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QUESTION: Do other organizations pay an introductory wage for new employees during their orientation period that is different than the rate of pay they receive after orientation? Yes, we use a startup pay for new staff to help offset the training expense. *** For our direct support professionals only, we pay a set amount less than our base rate for orientation and the first ninety (90) days. After the probationary period of ninety (90) days we give them a small wage increase. Once the employee completes six (6) months they will receive a final increase that raises their wage to the full base rate. *** At our organization we do not have an introductory wage. We used to have one for our Employment Training Specialists but we did away with that in October. *** We have a “starting wage” and then after successful completion of a 90 day orientation period our employees receive an increase in pay. *** At this time, our agency does not have a pay difference for new hires going through on-boarding or for their initial introductory period. We have, however, discussed the possibility of implementing a training pay rate for new hires while they are fulfilling their required training obligations (on-boarding). *** We do not pay a different rate at this time but we are considering it this next fiscal year. *** Yes we have a training rate that is less per hour. Once they have successfully accomplished training and start working billable hours – they are moved up to the starting rate. *** We just raised the rate of pay for current employees. New employees start at an introductory rate, and after 90 days they move up to the higher rate. *** Seven other organizations reported that they do not have a different introductory wage for new employees. This information is a compilation of suggestions, ideas, and opinions shared by INARF Members in response to the featured question. This information should not be considered official interpretation or guidance of State or Federal Policy. Additionally, statements within this document do not necessarily reflect an official position or opinion of INARF.
Yes, we use a startup pay for new staff to help offset the training expense.
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For our direct support professionals only, we pay a set amount less than our base rate for orientation and the first ninety (90) days. After the probationary period of ninety (90) days we give them a small wage increase. Once the employee completes six (6) months they will receive a final increase that raises their wage to the full base rate.
At our organization we do not have an introductory wage. We used to have one for our Employment Training Specialists but we did away with that in October.
We have a “starting wage” and then after successful completion of a 90 day orientation period our employees receive an increase in pay.
At this time, our agency does not have a pay difference for new hires going through on-boarding or for their initial introductory period. We have, however, discussed the possibility of implementing a training pay rate for new hires while they are fulfilling their required training obligations (on-boarding).
We do not pay a different rate at this time but we are considering it this next fiscal year.
Yes we have a training rate that is less per hour. Once they have successfully accomplished training and start working billable hours – they are moved up to the starting rate.
We just raised the rate of pay for current employees. New employees start at an introductory rate, and after 90 days they move up to the higher rate.
Seven other organizations reported that they do not have a different introductory wage for new employees.