Leaders should submit project requests through this form and then it will be routed through the Workforce Development Team in consultation with the Compensation team.
Please follow up with your Executive Director and/or Chief on how this request fits into your current business plan. All projects with fiscal impact must have Director-level awareness and support before work begins.
For requests with a fiscal impact, you must gain written approval to cover the increased salary cost with David Parker’s team. To pay for these increases, identify the amount of ongoing savings to be reduced from your budget (this could be reducing an open position and associated Worked Hours Per Unit of Service (WHPOUS), reducing part of an open position, downgrading other positions, etc), or if there was a positive change to your salary budget such as a grant. The savings cannot be based upon being under budget (such as vacancies) in the current year because it has to be sustainable going forward.
If your department budget cannot fund the change, or the change exceeds a 10% increase to base pay, or crosses the multi-Chief span, then your ED/Chief must present the request to HELM for approval.
Forms can be marked with an urgent status, but otherwise will be worked as availability permits in accordance with other executive priorities.
The effective date will be the next payroll date or desired future implementation date after we receive all executive and budget approvals, or once any new or upgraded roles complete the approval path in Taleo.
We recommend not to single out an incumbent in a job code with many incumbents as this creates an equity problem for all others not receiving a review.
All jobs are reviewed annually with current salary survey data and sent to Chiefs, along with turnover, vacancy, hard-to-fill, and other data. The Chiefs prioritize market adjustments as the budget allows.