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. (An exception might occur if the employee’s current salary is very high in the band for his/her current job.)

Human Resources and department supervisors will collaborate to develop an appropriate salary within the new pay band, based on the employee’s competencies, knowledge, experience, and performance. Since circumstances vary and each employee has a different pay history, it is important to consider multiple factors when making pay decisions relating to promotions. The chart below can be used as a guide to determine an appropriate increase for a promotion to a higher band. Consider how each criteria statement applies to the employee and plot the assessment on the corresponding line. After plotting each of the criteria, a pattern is likely to be evident. This pattern will help develop an appropriate increase recommendation.

Criteria Assessment of Employee
Degree of increase in job responsibilities, scope, and impact __________________________________________________________________
Moderate                                                                          Significant
The employee's knowledge, skills, and competencies & experience compared to the requirements of the new position __________________________________________________________________
Effective                                                                         Exceptional
Current salary relative to the new pay band range __________________________________________________________________
High                                                                                              Low
Current salary relative to new peers (with similar knowledge, skills, and competencies & experience) __________________________________________________________________
High                                                                                              Low
          Modest                        Moderate                    Significant
     (e.g. up to 3%)                 (e.g. 3-5%)                  (e.g. 5-10%)