What does it mean that the pay plan will be phased in over a three-year period?
MCGs executive management team has recognized a need to enhance the competitiveness of the salaries of support staff and has committed to doing so within available resources. It also recognizes that MCG is a complex and changing organization. Phasing in the plan is necessary due to the variety of funding sources tied to positions. Phase I will include the streamlining of titles and recruitment for new vacancies using the new ranges for positions starting July 1, 2004. Phase II will cover the FLSA-driven compliance requirement on August 23, 2004. In Phase III, after merit increases have been loaded from the Budget into the HR System for January 1, 2005, HR will identify those employees who still fall below the minimum range for their pay categories and will work with department chairs, directors, and business managers to pull those salaries within the designated range. For the multitude of MCG positions that are funded in whole or in part through restricted accounts and grants which may
