 In no event will the Appointing Officer/Designee approve a supervisory salary adjustment in excess of 2 full steps (approximately 10%) over the supervisor’s current basic compensation. 240. g. A If in the following fiscal year a salary inequity continues to exist, the Appointing Officer/Designee may again review the circumstances and may grant an additional salary adjustment not to exceed 2 full steps (approximately 10%). 5.8.7.9 An employee shall be eligible for supervisory differential shall be available adjustments only if he/she actually supervises the technical content or subordinate work and possesses education and/or experience appropriate to employees assigned by the Appointing Officer to supervise one or more employees in the same classificationtechnical assignment.