Maine § 5 §7065 Compensation plan

Maine Statutes

§ 5 §7065 — Compensation plan

Maine § 5 §7065

Title 5ADMINISTRATIVE PROCEDURES AND SERVICES

Part 17-ACIVIL SERVICE

Ch. 372STATE CIVIL SERVICE SYSTEM

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Bluebook

Me. Rev. Stat. tit. 5, § 5 §7065 (2026).

Text

The officer shall, as soon as practicable after the adoption of the classification plan, submit to the Legislature a proposed plan of compensation developed by the officer showing for each class or position in the classified service minimum and maximum salary rates and such intermediate rates as the officer considers desirable.

1.Salary reductions. When the compensation plan has become effective through its adoption by the Legislature, it constitutes the official schedule of salaries for all classes or positions in the classified service, except that, if the adoption of a compensation plan results in the reduction of salary of an employee, the officer shall certify to the proper fiscal officer of the State that the employee's salary is not subject to any reduction for a period of one year

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The officer shall, as soon as practicable after the adoption of the classification plan, submit to the Legislature a proposed plan of compensation developed by the officer showing for each class or position in the classified service minimum and maximum salary rates and such intermediate rates as the officer considers desirable.
1.
Salary reductions.
When the compensation plan has become effective through its adoption by the Legislature, it constitutes the official schedule of salaries for all classes or positions in the classified service, except that, if the adoption of a compensation plan results in the reduction of salary of an employee, the officer shall certify to the proper fiscal officer of the State that the employee's salary is not subject to any reduction for a period of one year from the effective date of adoption of the plan.
2.
Salary limits.
No position may be assigned a salary greater than the maximum or less than the minimum rates fixed in the compensation plan except as provided by subsection 2‑D.
2-A.
Recruitment and retention adjustments.
2-B.
Limitations on recruitment and retention adjustment.
2-C.
Recruitment and retention adjustment process.
2-D.
Recruitment and retention adjustments.
Subject to this subsection, the officer, with the agreement of the bargaining agent, if applicable, may approve payment of recruitment and retention adjustments when the payment of a labor market adjustment is required to recruit and retain an adequate work force.
3.
Salary increases based on merit.
Salary advancements within an established range shall not be automatic, but shall be dependent upon specific recommendation of the appointing officer and approval of the commissioner. The recommendation shall be based upon standards of performance as indicated by merit ratings or other pertinent data. No advancements in salary may be made until the employee has completed the probationary period.
4.
Compensation above the minimum step.
In hiring any employee, the officer or appointing authority may employ a person who is new to a state job classification above the minimum level established for that classification in order to compensate that person for the experience or outstanding qualifications that the person may possess. The officer shall establish a policy to reflect the intent of this subsection.

Legislative History

PL 1985, c. 785, §B38 (NEW). PL 1987, c. 402, §§A58,A59 (AMD). PL 1987, c. 431, §§1,2 (AMD). PL 1989, c. 418, §§1-4 (AMD). PL 1991, c. 528, §§III19,20 (AMD). PL 1991, c. 528, §RRR (AFF). PL 1991, c. 591, §§III19,20 (AMD). PL 1993, c. 705, §§1,2 (AMD). PL 2007, c. 466, Pt. A, §§19, 20 (AMD). RR 2023, c. 1, Pt. B, §§36-39 (COR). RR 2023, c. 1, Pt. B, §50 (AFF).