There are various considerations and criteria that factor into the determination of a classified position's salary.
- Business Need:ÌýThe specific activities and organizational, financial, and human resource requirements that are directly derived from the university's mission. For example, changes in an employee's duties, abilities, etc., should be relevant to university business need in order to be compensable.
Ìý - Duties &ÌýResponsibilities:ÌýThe primary and essential work functions performed by an employee or group of employees as documented in the position description(s). Variation in these duties and responsibilities help distinguish one employee from another for comparison purposes.
- Performance: The candidate or incumbent's previous and/or current work accomplishments or outcomes and behavioral interactions that are typically assessed in written, verbal, or observational forms. NOTE: All management-initiated salary increases normally are based on employees meeting an acceptable performance level.
Ìý - Work Experience &ÌýEducation:ÌýThe candidate or incumbent's relevant employment history and academic qualifications. Work experience is the employment history of an individual, and typically includes the titles of jobs held and a corresponding description of the duties, responsibilities and tasks performed. Education is academic credentials obtained and is usually listed as master's or specific advanced degree.
Ìý - Knowledge, Skills, Abilities & Competencies:ÌýElements commonly listed for job requirements, hiring qualifications or employee credentials. Knowledge refers to information related to a particular job (e.g. principles of accounting). Skills refer to acquired psychomotor behaviors (e.g., operation of personal computer). Abilities refer to an individual's talents or capacity to engage in specific, observable behaviors. Competencies are the knowledge, skills, and underlying behaviors that correlate with successful job performance.
Ìý - Training, Certification & License:ÌýJob requirements or employee qualifications that are relevant or highly desirable for a particular job. Training refers to a specialized course of instruction outside the realm of recognized academic degree programs (e.g., in-service training, etc.). Certification refers to a specialized course of study resulting in a certificate upon successful completion (e.g., Certified Professional Accountant, etc.). A license is a credential that is required by law to practice one's occupation (e.g., licensed counselor).
Ìý - Internal Salary Alignment:ÌýA fairness criterion that takes into consideration the proximity of one employee's salary to the salaries of others who have comparable levels of training and experience, similar duties and responsibilities, similar performance, and similar knowledge, skills, abilities, and competencies. Internal salary alignment is determined by the examination of an employee's salary in relation to salaries of comparable co-workers.
Ìý - Current Salary:ÌýThe candidate's or incumbent's current base pay compensation, which may be reported as an hourly wage or a weekly, semimonthly, monthly, or annual salary. Current salary does not include shift differentials, benefits, overtime, incentive premiums, bonuses, commissions, or other similar non-base-pay compensation.
- Market Availability:ÌýThe relative availability of suitable, qualified employees in the general labor market, which is subject to the effects of supply and demand.
Ìý - Salary Reference Data:ÌýA composite of relevant salary information extracted from available surveys that indicate market pricing for various jobs at the university.
Ìý - Total Compensation:ÌýThis includes all forms of cash compensation (e.g., base pay, shift differentials, overtime, on-call pay, bonuses, commissions, etc.) and the dollar value of the employer-sponsored benefit package (e.g., health and dental insurance, long- and short-term disability programs, paid leave, retirement, life insurance, etc.). NOTE: The greatest impact of total compensation will be on starting pay and competitive offers.
- Budget Implications:ÌýThe short and long-term financial consequences of pay decisions and the way salary dollars are managed by the university.
Ìý - Long-Term Impact:ÌýThe strategic and financial effect of anticipated future salary costs, staffing changes, salary alignment among employees, career growth, and salary reference data changes.
- Business Need:ÌýThe specific activities and organizational, financial, and human resource requirements that are directly derived from the university's mission. For example, changes in an employee's duties, abilities, etc., should be relevant to university business need in order to be compensable.
Ìý - Duties &ÌýResponsibilities:ÌýThe primary and essential work functions performed by an employee or group of employees as documented in the position description(s). Variation in these duties and responsibilities help distinguish one employee from another for comparison purposes.
- Performance: The candidate or incumbent's previous and/or current work accomplishments or outcomes and behavioral interactions that are typically assessed in written, verbal, or observational forms. NOTE: All management-initiated salary increases normally are based on employees meeting an acceptable performance level.
Ìý - Work Experience &ÌýEducation:ÌýThe candidate or incumbent's relevant employment history and academic qualifications. Work experience is the employment history of an individual, and typically includes the titles of jobs held and a corresponding description of the duties, responsibilities and tasks performed. Education is academic credentials obtained and is usually listed as master's or specific advanced degree.
Ìý - Knowledge, Skills, Abilities & Competencies:ÌýElements commonly listed for job requirements, hiring qualifications or employee credentials. Knowledge refers to information related to a particular job (e.g. principles of accounting). Skills refer to acquired psychomotor behaviors (e.g., operation of personal computer). Abilities refer to an individual's talents or capacity to engage in specific, observable behaviors. Competencies are the knowledge, skills, and underlying behaviors that correlate with successful job performance.
Ìý - Training, Certification & License:ÌýJob requirements or employee qualifications that are relevant or highly desirable for a particular job. Training refers to a specialized course of instruction outside the realm of recognized academic degree programs (e.g., in-service training, etc.). Certification refers to a specialized course of study resulting in a certificate upon successful completion (e.g., Certified Professional Accountant, etc.). A license is a credential that is required by law to practice one's occupation (e.g., licensed counselor).
Ìý - Internal Salary Alignment:ÌýA fairness criterion that takes into consideration the proximity of one employee's salary to the salaries of others who have comparable levels of training and experience, similar duties and responsibilities, similar performance, and similar knowledge, skills, abilities, and competencies. Internal salary alignment is determined by the examination of an employee's salary in relation to salaries of comparable co-workers.
Ìý - Current Salary:ÌýThe candidate's or incumbent's current base pay compensation, which may be reported as an hourly wage or a weekly, semimonthly, monthly, or annual salary. Current salary does not include shift differentials, benefits, overtime, incentive premiums, bonuses, commissions, or other similar non-base-pay compensation.
- Market Availability:ÌýThe relative availability of suitable, qualified employees in the general labor market, which is subject to the effects of supply and demand.
Ìý - Salary Reference Data:ÌýA composite of relevant salary information extracted from available surveys that indicate market pricing for various jobs at the university.
Ìý - Total Compensation:ÌýThis includes all forms of cash compensation (e.g., base pay, shift differentials, overtime, on-call pay, bonuses, commissions, etc.) and the dollar value of the employer-sponsored benefit package (e.g., health and dental insurance, long- and short-term disability programs, paid leave, retirement, life insurance, etc.). NOTE: The greatest impact of total compensation will be on starting pay and competitive offers.
- Budget Implications:ÌýThe short and long-term financial consequences of pay decisions and the way salary dollars are managed by the university.
Ìý - Long-Term Impact:ÌýThe strategic and financial effect of anticipated future salary costs, staffing changes, salary alignment among employees, career growth, and salary reference data changes.
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