HCDCompensation
The Department of Medical Assistance Services' (DMAS) compensation philosophy is to recognize and compensate employees in a manner sufficient to support and develop an engaged, high performing workforce. The agency compensation management program covers a number of areas including employment offers, employee retention, competitive offers and other salary adjustments management may utilize as defined in the Department of Human Resource Management's (DHRM) Compensation policies 3.05 - 3.15 and the DMAS Compensation Administration Plan.
Within the state compensation system, there are nine pay bands and DMAS assigns position levels within each pay band. On the DHRM website, you will find a chart detailing the state salary structure by pay band. When setting pay, DMAS follows DHRM policy regarding the use and consideration of the following thirteen pay factors: Agency Business Need, Work Experience & Education, Internal Salary Alignment, Total Compensation, Duties & Responsibilities, Knowledge, Skills, Abilities & Competencies, Market Availability, Budget Implications, Long Term Impact, Training, Certification & License, Performance and Salary Reference Data.
An overview of pay practices available to agencies serves as a guide to both employees and managers and can be found on the DHRM website. Pay practices are utilized based upon policy, agency practice, Compensation Administration Plan and management guidance. Management should consult with the Compensation Manager regarding any potential in-band adjustments for employees. In-bands are initiated by management and reviewed by the Compensation Manager and Division Director of Human Resources. A detailed classification and salary review is completed and a report generated for executive management. If approved, employees are notified directly. Under current agency policy, specific criteria govern whether or not an in-band adjustment can be submitted for consideration. There are several other reasons why an in-band adjustment may be appropriate including internal alignment and employee retention.