1. An appointing authority may grant an equity increase if all of the following requirements are met: a. The increase does not exceed twenty percent per biennium for an employee. b. At the time the increase is granted, documentation must be submitted to human resource management services that includes all of the following: (1) A definition of the inequity. (2) An explanation of what created the inequity.

(3) A statement that an additional inequity will not result. (4) The relevant available market data in cases of external equity. c. The agency shall consider the overall relationship of state employees' salaries to market salaries and avoid creating internal inequities.

2. Targeted market equity increases are distinct from other equity increases in that they are only authorized if the legislature has defined and approved the implementation of an equity program to proactively address talent attraction, retention challenges, or strategic market alignment for one or more categories of state employees. Specific guidelines for administering any targeted market equity increase program must be determined by human resource management services.

History: Effective March 1, 1991; amended effective July 1, 2004; July 1, 2026.

General Authority: NDCC 54-44.3-12(1)

Law Implemented: NDCC 54-44.3-01, 54-44.3-12(7)