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The Administrative Policies

TAP NO. 5: WAGE AND SALARY ADMINISTRATION AND POSITION CLASSIFICATION

The Office of Human Resource Management is responsible for developing and maintaining a wage and salary program that will ensure fair and equitable compensation for all administrative/ professional and clerical/secretarial staff 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.

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.

The Vice President for Management 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.

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.

The position classification program for executive, administrative, professional, and clerical/secretarial positions is maintained and updated by the Office of Human Resource Management on a continuing basis. Department heads should review job descriptions periodically and make recommendations for reclassification as necessary.

All new or revised positions are classified by the Director of Human Resource Management 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 Questionnaire, the appropriate form used for describing a position to be classified, is available upon request from the Office of Human Resource Management.

All requests for classification or reclassification of a position, once approved by the immediate supervisor, must be forwarded to the Office of Human Resource Management.

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. Once Human Resources receives the approval and budget information, the classification or reclassification will be processed, and the department will be notified.

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