4
Structure of a Pay Scale by Ismar Baruch
One o f the major problems involved
in the development of a pay plan is to
design a schedule of pay scales, or salary
ranges, so integrated as to establish
proper pay differentials among the var
ious classes of positions, and to serve
such personnel transactions as new ap
pointments, transfers, promotions, and
merit increases for effective service.
Part o f this problem requires consider
ation of the structure of each pay scale,
or pay range, in terms of the mathe
matical relationships of the individual
rates within the scale. The following
discussion will treat some of the more
important considerations in the con
struction of class pay scales.
In pay plans in the public service,
pay scales consisting of a range of rates
rather than a single flat rate are es
tablished for most classes of positions.
This makes it possible to pay somewhat
different rates, between a definite min
imum and maximum, to individuals
holding positions of the same classifica
tion. The principal purpose of the flex
ibility thus secured is to permit finan
cial recognition— through pay advance
ment within the scale— o f the increas
ed value of an employee’s services as he
The President’s Message
(Continued from page 3)
sonnel. We believe too that state ser
vice should offer attractive life-career
opportunities to those who are quali
fied. State service cannot hope to
reach that highly desired degree of e ffi
ciency unless these conditions are met.
The Civil Service Law offers the
state and its employees the vehicle by
which these ends may be attained. The
O.S.E.A. is certainly going to exert its
influence to see that they are attained,
and that the original high purpose of
the act is not distorted to meet selfish
ends.
becomes more experienced and profi
cient in the work of his position. A
range of pay thus serves to establish
both incentives and rewards. The nor
mal expectation of a competent em
ployee is to enter the service at the
minimum rate of the appropriate pay
scale and to receive increases gradually
through the rates of the scale in accord
ance with his service and performance
on the job until he reaches the maxi
mum rate, unless he is promoted to a
higher position in the meantime.
Basically, a pay scale is a range of
pay rates, consisting o f a minimum
rate, one or more intermediate rates,
and a maximum rate, all applicable to
a given class of positions. The same
range may, of course, apply to differ
ent classes of positions. This, is evident
when a pay range is established for a
"classification-grade,’ ’or zone of d iffi
culty and responsibility of work, which
covers several or many classes of dif
ferent kinds but of the same level or
value.
The minimum rate is the lowest rate
of the scale, below which no employee
shall be paid while occupying a posi
tion in a class to which the scale ap
plies. It is the rate guaranteed to the
employee as long as his work is su ffi
ciently satisfactory to warrant employ
ing him in a position in that class. It is
also intended to serve as the entrance
rate payable to a new employee on
original appointment to a position allo
cated to that class.
Intermediate rates are primarily for
the purpose o f recognizing an em
ployee’s progress without change o f du
ties or responsibilities, i.e., while occupy
ing the same position. They also permit
financial recognition of the various de
grees of efficiency, progress, and value
of service demonstrated by different
employees in positions of the same class.