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Extraordinary Qualifications Policy

Extraordinary Qualifications Policy

Business Affairs and University Services
Date enacted or revised: 
November 2008; Revised March 2016
The purpose of this policy is to establish guidelines and procedures for classified hiring rates which may be above the normal minimum hire rate for a position.

This policy pertains to hiring rates for classified employees.

Subject to provisions of Rule 6.5(g), if an applicant who is eligible for appointment possesses extraordinary or superior qualifications/credentials above and beyond the minimum qualifications/credentials, the supervisor may recommend to the Appointing Authority to pay the employee at a rate above the minimum provided that:
  1. such superior qualifications/credentials are verified and documented as job related;
  2. the rate does not exceed the third quartile of the range for the affected job;
  3. the rate is implemented in accordance with written policies and procedures of the University and Civil Service Rules, and has appropriate Division Head approval; and
  4. the appointment is probational.
The employee may be paid upon hiring or at any time within one year of the hire date.  If paid after the hiring date, the pay change must be prospective. 
The salaries of all current probational and permanent employees who occupy positions in the same job title and who possess the same or equivalent qualifications/credentials may be adjusted up to but not to exceed the amount of the percent difference between the special hiring rate and the regular hiring rate provided that the qualifications/credentials are also verified and documented as job related and that the rate is implemented in accordance with Civil Service Rules.
If an employee with permanent status resigns and is then rehired into either the same position or into the same job title or a lower level job in his career progression group at the same agency, the employee shall not be eligible for an increase under this rule unless there has been a break in State service of at least 60 days.   Such adjustments shall only be made on the same date that the higher pay rate is given to the newly hired employee. 

This communication is published on the Human Resources and Student Employment Website, on the McNeese General Policy Page, and is posted in paper copy in Human Resources and Student Employment for public view in accordance with civil service guidelines.