Supervisory Differential Adjustment. The Appointing Officer shall adjust the compensation of a supervisory employee whose compensation grade is set herein subject to the following conditions:
Supervisory Differential Adjustment. The Human Resources Director is hereby authorized to adjust the compensation of a supervisory employee whose schedule of compensation is set herein subject to the following conditions:
Supervisory Differential Adjustment. Compensation of a supervisory employee whose schedule of compensation is set herein shall be adjusted subject to the following conditions:
Supervisory Differential Adjustment. The Appointing Officer is authorized to adjust the compensation. of a supervisory employee whose schedule of compensation is set herein subject to the following conditions:
Supervisory Differential Adjustment. 151. The Department of Human Resources is authorized to adjust the compensation of a supervisory employee if: 152. a. the supervisor, as part of the regular responsibilities of his/her class, supervises, directs, and is accountable and responsible for the work of subordinates; 153. the supervisor actually supervises the technical content of subordinate work and possesses the education and/or experience appropriate to the technical assignment;
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. 121. The Human Resources Director is hereby authorized 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. 123. b. The organization is a permanent one approved by the appointing officer, Board or Commission, where applicable, and is a matter of record based upon review and investigation by the Department of Human Resources.
Supervisory Differential Adjustment. The appointing officer/designee is hereby authorized to adjust the compensation of a supervisory employee whose schedule of compensation is set herein subject to the following conditions:
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.
2. The organization is a permanent one approved by the appointing officer/designee where applicable, and is a matter of record based upon the action of the Board of Education.
3. The 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.
4. The compensation schedule of the supervisor is less than one (1) full step (approximately 5%) over the compensation schedule, exclusive of extra pay, of the employee supervised. In determining the compensation schedule of a classification being paid a flat rate, the flat rate will be converted to a biweekly rate and the compensation schedule the top step of which is closest to the flat rate so converted shall be deemed to be the compensation schedule of the flat rate classification.
5. The adjustment of the compensation schedule of the supervisor shall be to the nearest compensation schedule representing, but not exceeding, one (1) full step (approximately 5%) over the compensation schedule, exclusive of extra pay, of the employee supervised.
6. The decision of the appointing officer/designee as to whether the compensation schedule of a supervisory employee shall be adjusted in accordance with this section shall be final.
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.
8. In no event will the appointing officer/designee 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 appointing officer/designee may again review the circumstances and may grant an additional salary adjustment not to exceed two
Supervisory Differential Adjustment. The MTA Department of Human Resources may adjust the compensation of a supervisory employee whose compensation grade is set herein subject to the following conditions:
Supervisory Differential Adjustment. 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.
