Fiscal Year 2009 Uniform Classification and Pay System Pay Plan
Effective July 1, 2008

Please use the links below to quickly find the information you need:

UCP Plan Narrative for Fiscal Year 2009
UCP Pay Grids
Class Listing - Alphabetical Order
Class Listing - Numerical Order

Table of Contents

Pay Plan Distribution Note
The Pay Grids
Numeric Pay Plan Occupational Outline

• Asterisk Designations
• Overtime Pay Category Under the Rule and Regulations of the Personnel Advisory Board

EEO Job Category Codes
Shift Differential
Pay Differential for Medical Classes
Pay Differential for Psychologists
Pay Differential for Security Assignments
Special Pay Event Differentials

Pay Plan Distribution Note

Effective with the January 1, 2001 Pay Plan changes, the Uniform Classification and Pay System Pay Plan is now being distributed electronically. We hope you will find this useful for distribution within your agency.

This is the narrative section of the pay plan. This document is accompanied by a spreadsheet that has two component worksheets:

     The Index of Classes Sorted Alphabetically

     The Index of Classes Sorted Numerically by Index Number

Both of these worksheets are ready to be printed.

The Alphabetical listing is in database format. This is the worksheet to use for extracting information on specific classes. This worksheet can also be re-sorted as needed.

The Numeric Listing includes the Index of Classes by the associated occupational group.

If you have any questions concerning the pay plan, or if you need further information, please contact the Merit Services Section of the Division of Personnel, (573) 751-1660.

The Pay Grids

The Pay Grids (Basic Compensation Plans "A" for non-medical classes, and Basic Compensation Plan "B" for medical classes), along with the Broad Banded Pay Ranges for Managerial classes are below and can be viewed and printed with either Microsoft Excel or with the Acrobat Reader.

PDF Versions

• Pay Grid A Twice-a-Month Rates
• Pay Grid A by Annual, Monthly, Twice-a-Month and Hourly Rates
• Pay Grid B Twice-a-Month Rates 
• Pay Grid B Annual, Monthly, Twice-a-Month and Hourly Rates
• Broad Banded Pay Ranges

Excel Versions

• Pay Grid A Twice-a-Month Rates
• Pay Grid A by Annual, Monthly, Twice-a-Month and Hourly Rates
• Pay Grid B Twice-a-Month Rates
• Pay Grid B by Annual, Monthly, Twice-a-Month and Hourly Rates
• Broad Banded Pay Ranges

Asterisk Designations

* Denotes classification involving substantial administrative or supervisory responsibility. [Please refer to 1 CSR 20-3.040(2)(A) of the Rules and Regulations of the Personnel Advisory Board for specific provisions concerning classifications involving substantial administrative or supervisory responsibility.] (Revised 1/1/02.)

Overtime Pay Category Codes Under the Rules and Regulations of the Personnel Advisory Board

0  Top level supervisory, managerial and administrative staff and persons employed in very responsible professional, technical or consultative capacities who do not normally receive overtime compensation except in unusual circumstances as determined by appointing authorities.

1  Other supervisory, professional, technical and related positions that are compensated for overtime at a straight time rate.

2  Other categories of employees who are compensated for overtime at the rate of time and one-half.

[Please refer to 1 CSR 20-5.010(1) and 1 CSR 20-5.020(3).] Please note that employees in Category 2 are normally considered to be covered by the Fair Labor Standards Act of 1938, as amended. A majority of, if not all, positions within a job classification coded with an overtime code of 1 are believed to be exempt from the overtime provisions of the Fair Labor Standards Act. However, under the Act, determinations by the Department of Labor regarding non-exempt or exempt status are made on an individual position rather than a class basis, and coverage standards are applied on a workweek basis (least period of time for which an exemption may be disallowed). It is conceivable that individual employees could fluctuate between exempt/non-exempt status, based on changing assignments or workloads. Therefore, if it is necessary to deviate from the established class codes in making overtime payments in individual cases, these are to be reviewed and approved, and the necessary documentation maintained on an individual position basis by appointing authorities or their designees.

EEO Job Category Codes

Shift Differential

A pay differential of 9% of base salary rate will be allowed Registered Nurses working on the evening and night shifts. (Effective 7/1/67; Revised 4/1/82; Revised 1/1/90; Revised 11/1/00)

NOTE: If upon 11/1/00 revision an employee is receiving a differential resulting in a higher dollar amount than the approved percentage, a percentage equal to that dollar amount is approved for the duration of the assignment.

A pay differential of $.30 per hour will be allowed employees who work on a shift that begins between the hours of 12:00 noon and 5:00 A.M. in the classifications and agencies indicated below. (Effective 7/1/04; Revised 2/1/06; Revised 7/1/06)

Pay Differentials for Medical Classes

A pay differential of 4.1% of base salary rate will be allowed to physicians in classified medical positions if certified by a specialty board approved by the American Medical Association or by the American Osteopathic Association. (Revised 1/1/77; Revised 7/1/89; Revised 11/1/00)

Additional pay differentials will be allowed to physicians in classified medical positions who, in addition to basic certification by a specialty board, are also certified in the following sub- specialties: Forensic Psychiatry – 4.1% of base salary rate; Child Psychiatry – 8.2% of base salary rate. (Effective 7/1/84; Revised 10/1/93, Revised 11/1/00)

NOTE: If upon 11/1/00 revision an employee is receiving a differential resulting in a higher dollar amount that the approved percentage, a percentage equal to that dollar amount is approved for the duration of the assignment.

Certification in Psychiatry in other countries by a National Accrediting Agency or Organization will be accepted on an individual basis when it is determined that such certification includes or has been supplemented by training and experience equivalent to that by the American Board of Psychiatry and Neurology. (Revised 1/1/77).

Special Note: Payment for these events will only be made where the specialty involved is substantially and directly related to the work performed by the employee in the state service.

Pay Differentials for Psychologists

A pay differential of 4.1% will be allowed to psychologists in classified positions who are certified by the American Board of Professional Psychology in a specialty if such specialty is substantially and directly related to the work performed by the employee in the state services. (Effective 7/1/84; Revised 11/1/98; Revised 11/1/00)

NOTE: If upon 11/1/00 revision an employee is receiving a differential resulting in a higher dollar amount than the approved percentage, a percentage equal to that dollar amount is approved for the duration of the assignment.

Pay Differentials for Security Assignments

Department of Mental Health - The Missouri Sexual Offender Treatment Center; Southeast Missouri Mental Health Center staff assigned to the Corrections Treatment Center at the Farmington Correctional Center; and intermediate and maximum security areas for forensic patients at Fulton State Hospital (Effective 7/1/59; Revised 3/1/87; Revised 4/1/87; Revised 4/1/92; Revised 11/1/95; Revised 1/1/98; Revised 4/1/98; Revised 10/1/98; Revised 11/1/00; Revised 4/1/01; Revised 7/1/01; Revised 5/1/04; Revised 1/1/06).

Department of Corrections - All adult correctional institutions. (Effective 1/1/68; Revised 7/1/83; Revised 11/1/00)

NOTE:

If upon 11/1/00 revision an employee is receiving a differential resulting in a higher dollar amount than the approved percentage, a percentage equal to that dollar amount is approved for the duration of the assignment.

Special Pay Event Differentials

Office of Administration - A pay differential of one and one-half times the hourly rate paid to non-Office of Administration staff serving as Examination Monitors will be allowed for Office of Administration staff also serving as Examination Monitors to administer merit system examinations for the Division of Personnel on weekends or other non-business hours. (Effective 11/1/00)

Department of Corrections - A pay differential of $25.00 per semi-monthly pay period will be allowed for staff of the Department of Corrections who are members of the Emergency Squad and have responsibility for addressing major emergency situations in adult institutions. (Effective 11/1/00)

Department of Public Safety - A pay differential of $1.00 per hour will be allowed for staff of the Department of Public Safety, Veterans Commission who serve as geriatric care orientation specialists in homes for veterans. (Effective 11/1/00)

Department of Public Safety - A pay differential of $67.50 per semi-monthly pay period will be allowed to law enforcement personnel of the State Water Patrol who, in addition to their regularly assigned duties, serve as a continuing volunteer member of the State Water Patrol's diving team. (Effective 11/01/02)

Department of Revenue -A pay differential of $50.00 per semi-monthly pay period or 9% of base salary rate, whichever is greater, will be allowed for staff of the Department of Revenue who are assigned the additional responsibility of supervising seasonal tax processing employees. (Effective 11/1/00)