Compensation Program

Pay Practices

Our office is available to work in consultation with supervisors in making salary administration decisions. Supervisors should also reference the Staff/Administration Compensation Handbook for guidance in determining starting salaries for a new hire, addressing changes to job content, and administering other pay practices described below.

NEW HIRE SALARIES/RATES

When determining the starting salary for a new employee, the market range for the position along with several key characteristics such as job knowledge, skills, experience, and capacity for complex work will be considered. The actual market range for each individual position will fall within the broad range of the pay band. The hiring range is based on the actual market range. Although the pay band is broad enough to recognize competencies ranging from entry level to expert, knowing the hiring range for the position is essential and should be communicated to candidates to avoid any misunderstanding of how the pay bands are used.

To obtain hiring range information for an open position please contact our office or Recruitment and Student Employment in the Office of Human Resources.

ADDITIONAL RESPONSIBILITIES ADDED TO A JOB

When additional duties and responsibilities are permanently added to a position and/or require demonstration or development of different levels of skill, job knowledge, and experience, the supervisor should work with our office to review the magnitude of change and determine if an increase in salary within the established pay band may be appropriate.

CAREER PROGRESSION/PROMOTION WITHIN BAND

In some cases, career progressions and promotional opportunities within a pay band have been outlined through detailed job descriptions with expanded qualifications. Supervisors are encouraged to work with employees to develop the knowledge, skills, and abilities necessary to progress within their band.

TRANSFER TO A JOB IN THE SAME PAY BAND

An employee may elect to take a different job in the same pay band to become more broadly skilled and enhance his/her ability to contribute to the College. Although a transfer to a position with the same or similar job duties and responsibilities would not result in a salary adjustment, a transfer to a different position that requires assuming significant new or more complex responsibilities should be reviewed to determine if a salary adjustment is warranted.

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PROMOTION TO A JOB IN A HIGHER PAY BAND

Being promoted involves taking on significantly greater responsibilities in a job that is assigned to a higher pay band. Such a move generally warrants an increase in base salary to recognize these additional responsibilities and to ensure that the incumbent’s pay is consistent with market and internally for the new job.

RECLASSIFICATION OF A JOB

If a job changes significantly, a review for reclassification should be conducted. The department supervisor should update/revise the job description to reflect the new responsibilities and any related skill requirements. Our office will review the job description and determine the market range for the job. The job will be assigned to the appropriate pay band, balancing market value with the internal role. Our office will then work with the supervisor to determine whether a salary adjustment should be recommended and, if so, what should be its magnitude:

DEMOTION TO A JOB IN A LOWER PAY BAND

At times, an employee may be reassigned to a position in a lower pay band. This most likely will occur as a result of a more appropriate fit between the employee’s capabilities and the skills and expectations of a different job. An employee may elect to take a job in a lower pay band, and his or her salary may be reduced to reflect the responsibilities of the new job. When an employee is reassigned to a job in a lower pay band on an involuntary basis the incumbent’s salary may be adjusted to reflect the responsibilities of the new job.

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