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Uprange hire

Last updated on April 3, 2024

An uprange hire happens when a new BC Public Service employee is appointed to a bargaining unit or Schedule A position at a step level that is greater than step 1 of the salary range.

You're expected to offer a successful applicant step 1 of the salary range.

If the successful applicant has declined the offer at step 1, consider making an offer to other qualified applicants at Step 1 before you consider an uprange hire.

When to consider an uprange hire

  • There has been a high turnover in the position for a long period of time due to chronic compensation problems
  • A job has been posted one or more times and no qualified applicants have been identified. Hiring an under-qualified individual at step 1 of the salary grid or leaving the job unfilled would be a risk to project/program deliverables
  • Market comparisons significantly exceed the public service salary levels and this impacts the ability to fill a critical job
  • A job requires skills in emerging technology or new directions which are in high demand

Criteria for an uprange hire

  • This is the applicant's initial appointment to the BC Public Service, or they were previously a BC Public Service employee and ended their employment
  • You must ensure that the new employee is not paid more than an employee with similar work experience, training and education within the ministry seniority block (for PEA) and within a geographic location (for BCGEU)
  • You must be able to show that the additional cost associated with hiring above the minimum step is necessary to secure a qualified candidate
  • Ensure that salary placement complies with the collective agreement

Make sure you have the necessary ministry approvals if you're considering an uprange hire and contact AskMyHR (IDIR restricted) if you have any questions. Submit a service request using the categories A Hiring Manager > Hiring Process > Hiring Options & Programs.