Pursuant to Article 31 of the Partnership Agreement, on July 1, 2024, the State will implement the Step Pay Program for eligible classified employees in the State Personnel System. The step pay program addresses pay equity issues, reduces bias, and addresses employee pay progression through the pay range based on time-in-job series. This program will also help to: 

• Recognize and reward State employees for time-in-job series 
• Incentivize Coloradans to identify the state system as the ideal employer of choice 
• Promote transparency
• Provide personal budget clarity 
• Improve organizational budget forecasting 

A step pay program is a compensation structure that provides increases to an employee’s salary over time. In the State’s step pay program, employees earn increases when they reach certain milestone years in their job series as of June 30.

Managers, and Appointing Authorities
More information about the step pay program and a step pay estimator is available here:
https://dhr.colorado.gov/state-hr-professionals/compensation/2024-step-pay-program-for-state-of-colorado-employees
 

The State Personnel Board Rules delegate specific people as “Appointing Authorities”. 

Appointing authority powers include, but are not limited to: hiring and evaluating performance; determining the amount and type of any non-base incentive within policies issued by the Director and the department’s written plan; defining a job; administering corrective/disciplinary action; determining work hours including meal periods and breaks, and safe conditions and tools of employment; identifying positions to be created or abolished; assigning employees to positions; determining work location; and accountability for any other responsibilities in rule.

With the exceptions below, a classified employee’s direct supervisor is their Appointing Authority and has been delegated the specific powers of: employment-related decisions concerning classified employees in hiring, corrective action, approval of all leave related issues, evaluating performance, defining job assignments, determining work locations and hours, and identifying the need for layoffs. The AVC of Human Resources/Chief Human Resources Officer maintains the authority for employment-related decisions concerning classified employees in, the administration of pre-disciplinary meetings (Board Rule 6-10 meetings), corrective and disciplinary actions, handling grievances and disputes, and approval of all leave related issues.

The UCCS Chief of Police is the appointing authority for the Department of Public Safety and this authority encompasses employment-related decisions concerning classified employees in hiring, the administration of pre-disciplinary meetings (Board Rule 6-10 meetings), corrective and disciplinary actions, handling grievances and disputes, approval of all leave related issues, evaluating performance, defining job assignments, determining work locations and hours, and identifying the need for layoffs.

The Executive Director Facilities Management & Operations is the appointing authority for the Department of Facilities Services and this authority encompasses employment-related decisions concerning classified employees in hiring, the administration of pre-disciplinary meetings (Board Rule 6-10 meetings), corrective and disciplinary actions, handling grievances and disputes, approval of all leave related issues, evaluating performance, defining job assignments, determining work locations and hours, and identifying the need for layoffs.