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State Management Personnel Manual

0800 Classification and Compensation



.110 Statutory Authority

.111 Section 130.7 of the Civil Service Law provides that the Director of the Division of Classification and Compensation may authorize payment of additional compensation, called a Geographic Pay Differential, to State employees in one or more areas of the State when recruitment and/or retention problems can be tied to private or other non-State employers in such areas paying substantially higher wage rates for a similar occupation.  All such determinations are subject to the approval of the Director of the Division of the Budget.

.120 Purpose

.121 The purpose of Geographic Pay Differentials is to assist State agencies with the recruitment and retention of competent personnel in particular occupations and areas of the State.

.130 Approved Special Salary Treatments 

.131 The Division of Classification and Compensation has developed a Special Salary Treatment Search Engine that includes a “live” database of approved Increased Hiring Salaries (Section 130.4), Shift Pay Differentials (Section 130.6), and Geographic Pay Differentials (Section 130.7).  This database is the repository of Special Salary Treatment information .  The Special Salary Treatment Search Engine is an advisory tool only and should not be used to convey any "official" salary offer to any candidate.  For an "official" calculation regarding an existing approved Special Salary Treatment, contact the Office of the State Comptroller's Payroll Unit.


.210 Applications

.211 Section 130.7 authorizes applications for such Geographic Pay Differentials from appointing officers, employees, and employee organizations.  Applications by appointing officers should be submitted in accordance with New York STate Electronic Personnel System (NYSTEP) procedures detailed in the NYSTEP/TPM User Manual located on the Department of Civil Service’s web site (see previously listed web site).  Applications by employees and employee organizations should be submitted in writing to the Director of the Division of Classification and Compensation.

.212 All requests should include detailed information and documentation regarding:

  1. Recruitment difficulty for a class.
  2. Recruitment difficulty in a geographic area.
  3. Documentation of recruitment efforts made by an agency.
  4. Eligible list information (i.e., age of list, eligible candidates in an area).
  5. Vacancy and turnover data regarding a class.
  6. Salaries offered for similar positions by other employers in the same geographic area.

.220 Considerations

.221 Geographic Pay Differentials are authorized as either percentages or fixed dollar amounts for titles by area or location.

.222 Geographic Pay Differentials should not be confused with the Downstate Adjustment, Mid-Hudson Adjustment or Location Pay, which are pay categories derived from collective bargaining.  These amounts can only be authorized for unionized employees if the applicable negotiated agreement provides for such “Adjustments.”  Managerial/Confidential employees also qualify for both the Downstate and Mid-Hudson Adjustments. 

  1. The Downstate Adjustment is provided to all employees who work in the five counties of New York City and the counties of Nassau, Suffolk, Rockland, and Westchester.  The amounts negotiated can be found on the Governor’s Office of Employee Relations (GOER) web site at by clicking into the applicable contract.
  2. The Mid-Hudson Adjustment is provided to all employees who work in Dutchess, Orange, and Putnam counties.  The amounts negotiated can be found on the above noted GOER web site.
  3. Location Pay is provided to employees whose principal place of employment or whose official station is located in Monroe County who were receiving such compensation on March 31, 1985 for those represented by the Civil Service Employees Association (CSEA) and on March 31, 1988 for those represented by the Public Employees Federation (PEF).  The associated amounts can be found on the above noted GOER web site.

.223 A Geographic Pay Differential is not considered part of an employee's base annual salary.

.224 An employee does not retain the benefit of a Geographic Pay Differential when that employee ceases to be employed in the position or area or location for which the Geographic Pay Differential was authorized.  Contact the Office of the State Comptroller's Payroll Unit regarding salary implications.

.225 Further specifics and examples of the application of Geographic Pay Differentials can be found in the Office of the State Comptroller’s Salary Manual (see previously listed Civil Service web site).

.230 Review, Reassessment, and Rescission

.231 The Division of Classification and Compensation periodically reviews the appropriateness of previously approved Geographic Pay Differentials.  When appropriate and justifiable, the Director retains the statutory authority to either reduce or enhance existing Geographic Pay Differentials, or terminate (i.e., rescind) existing Geographic Pay Differentials.

TM-65 - Replaces: All of Section 0800 Dated Prior to August 2008

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