Promotions to a higher salary grade may be requested by the employee's supervisor and must be approved by the Administrative Office. Most employees who are promoted from one job classification to another shall receive a salary increase between the Hiring Rate and Midpoint of the new salary grade, based on their education and related experience, so that the new salary is at least 5 percent greater than the current salary. However, if the employee being promoted possesses outstanding qualifications in terms of education or related experience, that employee may be started at an increased rate. Any such increased rate requires the approval of the State Court Administrator or State Probation Administrator based upon a written recommendation of the supervisor.
If the new salary is below Minimum Permanent of the new salary grade, the employee may be given a salary increase to Minimum Permanent at any time in the following 6 months, but must be paid at least the Minimum Permanent rate at the end of 6 months.
If it is deemed desirable that an individual be demoted from one job classification to another, such action may be taken by the supervisor with the approval of the Administrative Office. The new salary may be set at any level of the new grade, except that it may not be an increase over the previous salary or above the maximum rate for the new classification.
Employees requesting voluntary transfers (lateral or downward) may, at the discretion of the Administrative Office, have their salaries reduced.
Disciplinary demotions require at least a 5 percent reduction in salary grade or the employee’s salary may be reduced to the Hiring Rate at the supervisor’s discretion. (See Forms of Discipline under DISCIPLINARY ACTIONS section.)
With any demotion, if the new salary is below Minimum Permanent of the new salary grade, the employee may be given a salary increase to Minimum Permanent at any time in the following 6 months, but must be paid at least the Minimum Permanent rate at the end of the 6 months.