A PER 39 (pdf)
is required, unless it is a time of year when employee information
update forms have been distributed for updating.
Timely updates are important so paychecks and advices are mailed
to correct address. If the employee is moving to a different
city, check to see if the employee's health insurance plan is
available in that county, if applicable. A change in health plans
may be required.
Departments wanting to permanently increase FTE on a vacant
position that does not have FTE available must request additional
FTE through the Budget Office.
If position is filled departments must first contact the Division
of Human Resources.
Temporary increases in FTE for less than 60 days are okay.
No action needs to be taken regarding the budget, and no paperwork
is required. Hours are simply reported in HRIS.
Departments must contact the Division of Human Resources if
they wish to decrease FTE on regular positions.
Employees eligible for pay increases must have a current (within
the preceding 12 months) evaluation of satisfactory or better
on file in order to receive.
Steps 4 and 5 are six-month steps. Employees must be on these
steps a full 6 months. The step date itself is determined by
the date of appointment (i.e., appointment date of 6/3 to step
4 means a next step date of 12/3).
Steps 6 through 14 are one-year steps.
When an employee reaches step 15, they will no longer receive
step movements - just cost-of-living adjustments.
If an employee receives a satisfactory evaluation after being
given an unsatisfactory, and if this employee was due a pay increase
during this time, the pay increase will be given with the effective
date of the satisfactory evaluation. The new increase date will
become that date.
Pay increases are automated. Information can be viewed by each
pay period by accessing Compensation > Salary Planning > Group
Increases in HRIS for your department(s).
A common misconception is that pay increases and evaluation
due dates go hand-in-hand. This may or may not be true. Depending
on what type of actions the employee has incurred (i.e., promotions,
reallocations) during their course of employment, these two dates
may be months apart.
Based upon length of service, an employee will be eligible
to receive a longevity bonus when 10 years
of service is met.
The bonus is computed by multiplying $40 by the number of years
The bonus begins at $400 for 10 years of service. The maximum
that can be paid is $1,000
Longevity bonuses are automated. Information can be viewed
the second week of each pay period by accessing > Compensation > Salary
Planning > Longevity Bonus > Classified Longevity Bonus
in HRIS for your department(s).
Kansas State University • Manhattan, KS • 66506 • 785-532-6011