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Extraordinary Qualifications/Credentials Policy

Authority: Business Affairs
Date Enacted or Revised: November 2008; Revised March 2016; Revised May 2017


CS Rule 6.S (g) allows agencies to hire persons with superior qualification and/or credentials at a rate between the minimum and the third quartile of the salary range when certain circumstances exist.
The McNeese appointing authority or delegate may offer to exceptionally qualified applicants, starting salaries up to the third quartile of the pay range when the applicant’s qualifications/credentials are clearly superior and the special pay rate is clearly justified as a rational business reason.


This policy pertains to hiring rates for classified employees who are hired on a probational appointment or a job appointment.  This policy must have Civil Service approval prior to implementation.


Civil Service does conduct post-audits of 6.5 (g) hiring rates used in probational or job appointments and Human Resources shall maintain the following in the personnel file:

  1. Business reasons for the special pay request; how qualifications/credentials are job related and pertinent to the performance of the required duties of the position; and
  2. The basis for the proposed beginning salary; and
  3. A certification by the appointing authority or delegate that all credentials used to justify the higher entrance pay have been verified; and
  4. A certification that the following conditions are not present:
  • Filling an entry level position and the special qualifications allow the candidate to be hired at a higher level in the job series.
  • Employees, who could be promoted, possess the same credentials or skills.
  • Other applicants with similar credentials are willing to accept the position at the minimum pay rate.
  • The qualifications are commonly possessed by applicants or easily acquired through on-the–job training.
  1. 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 and cannot exceed third quartile of the range.
  2. 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. 
  3. The hiring rate authorized under 6.5 (g) does not pertain to promotions, details to duty, etc.

NOTE: When this special hiring rate is used, the appointing authority or delegate must also review the qualifications of all current probational and permanent employees who occupy the same job title and determine whether any possessed the same or equivalent qualifications or credentials at the time of their appointment.   If such a situation does exist, the appointing authority or delegate will submit a written recommendation to Senior Staff as to whether, and to what extent, salaries of such employees should be adjusted.  Senior Staff will make recommendations to the President (Appointing Authority), who will make the final decision based on the estimated costs and funding availability. Salaries of such employees may be adjusted up to, but not to exceed, the percent difference between the minimum hiring rate and the special hiring rate.  If an adjustment under this rule is granted to an existing employee, this adjustment must be given on the same date as the new hire.   Human Resources will maintain records of the approved requests for Civil Service post-audit and will maintain justification for business reasons.


This communication is published on the MyMcNeese Portal–Human Resources tab, on the McNeese General Policy Page, and in paper form in Human Resources for public view in accordance with Civil Service guidelines.