Frequently Asked Questions

An increase in workload alone does not justify a pay increase. When an employee handles more projects or additional staff without a change in the nature of their work, it does not alter the job duties or minimum qualifications for the position. For a role to be considered for job reclassification, there must be a significant change in its responsibilities.

We do not have a pay-for-performance system in place. As a result, performance reviews do not influence an employee's pay rate. However, performance reviews remain an important tool for providing feedback, setting goals, and fostering professional development. They help identify areas for improvement, facilitate goal setting, boost employee engagement, and contribute to career development by highlighting strengths, weaknesses, and potential training needs.

Pay rates are established based on strict criteria to comply with the Colorado Equal Pay for Equal Work Act. For Certified/Licensed positions, only relevant job experience and formal education are considered when determining salary. For all other permanent positions, only relevant job experience is taken into account. We do not negotiate pay rates.

Certified/Licensed

Pay increases are determined during the collective bargaining process each year.

Educational Support Personnel, Professional Technical, and Administrators

After initial placement within the position's established pay range, employees move through the range via cost of living adjustments (COLA) and market study adjustments. It’s important to note that additional qualifications, such as further education, certifications, licenses, training, or enhanced skills beyond the job's minimum requirements, do not affect the pay rate.

A zero-percentage increase from the market study means that your current pay rate is already above the recommended pay rate for your position based on your years of relevant experience.

Certified/Licensed

Pay placement policies are found in the collective bargaining agreement.

Educational Support Personnel, Professional Technical, and Administrators

Employee pay is determined based on the applicant's relevant job experience. This experience is defined differently for each job, considering the duties, responsibilities, requirements, and working conditions described in the job description. The Office of Human Resources Compensation and Classification team sets the criteria for relevant experience. Work experience that doesn't meet the relevant experience criteria will not be considered for pay placement.

Pay range maximums exist for several important reasons:

1. Budget Control: They help organizations manage their budget by setting limits on the highest amount they can pay for a particular role.

2. Equity and Fairness: They ensure consistency and fairness in compensation across employees performing similar roles, reducing the risk of pay inequities.

3. Market Competitiveness: They help organizations remain competitive in the job market by aligning pay with industry standards.

4. Incentive for Growth: They encourage employees to seek promotions or additional responsibilities to increase their pay, fostering career development.

5. Cost Containment: They help contain costs by preventing pay from escalating to unsustainable levels.

These reasons together support a structured and equitable pay system within organizations.

It is possible, though uncommon, for a supervisee to have a higher pay rate than their supervisor. This can happen when the pay ranges for both positions overlap. Typically, this occurs when the supervisee has many years of relevant experience.

Certified/Licensed

Pay placement policies are found in the collective bargaining agreement.

Educational Support Personnel, Professional Technical, and Administrators

Employee pay is based on relevant job experience. If a new employee's previous work experience meets the criteria for the job they applied for, they can receive credit for that experience.

The Fair Labor Standards Act (FLSA) governs the rules for classifying employees as exempt or non-exempt from overtime pay rules. Non-exempt positions are typically paid hourly, meaning employees receive a set rate per hour worked and are eligible for overtime pay for hours worked beyond 40 in a workweek. Exempt positions are typically paid on a salary basis, meaning employees receive a fixed amount of pay each pay period regardless of the number of hours worked. To learn more about exemption status, visit the Job Classification page.