This text of North Dakota § 54-44.3-01.2 (Compensation philosophy statement) is published on Counsel Stack Legal Research, covering North Dakota primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.
The compensation program for classified state employees must be designed to recruit,
retain, and motivate a quality workforce for the purpose of providing efficient and effective
services to the citizens of North Dakota. For purposes of this section, "compensation" is defined
as base salary and related fringe benefits.
The compensation program must:
1.Provide a competitive employee compensation package based on job content
evaluation, internal equity, and external competitiveness balanced by the state's fiscal
conditions.
2.Be based on principles of fairness and equity.
3.Include a consistent compensation policy which allows for multiple pay structures to
address varying occupational specialties.
4.Set the external competitiveness target for salary range midpoints at a competitive
leve
Free access — add to your briefcase to read the full text and ask questions with AI
The compensation program for classified state employees must be designed to recruit,
retain, and motivate a quality workforce for the purpose of providing efficient and effective
services to the citizens of North Dakota. For purposes of this section, "compensation" is defined
as base salary and related fringe benefits.
The compensation program must:
1. Provide a competitive employee compensation package based on job content
evaluation, internal equity, and external competitiveness balanced by the state's fiscal
conditions.
2. Be based on principles of fairness and equity.
3. Include a consistent compensation policy which allows for multiple pay structures to
address varying occupational specialties.
4. Set the external competitiveness target for salary range midpoints at a competitive
level of relevant labor markets. For purposes of this section, "relevant labor markets" is
defined as the labor markets from which the state attracts employees in similar
positions and the labor markets to which the state loses employees in similar
positions.
5. Include a process for providing compensation adjustments that considers a
combination of factors, including achievement of performance objectives or results,
competency determinations, recognition of changes in job content, and acquisition and
application of advanced skills or knowledge.
6. Provide funding for compensation adjustments based on the dollar amounts
determined necessary to provide competitive compensation in accordance with the
state's compensation philosophy. Funding for compensation adjustments may not be
provided as a statewide percentage increase attributable to all employees nor as part
of a statewide pool of funds designated for addressing equity issues.
7. Consider the needs of the state as an employer and the tax effect on North Dakota
citizens.
The office of management and budget shall develop and consistently administer the
compensation program for classified state employees and ensure that state agencies adhere to
the components of the state's compensation philosophy. The office of management and budget
shall regularly conduct compensation comparisons to ensure that the state's compensation
levels are competitive with relevant labor markets. Any salary information collected from private
businesses for the purpose of conducting compensation comparisons is exempt from public
disclosure. Records naming private businesses from which salary information is collected are
open.
The legislative assembly recognizes the importance of providing annual compensation
adjustments to employees based on performance and equity to maintain the market
competitiveness of the compensation system.