Louisiana Department of Education                                              Employee Policies
Special School District (SSD)                                                           Effective Date: 8/12/2013

Extraordinary Qualifications/Credentials “6.5(g)”

This policy applies to classified employees of LSS.

In accordance with Civil Service Rule 6.5(g), an applicant who is hired in a probational or job appointment and who possesses extraordinary or superior qualifications/credentials above and beyond the minimum qualifications/credentials, may be paid up to the third quartile of the pay range for the position. Not all employees hired under this policy will be hired at the third quartile. This policy need not be used to hire every employee whose qualifications exceed the minimum qualifications and should be used only to recruit, hire, and retain employees whose qualifications are particularly beneficial to LSS.
An employee who was hired in a probational or job appointment may be paid in accordance with this policy upon hire or at any time within one year of the hire date. If after the hire date, the pay increase must be prospective. An employee who transfers, promotes, or changes positions in any other manner and retains permanent status may not be paid under this policy.
Responsibilities of the Hiring School or Division

Verification, Documentation, Justification

The extraordinary or superior qualifications/credentials must be verified and documented by the hiring school or division. This verification may include, but is not limited to, reference checks from previous employers, college transcripts, certificates, job-related theses/dissertations, and professional development developed or provided by the applicant.

The hiring school or division must explain how the qualifications/credentials are job-related—how the knowledge and experience the employee brings to LSS will benefit LSS in the position for which the employee was hired. The qualifications/credentials need not be included in the minimum qualifications. For example, the minimum qualifications for an attorney are a license to practice law in the state and a certain number of years of experience. For an attorney hired to concentrate in special education, experience as a special education teacher or school administrator, though not required, would clearly be job-related and may be used to justify hiring the attorney above the minimum.

Consideration of Existing Employees

The hiring school or division must consider the salaries of current employees in the same job title. (In a career progression group, this policy applies only to the same level.) Employees who possess the same or equivalent qualifications/credentials may have their salaries adjusted up to the percent difference between the regular hiring rate and the new employee’s hiring rate. The hiring school or division is not required to exercise this option, but if it wishes to, it must also verify, document, and justify the qualifications/credentials of the current employees—and submit that documentation at the same time as it is submitted for the new employee. Any current employees who receive a pay increase under this policy must receive it on the same date as the new employee.

Current Employees Taking a New Position
If an employee with permanent status resigns and is then rehired into either the same position or into the same job title or a lower level job in his career progression group at the same agency, the employee is not eligible for an increase under this rule unless there has been a break in State service of at least 60 days. If an employee with permanent status is hired into a job that allows for higher pay under this policy, and the pay is set in accordance with this policy, the employee may not retain permanent status.
References:       Civil Service Rules, Chapter 6