[This page is updated monthly.]
A: For the hourly employee the rounding is out to the 3rd decimal place and can be left an odd number. For the salary employee the rounding is out to the 2nd decimal place and must be an even number. For both hourly and salary employees you round up if there are any digits past the 2nd or 3rd decimal place.
Example: 12.345 x 5%=12.96225 properly rounded to 12.963
2006.08 x 5%=2106.384 properly rounded to 2106.40
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A: Previously the analysts were responsible for a certain set of title codes. They are now responsible for certain agencies. You should contact the analyst assigned to your agency. Agency Assignments can be found by clicking HERE.
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A: A desk audit is a tool for the Personnel Cabinet to learn more about the duties of a specific position. It involves separate meetings with the employee and his/her first line supervisor to ask specific questions about the job. Following the audit, the Personnel Cabinet makes a determination regarding the appropriate classification for the position. The cabinet may confirm that the position is correctly classified or may recommend a different classification of a higher or lower pay grade. A desk audit must be requested by the HR Administrator/Executive in the employee's agency.
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A: An in-grade promotion occurs when an employee promotes from a non-supervisory classification to a supervisory classification at the same pay grade. No salary increase occurs at the time of promotion; however, the employee is eligibile for a 5% salary increase upon successful completion of the promotional probationary period.
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A: The petition process is utilized when cabinet secretaries, commissioners, executive directors, and heads of boards and commissions require additional policy-making assistant positions. Each is allowed one "free" policy-making position.
Agency requests for a 2nd policy-making petitioned position must be addressed and sent to the Secretary of Personnel. The petition should include the letter (see sample letters HERE), the current organizational chart, and the requested organizational chart.
Agency requests for a 3rd or more policy-making petitioned position have to be approved by the Personnel Board. In this case, the petition letter (see sample letters HERE) and organizational charts are sent to the Secretary of Personnel so the cabinet can review and recommend the request to the Board. If it is forwarded to the Board for approval, the agency will then be notified that the petition request for an additional policy-making position will be on the agenda and appropriate personnel within the agency must attend to answer any questions the Board may have.
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A: No, unless it is a very large division and justification can be provided about why more than one is necessary and that duties are different for each position.
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A: KRS 18A.037 required the Personnel Cabinet Secretary to develop a new compensation system in 1997 using a nationally recognized system for evaluating job requirements and insuring pay equity. The system was developed and implemented and is still in use today. The Personnel Cabinet uses a point factoring system assigning points based on know-how, problem solving, accountability, and working conditions. Salary surveys are conducted with surrounding states and southeastern states on a regular basis to determine the market rate for merit system job classes..
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