ADMINISTRATIVE SALARY PRACTICES:



ADMINISTRATIVE SALARY PROCEDURES:

Intent:

It is the University’s intent to employ a highly-qualified, diverse workforce in order to achieve our goal of pre-eminence as a public, urban, baccalaureate-granting institution. In support of this goal, we strive to be externally competitive in the market in order to attract quality employees and to maintain internal equity to recognize the current workforce at Metro. To this end, we will:

• Use the University and University Professional Association – HR (CUPA-HR) salary survey data in establishing the average salary for positions at the University.

• We will establish a hiring range for all position announcements. The minimum of the hiring range will be 90% of the average salary based on salary survey data. The maximum of the hiring range will be the 75th percentile of the data.

• Starting salaries for new hires will be determined between the minimum and maximum of the hiring range by the Executive Director of Human Resources. The appropriate Vice President may revise the recommendation up to the maximum of the hiring range based on extenuating circumstances.

• New hires meeting the minimum qualifications of the position announcement should start at the minimum of the hiring range.

• New hires possessing preferred qualifications may start at a salary between the minimum and the middle of the hiring range.

• New hires with considerable experience above the minimum requirements may start at a salary between the middle and the maximum of the hiring range.

• Requests for a starting salary that exceeds the maximum of the hiring range will only be with the prior approval of the President based on extenuating circumstances.

• Current employees will be paid an annual salary of at least 85% of the CUPA salary average.

Source of Salary Data:

The University uses the most recent salary survey data provided by the University and University Professional Association-HR (CUPA) to determine minimum starting salary and hiring range. The University will use data from four-year baccalaureate granting Universitys and universities with similar mission, size of budget and enrollment. The appropriate peer group will be determined by the President and the Board of Trustees. Comparison is made using the position job description and CUPA job descriptions and not necessarily position titles.

Salary Information in Advertising:

The hiring authority will determine if salary will be posted with the job announcement. Normally, the minimum of the hiring range will be posted in the job announcement. All job announcements will include the statement, “Salary is commensurate on education and experience.”

Initial Salary Determination for Position:

The hiring authority will submit a job description to Human Resources using the University’s electronic application system. Human Resources will review the duties and responsibilities of the position and determine a CUPA comparison. In the event that there is not a clearly defined match, Human Resources will discuss the position’s duties and responsibilities with the hiring authority to determine the differential between the position and the closest CUPA benchmark. This analysis will identify the average salary, hiring range, and the average years in the position based on CUPA comparison of our peers. Human Resources will provide this information to the hiring authority prior to announcing the position.

Salary Determination Upon Hire:

Prior to extending an offer of employment for an administrative position, the hiring authority will contact the Executive Director of HR to discuss the proposed hiring salary for the candidate selected.  The Executive Director will review the minimum qualifications of the position in comparison with the candidate’s qualifications to determine a proper starting salary.  If the hiring authority wishes to make a request of exception to the salary recommendation, he/she must make a formal written request of the appropriate Vice President for approval of the exception up to the maximum of the hiring range. If the Vice President wishes to exceed the maximum of the hiring range, a written request to the President is required for approval. Once starting salary is finalized and the offer has been made and accepted, the hiring authority will submit a Personnel Action Form (PAF) and all supporting documentation to the HR office for signature and routing. Normally, all new hires will be offered a starting salary at 90% to 100% of CUPA average. If the starting salary is within the hiring range for the position, no written justification is required. At no time should the candidate be offered less than the minimum of the hiring range. Human Resources will prepare the contract once the PAF has been signed by EO and the President.

Exceptions to Normal Starting Salary Practice:

Only the President of the University may approve exceptions above the maximum hiring range. Examples of exceptions include recruitment difficulties, unique education and experience possessed by the candidate, exceptional experience over and above the experience as announced in the job announcement, experience that can be immediately used by the University or has the ability of improving operations, and recognition in the field. All requests for exception must be in writing. The Executive Director of Human Resources will forward the salary review and recommendation to the President along with all supporting documentation for review and approval. Once the President has approved the offer, the Personnel Action Form (PAF) is returned for contract initiation. No offer of employment or salary can be extended prior to the completed review and approval process.

Salary Determination in Interim Positions:

Starting salaries for anyone accepting an Interim position will follow the salary determination process as outlined above.

Faculty Moving To Administrative Positions:

Faculty who are appointed to an administrative position will be offered salaries commensurate with the duties and responsibilities of the administrative position. Salaries for Administrative positions will be based on the appropriate CUPA salary data for that position. The President may make an exception to this practice based on extenuating circumstances.

Reclassification Request:

When the duties and responsibilities change significantly in an administrative position and these changes are permanent to the position, the supervisor may request a reclassification review. The job description must be revised using the University’s electronic position control system. Once received by Human Resources, the position duties and responsibilities will be reviewed for possible reclassification and salary determination, if appropriate. The salary range for the position will be based on CUPA salary data for the position’s duties and responsibilities. The Vice President, at their discretion, may approve 5% to 15% above the current salary or at least the minimum for the new position.

Annual Review of Administrative Salaries:

Human Resources will conduct an annual review of all administrative positions in conjunction with the CUPA salary data using the criteria of the appropriate peer group. This review will be conducted prior to finalizing the annual fiscal year budget for the University. The Executive Director of Human Resources will make recommendations to the President on salary equity issues prior to completion and approval of the annual University budget. Salaries may be adjusted for internal equity based on available budget. The goal of the annual review is to maintain all administrative salaries within +/- 15% of the CUPA average for the classification.

Performance, Merit and Equity:

All administrators’ performance will be evaluated annually by April 30. In the event that an administrator does not receive an annual evaluation, the evaluation score will default to 3.0 or Meets Expectations and the administrator will not be eligible for a merit increase but may be eligible for an equity increase. Administrators who are appointed to a new position (including reclassification of an existing position) with an initial start date after July 1, any increase will be pro-rated.

Promotions, Reallocations, and Transfers:

Promotion, transfer, or reallocation of an encumbered administrative position is subject to the procedure for salary on initial hire regardless of previous status. Salaries will be based on the normal comparative CUPA salary. Exceptions to this process are available only in special circumstances and with the prior approval of the President.

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