Idaho State Statutes - Idaho Attorney Directory

(a) The following schedule
establishes the pay grades for all positions classified pursuant to chapter
53, title 67, Idaho Code.
STATE OF IDAHO
PAY GRADE SCHEDULE
GRADE JOB EVALUATION POINTS GRADE JOB EVALUATION POINTS
Minimum Mid-point Maximum Minimum Mid-point Maximum
A 93 or less 99 106 M 493 531 566
B 107 114 122 N 567 610 655
C 123 131 140 O 656 702 753
D 141 151 161 P 754 807 867
E 162 173 185 Q 868 928 997
F 186 200 213 R 998 1067 1146
G 214 229 245 S 1147 1227 1319
H 246 263 281 T 1320 1412 1516
I 282 303 325 U 1517 1623 1744
J 326 349 374 V 1745 1867 2006
K 375 401 430 W 2007 2147 2307
L 431 461 492 X 2308 2469 --
(b) It is hereby declared to be the intent of the legislature that an
employee may expect to advance in the salary range to the labor market average
rate for the pay grade assigned to a classification. Advancement in pay shall
be based solely on performance, including factors such as productivity,
reliability, effectiveness, and the ability to achieve the goals and
objectives of the particular position. No employee shall advance in a salary
range without performance evaluation by the employee's immediate supervisor,
approved by the departmental director or the director's designee certifying
that the employee meets the performance criteria of the assigned position.
(i) When necessary to obtain or retain qualified personnel in a
particular classification, upon petition of the appointing authority to
the administrator containing acceptable reasons therefor, a higher
temporary pay grade may be authorized by the administrator which, if
granted, shall be reviewed annually to determine the need for continuance.
(ii) Each employee's work performance shall be evaluated after one
thousand forty (1,040) hours of credited state service from the date of
initial appointment or promotion and after each two thousand eighty
(2,080) hours of credited state service thereafter by his or her immediate
supervisor. Employees may be eligible for advancement in pay, if certified
as meeting the performance requirements of subsection (b) of this section;
however, such in-grade advancement shall not be construed as a vested
right. The department director shall designate, upon agreement with the
employee, whether such in-grade advancement is temporary, conditional or
permanent. It shall be the specific responsibility of the supervisor and
the departmental director to effect the evaluation prescribed in
subsection (b) of this section on an evaluation form approved by the
administrator for that purpose.
(iii) In addition to pay increases authorized in paragraph (ii) of this
subsection, the department director may grant a classified employee
holding permanent status a lump sum bonus not to exceed one thousand
dollars ($1,000) in any given fiscal year based upon excellent performance
as indicated by the performance evaluation as outlined in subsection (b)
of this section. Exceptions to the one thousand dollar ($1,000) limit
provided in this paragraph may be granted if approved in advance by the
state board of examiners.
(iv) In addition to pay increases authorized in paragraph (ii) of this
subsection, the department director may grant a classified employee
holding permanent status a lump sum bonus not to exceed one thousand
dollars ($1,000) in any given fiscal year based upon suggestions or
recommendations made by the employee which resulted in taxpayer savings as
a result of cost savings or greater efficiencies to the department or to
the state of Idaho in excess of the amount of the bonus. Exceptions to the
one thousand dollar ($1,000) limit provided in this paragraph may be
granted if approved in advance by the state board of examiners.

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