Step M Q&A for non-represented employees

  1. What is Step M?
    • Step M is a longevity step. Employees cannot get to Step M upon initial hire.
  2. If an employee is rehired after separation does the time away from employment count towards the six years to qualify for step M?
    • If an employee was at step L at the time of the separation and is rehired at the same pay range at step L, the employee will be advanced to step M six years from the initial date they were placed at step L.
  3. If an employee is separated while at step L and is rehired at step K or below will previous time at step L count towards the six years?
    • If an employee was at step L at the time of separation and is rehired at the same pay range at step K or lower, once the employee advances to step L, the original date the employee advanced to step L of the salary range will be the date used as the beginning of the six year period.
  4. Will time spent in a nonpermanent appointment count towards the six years to qualify for step M?
    • If an employee is at step L at the time they accept a nonpermanent appointment and they return to a position at step L in the same pay range that they were in prior to the nonpermanent appointment then time spent in the nonpermanent appointment will count towards the six year requirement to move to step M.
  5. Will time spent in an exempt position count towards the six years if the position was converted to classified?
    • If an employee’s position is converted from exempt to classified, and the employee’s salary at the time of conversion is equal to step L of the pay range or between step L and step M of the pay range of the classified position, time spent in the exempt appointment will count towards the six year requirement.
  6. Will the time an employee is Y-rated count towards the six years to qualify for step M?
    • The time an employee is Y-rated (paid above the maximum of the salary range) will count towards the six year requirement to move to step M.
  7. An employee who is at step L accepts a layoff option to a position with a lower salary range or accepts a demotion in lieu of layoff. Will time at step L of the higher level position count towards the six year requirement to move to step M in the new class?
    • When an employee accepts a layoff option to a position with a lower salary range or accepts a demotion in lieu of layoff, time spent at step L in the higher level position will count towards the six year requirement to move to step M of the lower level position.
  8. Must an employee who accepts a layoff option to a position with a lower salary range be appointed at step M?
    • If an employee was at step M at the time of layoff and accepts a layoff option to a position with a lower salary range maximum, the employee must be appointed to step M of the new class.
  9. If a classification is moved to a new pay range through the Director’s meeting process will time at step L of the previous pay range count towards the six year requirement to move to step M of the new pay range?
    • If a classification is moved to a new pay range through the Director’s meeting process the time at step L of the previous pay range will count towards the six year requirement to move to step M of the new pay range.
  10. If an employee is eligible to advance to step M on 7-1-13 and they have also accepted a promotion effective 7-1-13 should the employer apply the step M increase before calculating the pay for the new appointment?
    • The employer should apply the step M increase first then the promotional increase. This is how it is handled when PID and promotion fall on the same day.
  11. Is step M considered the salary range maximum?
    • No, step L is the salary range maximum. Step M is the top step of the range.
  12. Can an employee get to Step M through promotion or reallocation?
    • Yes, an employee who is promoted or reallocated to a class with a higher salary range must receive a minimum increase of two steps not to exceed step M of the salary range.
  13. Does time out on LWOP count towards the 6 years required at Step L?
    • Yes.
  14. If an employee is at Step L then promotes then reverts will time in higher level position count towards 6 years?
    • Yes.
  15. Do eligible employees move to Step M on a specific date or on their periodic increment date (PID)?
    • No. The trigger to moving to Step M is 6 years from the date they were appointed to Step L. This date could be the date they were appointed to Step L or the date they moved to Step L through their PID. Employees are not required to wait for their PID to move to Step M if the date they were appointed to Step L differs from their PID.
  16. Can you get to Step M through demotion?
    • Employees cannot get to Step M through demotion unless the demotion is a result of a layoff or a reasonable accommodation option or unless the employee was at step M of the salary range from which the employee is demoting or the employee was previously at step M in the salary range of the class the employee was demoting to.