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478-1-.17 SALARY. In accordance with Section 5.500 of the rules of the State Personnel Board, the following rules on the administration of the Compensation Plan shall be applicable to all employees under the Merit System. (07-27-92/08-06-92)
SECTION 17.100. CALCULATION OF SALARY PAYMENTS.
PAR. 17.101. Definition of Terms.
PAR. 17.101.1. The "standard hours" in a pay period is the number of hours worked by the majority of employees based on eight times the number of days worked by the majority of employees based on an eight hour day, forty hour week, Monday through Friday schedule. (03-31-99/06-24-99)
PAR. 17.101.2. The "scheduled hours" per pay period is the number of hours an employee is scheduled to work during the monthly or semi-monthly pay period. If an employee works other than eight hours per day or on days other than that which establish the standard, the scheduled hours may vary from the standard hours per pay period. (03-31-99/06-24-99)
PAR. 17.101.3. "Hours" are calculated and reported in whole hours and decimal fractions of hours. (03-31-99/06-24-99)
PAR. 17.102. Pay Periods. (07-27-92/08-06-92)
PAR. 17.102.1. Salary payments shall be made on a monthly or semi-monthly pay period basis. (07-27-92/08-06-92)
PAR. 17.102.2. If salary payments are made on a monthly basis, the pay period shall consist of 160, 168, 176, or 184 hours depending on the number of standard hours in the pay period. (03-31-99/06-24-99)
PAR. 17.102.3. If salary payments are made on a semi-monthly basis, two pay periods within each month shall be established. The first pay period shall be from the first through the fifteenth of the month. The second pay period shall be from the sixteenth through the last day of the month. Each pay period shall consist of 72, 80, 88, or 96 hours depending on the number of standard hours in the pay period. One-half of the monthly salary shall be considered as earned for each semi-monthly pay period. (03-31-99/06-24-99)
PAR. 17.102.4. If an employee transfers to a different unit during a month, both the losing unit and the receiving unit shall calculate the employee's pay for that month on a semi-monthly basis. (07-27-92/08-06-92)
PAR. 17.103. In Pay Status. (07-27-92/08-06-92)
PAR. 17.103.1. An employee is considered as being in pay status for regularly scheduled work hours except when such hours occur within a period of leave without pay or suspension without pay, and shall be paid only for hours actually on duty or on properly authorized paid leave or compensatory time. (03-31-99/06-24-99)
PAR. 17.103.2. An employee, beginning a new period of state employment, is considered as entering on duty the day the employee actually reports for work. (03-31-99/06-24-99)
PAR. 17.103.3. When an employee transfers from one agency to another on the last scheduled work day of a pay period, the losing agency shall carry the employee through the end of the pay period and shall be responsible for any holidays which occur in that pay period. The receiving agency shall accept the employee at the beginning of the next pay period and shall be responsible for any holidays in that pay period. (07-27-92/08-06-92)
PAR. 17.103.4. When an employee transfers from one agency to another at any time other than the last scheduled work day of a pay period, the losing agency shall be responsible for a holiday which is observed on the calendar day following the employee's last scheduled work day. In all other instances, the receiving agency shall be responsible for a holiday which falls on the calendar day prior to the employee's reporting for duty. (07-27-92/08-06-92)
PAR. 17.104. Pay Computation. (07-27-92/08-06-92)
PAR. 17.104.1. A salaried employee who is in pay status less than the full pay period shall be paid on a scheduled hours per pay period basis. The following computations shall be used: (03-31-99/06-24-99)
a. Determine the value of one hour of pay by dividing the pay period salary by the scheduled hours for the pay period; and, (03-31-99/06-24-99)
b. Determine the amount to be paid by multiplying the number of hours to be paid by the value of one hour. (03-31-99/06-24-99)
PAR. 17.104.2. Any method of calculating salary payments not in accordance with the provisions of this rule shall be submitted in advance to the Commissioner for consideration and approval. (07-27-92/08-06-92)
PAR. 17.105. Reporting Hours in Pay Status. (03-31-99/06-24-99)
PAR. 17.105.1. The standard number of hours in the pay period will be reported. (03-31-99/06-24-98)
PAR. 17.105.2. Hours of pay to be docked will be reported separately. Agencies using independent payroll providers may elect to disregard this paragraph. (03-31-99/06-24-99)
PAR. 17.105.3. Pay for hourly employees shall be reported in hours worked. (03-31-99/06-24-99)
PAR. 17.106. Exceptions. Agencies using independent payroll systems as of July 1, 1999 may elect to use then existing methods of calculating and reporting salary payments until such time as those systems are modified or replaced. (03-31-99/06-24-99)
SECTION 17.200. RESERVED. (06-27-96/09-20-96)
SECTION 17.300. SALARY ADJUSTMENTS.
PAR. 17.301. Whenever a new or different pay range is made applicable to a job, the salary of employees in positions assigned to that job on the effective date of the reassignment shall not be decreased. A higher salary may be authorized by the appointing authority provided such salary is not above the maximum salary for the new pay range. (03-31-99/06-24-99)
PAR. 17.302. Salary Upon Promotion.
PAR. 17.302.1. Upon promotion, an employee's salary shall be raised to any salary on the new salary range which provides an increase of at least five (5) percent. Such salary shall not be less than the job minimum, nor more than the pay range maximum for the new job. (03-31-99/06-24-99)
PAR. 17.302.2. An employee may voluntarily agree to accept a salary upon promotion less than required by the provisions of Par. 17.302.1 provided that such salary shall not be below the minimum for the new job and that prior to promotion the employee shall execute, in writing, an agreement acknowledging such salary. The written agreement shall be maintained in the employee's departmental personnel file. (12-18-96/01-29-97)
PAR. 17.302.3. The provisions of Par. 17.302.1 notwithstanding, an employee whose salary is above the range shall not be eligible for an increase on promotion unless the maximum salary for the new pay range is greater than the employee's salary prior to promotion. (03-31-99/06-24-99)
PAR. 17.303. Upon demotion, an employee's salary may be set at any salary on the new salary range which is not higher than the salary received prior to the demotion. Such salary shall not be less than the job minimum, nor more than the pay range maximum for the new job. (03-31-99/06-24-99)
PAR. 17.304. Upon transfer, an employee's salary shall be the same as the salary received prior to transfer. Such salary shall not be less than the job minimum for the new job. (03-31-99/06-24-99)
PAR. 17.305. An appointing authority may adjust the salary of an employee who meets or exceeds performance expectations to a higher salary when such adjustment is necessary to meet departmental objectives. A salary adjustment may not exceed the maximum of the pay range applicable to the job to which the employee's position is assigned unless authorized by specific Board policy. (06-22-00/07-14-00)
PAR. 17.306. Criteria Based Adjustments. (06-27-96/09-20-96)
PAR. 17.306.1. An appointing authority may develop and implement a plan(s) to provide salary adjustments to employees who meet established criteria. Such plan(s) shall be filed with the Commissioner and shall specify; (06-27-96/09-20-96)
a. Which employees, positions and/or job categories shall be eligible for such adjustments; (06-27-96/09-20-96)
b. The terms and conditions under which employees shall be eligible for such adjustments; and, (06-27-96/09-20-96)
c. The amount of adjustment that shall be awarded to each employee who meets the specified criteria. (03-31-99/06-24-99)
PAR. 17.306.2. Any salary adjusted under the provisions of this rule shall not exceed the maximum of the pay range. (03-31-99/06-24-99)
PAR. 17.306.3. Any salary adjustment plan promulgated in accordance with the provisions of Par. 17.306.1 shall be subject to audit by the Commissioner and the Commissioner may require any such plans to be discontinued. (06-27-96/09-20-96)
PAR. 17.307. The salary of an employee whose position is reallocated to a lower pay range by position level reduction shall be the same as the salary received prior to reduction even if such salary exceeds the maximum of the payrange of the lower job. (03-31-99/06-24-99)
SECTION 17.400. SALARY INCREASES. (06-27-96/09-20-96)
PAR. 17.401. Performance Based Salary Increases. (09-28-95/10-16-95)
PAR. 17.401.1. Each employee shall be eligible for a salary increase based on performance which meets or exceeds minimum criteria established by the Board and the employee's appointing authority. The Board shall determine, commensurate with the intent and appropriations of the General Assembly, when increases are to be available to employees and the manner in which such increases shall be applied to employees' base salary. (05-22-97/06-06-97)
PAR. 17.401.2. The Board shall adopt policies to establish the following: (09-28-95/10-16-95)
A. The manner in which the amount of increase to be made available to qualifying employees is to be determined; (09-28-95/10-16-95)
B. The date each qualifying employee shall be eligible to receive a performance based salary increase; (05-22-97/06-06-97)
C. The relationship between a performance evaluation and such increase; and, (05-22-97/06-06-97)
D. A procedure to provide an opportunity for an employee to request reconsideration of an evaluation that does not qualify the employee for a performance based salary increase. (05-22-97/06-06-97)
PAR. 17.401.3. A performance based salary increase may not exceed the maximum salary applicable to the job to which the employee's position is assigned, unless authorized by Board policy. (05-22-97/06-06-97)
SECTION 17.500. SALARY REDUCTIONS.
PAR. 17.501. A salary reduction is a decrease in an employee's salary without a change in the employee's job or pay range. (03-31-99/06-24-99)
PAR. 17.502. Salary reductions may be made for disciplinary purposes, for the purpose of economy, or may be agreed to by employees on a voluntary basis. If salaries are to be reduced in order to conserve funds, the reductions must be made in accordance with a plan previously approved by the Commissioner as provided in Rule 19. If salaries are to be reduced on a voluntary basis, there shall be a written agreement with employees to be maintained in the employee's departmental personnel file. (07-27-92/08-06-92)
PAR. 17.503. Restoration of Salary Reduction. (06-27-96/09-20-96)
PAR. 17.503.1. An employee whose salary has been reduced for disciplinary purposes or on a voluntary basis shall retain eligibility for the salary received prior to the reduction. The appointing authority may restore such salary effective the first day of any pay period following the reduction. (03-31-99/06-24-99)
PAR. 17.503.2. If salary reductions were implemented in order to conserve funds, the salaries of all affected employees shall be restored the beginning of the same pay period or in inverse order of ranking as indicated on the reduction plan approved by the Commissioner. (05-22-97/06-06-97)
SECTION 17.600. CONDITIONAL PAY. (06-27-96/09-20-96)
PAR. 17.601. An appointing authority may develop and implement a plan(s) to provide conditional pay to employees who meet established criteria. Such plan(s) shall be subject to the approval of the Commissioner and the Director of the Office of Planning and Budget and shall specify; (06-27-96/09-20-96)
A. Which positions and/or job categories shall be eligible for such conditional pay; (06-27-96/09-20-96)
B. The terms and conditions under which employees shall be eligible for such conditional pay; and, (06-27-96/09-20-96)
C. The dollar amount that shall be awarded to each employee who meets the specified criteria. (06-27-96/09-20-96)
SECTION 17.700. COUNTY SUPPLEMENTS.
PAR. 17.701. County departments of family and children services may supplement salaries of employees from county funds. Such supplements shall be subject to the approval of the Commissioner of the Department of Human Resources or the commissioner's designee. (07-27-92/08-06-92)
PAR. 17.702. County boards of health may supplement salaries of employees from county funds. Such supplements shall be subject to the approval of the appropriate District Health Director. (07-27-92/08-06-92)
PAR. 17.703. Supplementary payments shall be included on the regular payroll of each department and the State Personnel Board may require any such supplements to be discontinued. All county supplements to salaries must be in accordance with a plan providing for similar treatment of employees in the same class taking into account such factors as length of service, status and service rating. (07-27-92/08-06-92)
SECTION 17.800. RESTRICTIONS. (05-22-97/06-06-97)
PAR. 17.801. No conditional pay or supplement to salary shall provide a basis for the computation of pay upon promotion, demotion, transfer, reappointment, or terminal leave. (03-31-99/06-24-99)
PAR. 17.802. No conditional pay or supplement shall provide a basis for the computation of salary increases nor shall a supplement affect the determination of eligibility for salary increases. (03-31-99/06-24-99)
SECTION 17.900. PERFORMANCE-BASED INCENTIVE COMPENSATION. (06-26-03/08-19-03) (10-5-06/1-4-07)
PAR. 17.901 The purpose of this section is to provide uniform guidelines for the development and administration of Performance-Based Incentive Compensation. Consideration for Performance-Based Incentive Compensation shall be available to all non-temporary employees of agencies of the executive branch of state government, exclusive of the State Board of Regents, who exceed performance expectations. (06-26-03/08-19-03)
PAR. 17.902. Definition of Terms (06-26-03/08-19-03)
PAR. 17.902.1. "Incentive Payment" means a one-time lump sum payment that does not become part of base salary. (Reference O.C.G.A. 45-21-1 (7)) (06-26-03/08-19-03)
PAR, 17,902.2. "Performance-Based Incentive Compensation" means an incentive payment for surpassing (exceeding) performance expectations. (06-26-03/08-19-03)
PAR. 17.903. Performance-Based Incentive Compensation (06-26-03/08-19-03)
PAR. 17.903.1. Each employee whose performance exceeds minimum criteria established by the Board and the employee's appointing authority shall be eligible for Performance-Based Incentive Compensation. (Reference O.C.G.A. 45-21-2 (c)(1)(C)) (06-26-03/08-19-03)
PAR. 17.903.2. In order for an employee to be eligible to receive a Performance-Based Incentive Compensation payment, the employee must have been continuously employed with the appointing authority or an appointing authority in the legislative, executive, or judicial branch from the end of the evaluation period through the pay period on which the incentive payment is delivered. (06-26-03/08-19-03)
PAR. 17.903.3. Incentive payments consisting of lump sum payments for exceeding performance expectations under employee incentive compensation plans will be included in calculating earnable compensation in determining retirement benefits. (10-5-06/1-4-07)
PAR. 17.903.4 The Board shall adopt policies to establish the following: (06-26-03/08-19-03) (10-5-06/1-4-07)
a. The amount of the Performance-Based Incentive Compensation, commensurate with the intent and appropriations of the General Assembly.
b. The manner in which the Performance-Based Incentive Compensation is to be made available to qualifying employees.
c. The date each qualifying employee shall be eligible to receive a Performance-Based Incentive Compensation payment.
d. The terms for eligibility to receive payment of the Performance-Based Incentive Compensation.
SECTION 17.1000. INCENTIVE COMPENSATION AND AWARD PROGRAMS (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1001. The purpose of this section is to provide uniform guidelines and procedures for the development and administration of Incentive Compensation and Award program consisting of Meritorious Award Programs, Incentive Compensation Plans and Goal Based Plans. Consideration for Incentive Compensation and Award Programs shall be available to all non-temporary employees of agencies of the executive branch of state government, exclusive of the State Board of Regents, who meet or exceed performance expectations. Each agency may adopt more specific incentive policies, procedures or plans to implement incentive compensation and awards which shall be consistent with this section. For agencies subject to the rules of the Board, the Meritorious Award Programs, Incentive Compensation Plans and Goal Based Plans shall become effective upon certification of an agency's program or plan by the Commissioner and upon certification by the Director of the Office of Planning and Budget, that funding is available. If such agency policies, procedures or plans are found to be inconsistent with these rules, the Commissioner may direct the agency to modify them to become consistent with these rules. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1001.1 The Board shall provide for the following Incentive Compensation and Award Programs: (06-26-03/08-19-03)
a. Meritorious Awards Program (Reference O.C.G.A. 45-21-2 (b) (1))
b. Incentive Compensation Plans (Reference O.C.G.A. 45-21-2 (c) (1) (A))
c. Goal Based Plans (Reference O.C.G.A. 45-21-2 (c) (1) (B)
PAR. 17.1002. Definition of Terms (06-26-03/08-19-03)
PAR. 17.1002.1 Incentive Payment means a one-time lump sum payment or a pre-determined quarterly payment that does not become a part of base salary. (Reference O.C.G.A. 45-21-1 (7)) (06-26-03/08-19-03)
PAR. 17.1002.2. Meritorious Award Programs are programs that provide for one-time lump sum payments to be awarded to employees for extraordinary acts or performance outside regularly assigned duties.
PAR. 17.1002.3. Incentive Compensation Plans are formalized incentive reward programs designed to encourage employees to exceed normal job expectations in support of department and institutional goals and provide agencies greater flexibility to hire and retain employees with skill sets necessary to meet departmental business objectives.
PAR. 17.1002.4. Goal Based Plans are plans designed to measure employee performance against business objectives or performance targets and reward employees for achievement of a predetermined standard. Goal Based Plans are based on objectively measurable criteria established at the beginning of the evaluation cycle that enhance effective operation of state agencies. (10-5-06/01-04-07)
PAR 17.1003 Creation and Implementation of Incentive Compensation and Awards Plans
PAR 17.1003.1 An appointing authority may develop and implement a plan(s) to provide Incentive Payment to employees who meet established criteria. Such plan(s) shall be subject to the certification of the Commissioner and the Director of the Office of Planning and Budget and shall specify; (06-27-96/09-20-96)
a. Which positions and/or job categories shall be eligible for each program;(06-27-96/ 09-20-96).
b. The terms and conditions under which employees shall be eligible for such incentive pay; and (06-27-96/09-20-96).
c. The amount that shall be awarded to each employee who meets the specified criteria. (06-27-96/09-20-96)
PAR 17.1003.2 Funding for Incentive Compensation and Awards shall come from individual agency budgets. (06-26-03/08-19-03)
PAR 17.1003.3 Any incentive plan promulgated in accordance with the provisions of Par. 17.1003.1 shall be subject to audit by the Commissioner and the Commissioner may require any such plans to be discontinued.
PAR 17. 1003.4 In recognition of achievements under Meritorious Award Programs, Incentive Compensation Plans and Goal Based Plans, the Board and other appointing authorities may authorize the award of:
. Cash payments
. Certificates of merit;
. Certificates acknowledging period of service, or
. Emblems, buttons, pins or other items of similar value.
(10-5-06/01-04-07)
PAR. 17.1003.5. Payments under a Meritorious Award program and payments under an Incentive Compensation Plan for hiring incentives and learning new,critically needed skills, shall not be included in earnable compensation in determining retirement benefits under Chapter 2 and 3 of Title 47. Additionally, payments made under a Goal Based Plan shall not be included in earnable compensation in determining retirement benefits.
Incentive payments under an Incentive Compensation Plan for exceeding performance expectations, shall be included in calculating earnable compensation in determining retirement benefits. (10-5-06/01-04-07)
PAR. 17.1003.6 Incentive payments made under Goal Based Plans are not prohibited by Code Sections 47-2-32 and 47-3-27 and are not subject to inclusion in retirement benefits calculations. (10-5-06/01-04-07)
PAR. 17.1004. Meritorious Award Program (06-26-03/08-19-03)
PAR. 17.1004.1. The Meritorious Award Program shall be used to recognize an individual state employee or a team of state employees that goes beyond the normal demands of the job by: (06-26-03/08-19-03) (10-5-06/01-04-07)
a. Performing service or an act or an achievement which particularly enhances public perception of state government;
b. Performing acts of heroism that are above and beyond the call of duty;
c. Performing special, extraordinary acts or service in the public interest that go beyond the employee's assigned responsibilities; or
d. Responding to an unanticipated problem.
PAR. 17.1004.2. An agency head, the agency head's designee or an agency incentive award committee appointed by the agency head shall determine which employees will receive a Meritorious Award.
PAR. 17.1004.3 The amount of the Meritorious Incentive Award lump sum payment is capped at a maximum of $5000 per employee with a minimum of $10.00. (06-26-03/08-19-03)
PAR. 17.1004.4. Payment for a Meritorious Incentive Award shall be made within ninety(90) days of the occurrence of the extraordinary act or the recognition of the extraordinary service. (06-26-03/08-19-03) (10-5-06/01-04-07)
Upon making an Incentive payment, the agency shall enter appropriate HCM Code for reporting purposes. (10-5-06/01-04-07)
PAR. 17.1005. Incentive Compensation Plans (i.e., Hiring Incentive Compensation. (06-26-03/08-19-03) and Training and Education Incentive Compensation (06-26-03/08-19-03))
PAR. 17.1005.1. Hiring Incentive Compensation - May be used to fill one of the following types
of positions: (06-26-03/08-19-03)
a. A position that has been determined by the agency to be hard-to-fill (such as a position that has been vacant an excessive period of time with no qualified candidates applying, or a position with a skill set that is unavailable or rare in a particular geographic area, etc.);
b. A position that is critical to a facility meeting its accreditation standards;
c. A position that is critical to maintaining public safety;
d. A position/job whose compensation level is well below that commonly paid in the applicable labor market for similar jobs;
e. A position that has required skills that are critical to the agency; or,
f. A position that is associated with unique "preferred skills" that are critical to the agency.
PAR. 17.1005.2. Funding for Hiring Incentive Compensation shall come from individual agency budgets (06-26-03/08-19-03)
PAR. 17.1005.3. The agency head or his designee shall establish and maintain a plan listing positions approved by the agency for Hiring Incentive Compensation based on one or more of the criteria listed in PAR.17.1005.1. Only those positions in an agency's plan may be granted Hiring Incentive Compensation. (06-26-03/08-19-03)
PAR. 17.1005.4. The amount of the Hiring Incentive Compensation lump sum payment should not exceed 5% of annual base salary under most circumstances. The agency head or his designee may approve a Hiring Incentive Compensation payment of up to a maximum of 10% of annual base salary with adequate justification. (06-26-03/08-19-03)
PAR. 17.1005.5. Hiring Incentive Compensation payments shall be made after a period of employment specified in the policies of each agency. This period of employment shall be at least 30 days but shall not exceed 90 days. (06-26-03/08-19-03)
PAR. 17.1005.6. Should the employee voluntarily resign during the initial 12 months of employment, the employee shall repay a portion of the Hiring Incentive Compensation payment according to the following repayment schedule: (06-26-03/08-19-03)
a. If the employee resigns within the first 30 days of employment, the employee shall not receive the Hiring Incentive Compensation payment.
b. If the employee resigns within the first 31-60 days of employment, the employee shall repay 90% of the Hiring Incentive Compensation payment.
c. If the employee resigns within the first 61-90 days of employment, the employee shall repay 75% of the Hiring Incentive Compensation payment.
d. If the employee resigns within the first 91-180 days of employment, the employee shall repay 50% of the Hiring Incentive Compensation payment.
e. If the employee resigns within the first 181-365 days of employment, the employee shall repay 25% of the Hiring Incentive Compensation payment.
PAR. 17.1005.7. Recruitment payments under an Incentive Compensation plan shall not be included in earnable compensation for determining retirement benefits. (10-5-06/01-04-07)
17.1006. Training and Education Incentive Compensation (06-26-03/08-19-03) (10-05-06/01-04-07)
17.1006.1. Training and Education Incentive Compensation may be used by an agency to compensate an employee for acquiring a critically needed skill. It shall not be used by agencies as general tuition reimbursement program for training or education taken by employees. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.2. Training and Education Incentive Compensation may be used when the following conditions are met: (06-26-03/08-19-03) (10-5-06/01-04-07)
a. The training is attended voluntarily;
b. The skill acquired directly enables the employee to substantially improve the performance of their current job or to perform a new job within their agency;
c. The skill acquired is directly related to fulfilling the mission and needs of the employing agency; and,
d. The agency has previously approved the training or education as appropriate for incentive compensation and the employee as eligible to receive the incentive.
PAR. 17.1006.3. Funding for Training and Education Incentive Compensation shall come from individual agency budgets. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.4. Each agency head or his designee shall establish a plan listing specific courses, certifications, or degrees that are eligible for Training and Education Incentive Compensation. When an agency head or his designee approves a specific course, certification, or degree for this list, they shall specify the employees or groups of employees that are eligible to receive that Training and Education Incentive Compensation and the amount of that incentive, which shall be consistent for all the eligible employees. This Training and Education Incentive Compensation must then be available to all employees specified by the agency as eligible and who fulfill the requirements. The agency head or his designee is responsible for updating the plan as the specific training and educational needs of the agency change. This plan shall be made available to the Commissioner for review upon request. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.5.When determining the amount of the Training and Education Incentive Compensation, the following considerations should be taken into account: (06-26-03/08-19-03) (10-5-06/01-04-07)
a. Overall value of the acquired skill to the agency;
b. Cost of the program;
c. Time required to complete the program;
d. The magnitude of the accomplishment/commitment
of the individual; ande. Any basis in law and/or regulation.
PAR. 17.1006.6. The Training and Education Incentive Compensation lump sum payment shall be made at the conclusion of the course or program as determined by receiving a passing grade and/or the certification or degree. Qualification requirements higher than passing may be implemented. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.7. Upon making a Training and Education Incentive payment, the Agency shall notify the Commissioner in writing of the name and employee I.D. number of the recipient as well as the amount of the payment and the reason for making the payment. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.8. At their discretion, agencies may impose a length-of-service requirement for employees to be eligible for the Training and Education Incentive Compensation.
Such a length of service requirement must apply equally to all eligible employees. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.9. At their discretion, agencies may impose repayment plan requirements for employees who leave the agency within a specified amount of time following receipt of the training and educational incentive payment. Such repayment plan requirements must apply equally to all employees who receive the incentive payment. (06-26-03/08-19-03) (10-5-06/01-04-07)
PAR. 17.1006.10. Payments under an Incentive Compensation plan for learning new, critically needed skills shall not be included in earnable compensation for determining retirement benefits. (10-5-06/01-04-07)
PAR 17.1007. Goal Based Incentive Plans (10-5-06/01-04-07)
PAR. 17.1007.1 Goal Based Incentive Plans - Shall be established to measure performance against organization/business objectives, or performance targets for all employees who satisfy the following criteria: (10-5-06/01-04-07)
a. Meet or exceed predetermined productivity standards;
b. Meet or exceed predetermined sales targets; or
c. Generate income or revenue savings for the state
beyond established goals.
PAR. 17.1007.2 Payments under the Goal Based Incentive Program shall not be included in earnable compensation in determining retirement benefits under Chapter 2 and 3 of Title 47. (10-5-06/01-04-07)
PAR. 17.1007.3 Goal based Incentive Programs should include the following components: (10-5-06/01-04-07)
a. Identification of criteria or standardsfor the goal-based incentive to be determined at the beginning of the award cycle.
b. Identification of measures to be applied at the end of the award cycle to determine when criteria or standards have been achieved.
c. List of employees, jobs, teams or units eligible to receive the goal-based incentive.
d. Manner in which goal-based incentive payment will be made.
PAR. 1007.4 At their discretion, agencies may impose a length-of-service requirement for employees to be eligible for the Goal Based Incentives. Such a length of service requirement must apply equally to all eligible employees. (10-5-06/01-04-07)
PAR. 1007.5 Each agency may determine the minimum and maximum amount that shall be awarded to each employee who meets the specific criteria. (10-5-06/01-04-07)
PAR. 1007.6 Each agency will establish benchmarks to measure the performance of the employees against business objectives or performance targets. (10-5-06/01-04-07)
PAR. 1007.7 Performance, productivity and sales/income benchmarks will be assigned weightings based on the goal and mission of the agency. Employees meeting or exceeding established benchmarks would be rewarded. (10-5-06/01-04-07)
PAR. 1007.8 Payment should be made in the financial year where the employee meets any of the criteria assigned in the goal based plan. (10-5-06/01-04-07)
Authority O.C.G.A. 45-20-3; 45-20-3.1; 45-20-4.
