The Administrative Policies
TAP NO. 5: WAGE, SALARY RANGE AND POSITION CLASSIFICATION
This policy applies to regular full-time administrative/professional and support employees.
The purpose of this policy is to describe the wage and salary program that is in place at the University for applicable employees.
The Office of Human Resources is responsible for developing and maintaining a wage and salary program that will ensure fair and equitable compensation for all regular full-time administrative/professional and support employees of the University. The plan establishes pay ranges for positions to establish internal equity within the system. Through surveys of local and national institutions and various other means, the University will maintain a level of external equity with other institutions, which maintain similar or comparable employment situations. The ranges will be reviewed annually and modified accordingly.
II. Salary Budgets
A. The salary budget is established annually by the President, based on the recommendation of the Budget Committee. For each new fiscal year, the revised salary budget will be based on the total current payroll or for individual departments and divisions, as well as new or modified positions established during the budgeting process.
B. The Vice President for Finance and Business is responsible for preparing and distributing salary budgets for each division of the University. Divisional vice presidents are responsible for the allocation of salary increase dollars within their divisions and for establishing overall salary increase guidelines to be followed by their department heads.
III. New Positions / Request for Reclassification
A. On occasion, new positions or reclassifications may be approved after the budget has been established. Additional funding for salary and benefits will be the responsibility of the appropriate divisional vice president.
B. The position classification program for administrative/professional and support positions is maintained and updated by the Office of Human Resources on a continuing basis. Department heads should review job descriptions periodically and make recommendations for reclassification as necessary.
C. All new or revised positions are classified by the Compensation Manager and an appropriate salary range is established based on a written description of all duties and responsibilities. The written description may be prepared by the individual holding the position in conjunction with the individual's supervisor or department head. The Position Description Form, the appropriate form used for describing a position to be classified, is available upon request from the Office of Human Resources.
D. All requests for classification or reclassification of a position, once approved by the immediate supervisor, must be forwarded to the Office of Human Resources.
E. Upon review of the request, a written recommendation will be forwarded to the senior department head. Final approval must then be received from the appropriate divisional vice president, who is also responsible for determining funding for any related salary improvement.
F. Once Human Resources receives the approval and budget information, the classification or reclassification will be processed, and the department will be notified.
IV. Related Information
Violations of this policy will be reviewed on a case-by-case basis and are subject to formal disciplinary action up to and including termination of employment.
Date of most recent revision: July 2019.
VII. Ownership of Policy
Office of Human Resources