Special Payments Payroll is for services that are
infrequent, needed for a limited amount of time, are unusual, or need to be
implemented when there is no reasonable alternative, and for which there exists
an employer-employee relationship. If employment is for a %
greater than 50% and expected to be for longer than 1 year, a permanent position
should be requested/established.
a) The State has the
right to control and direct the performance of services not only as to results,
but also as to details and means; b)
The State has the right to discharge the employee;
and c) The State furnishes necessary tools and a
place to work.
The Statewide-hiring freeze is in effect until
further notice. Please attach verification to New Hire contracts
indicating that Freeze Exemption approval has been
If the need for services is for 6 months or less,
EM payroll should be used. If the need is for more than 6 months,
a SPP contract is appropriate. Of course, if you have a vacant PIN
for the function, the PIN should be filled instead.
Prior to recruiting for contractual positions
that have NOT previously been filled by either a Merit or Special Payments
Payroll employee, a Position Classification Worksheet and/or MS-22 must be
completed and submitted to the Contracts Unit for review in order to determine
the appropriate classification and grade level to be assigned to the
position. The rate of pay for the SPP employee is comparable to
the rate paid to employees in positions that involve comparable duties,
responsibilities, experience, and authority. There is no guarantee
that the classification used for an EM appointment can be used for appointment
to the Special Payments Payroll.
It is always recommended that an ad be placed in
a newspaper or posted on the DHMH Internet. It is important to
conduct a reasonable, not minimal, recruitment/advertising effort.
If justification for an above base salary is anticipated, it is
especially important in order to justify the requested salary. The
advantage of placing an ad in the newspaper is that it allows for wider public
solicitation and increased responses. A reasonable recruitment
effort may be satisfied by any means that results in at least three (3)
interviews. The salary range advertised should be from Base to
no more than Step 9 (mid-range). A copy of the ad(s), postings,
etc. must accompany the contract. Please refer to the DHMH
Recruitment & Selection Guidelines for additional information.
These Guidelines are available on the DHMH Forms
A Salary Request Form letter, Authority for
Release of Information Form, Criminal Conviction Report Form and Job
Description. These forms are also available on the DHMH Forms
Yes, but the SPP employee must pay both the State
and Employee subsidy. The employee has 60 days from their first
contract date to apply, or must wait until Open Enrollment to apply.
If an employee does not have a current contract, the Employee Benefits
Unit will discontinue coverage.
The Contract Monitor is the person in the
Administration who has been assigned responsibility for monitoring the dollars
expended and ending dates of Special Payments Payroll contracts.
In most cases, the Fiscal Officer or the Hiring Manager is the Contract
Monitor; if no one particular person from the Unit has been assigned this
responsibility. Under no circumstances is an employee to be
permitted to work beyond the approved contract maximum (dollar amount) or end
date of his/her contract. It is legally required that contract
documents be up-to-date, approved and on file for each contract
There is no guarantee that an above base
requested rate will be approved, however, if reasonable recruitment is
conducted, and it has been documented that there were no other qualified
acceptable applicants who have comparable skills & abilities and who are
willing to accept the position at a lesser rate of pay, there is a good chance
that the request will be honored. If there were other applicants
who possess comparable skills & abilities, and are willing to accept the
position at a lesser rate of pay, you will need to state why that individual(s)
was not hired instead. While we are not compelled to offer a
position to the low bidder applicant who may not be the best suited applicant in
terms of job related skills, knowledge, abilities/expertise, we are required to
justify why any particular above base salary offer is “reasonable” and should be
approved, even if only one applicant is available for the position.
While it may be necessary to offer a higher salary than the applicant is
currently receiving, it is generally reasonable to offer no more than a 12%
increase over the present or most recent salary. Proof of current
or previous salary from last job held (if unemployed) must be
obtained. We should meet or approximate, but not exceed an active
valid salary offer that an applicant has received from elsewhere.
Proof of this salary offer must be obtained.
201 W. Preston Street, Baltimore, MD 21201-2399
(410) 767-6500 or 1-877-463-3464