How do I find out my title, grade and
Have a discussion with your supervisor or manager. He/she has
this information and it can be shared with you. If your
supervisor or manager does not have the information, ask him/her to
contact the Compensation Department.
What forms do I need to complete to
request new positions, process salary changes, and make other
Use the following forms, which are accessible online, for the personnel and
salary actions listed:
- NOV (Notice of Vacancy Form)
- PCF (Personnel Change Form)
Salary Adjustments, Promotions
Department and Budget Code Changes
What is a Position Description?
A summary of the most important and essential functions of
How do I prepare a Position
A Position Description template is now available on the University’s
Intranet for direct input. Once you complete the
template, you can send it in electronic form and/or print out the
description. If you require assistance in completing the
position description, please contact the Compensation Office.
What is a Position
The Compensation Office performs an evaluation by researching and
compiling data to determine market value of internal positions.
When should a supervisor request a
Position Evaluation from Human Resources?
Position evaluations should be requested from HR for the
- Job responsibilities have significantly changed in a current
- You wish to upgrade/downgrade a vacant existing position.
- You wish to promote an employee.
- You wish to establish a new position.
- Reorganization within a department/unit
How do I request a position
- Contact the Compensation Office
- Provide the position description and any supporting
documentation you may have. For example, the following items are
very helpful in conducting evaluations:
- Organization Chart
- Professional Compensation Study
- The Compensation Office will conduct a position evaluation and
provide your with our findings and recommendation.
- Submit a Personnel Change Form (PCF) to the Compensation
Officer once you receive department approval.
- Notify the employee only after you have received the proper
What factors are considered during a
Positions are evaluated using any combination of:
- Market Data
- Published survey data
- Informal telephone surveys
- Online survey data
- Internal Data
- Review of similar positions within department and
- Job Content
- Responsibilities, skills, experience level, reporting
- Position Description Review
- Knowledge, experience, complexity, impact, communication with
others, direction/supervision of others, privy to confidential
- Please refer to
Policy #302 (Position Evaluation Process) for additional
What type of compensation programs are
available to administrators and staff?
There are three programs through which administrators and
staff may receive merit increases and other recognition rewards,
all of which are processed through the Compensation Department:
- Merit increases are awarded based
upon an employee’s job performance, as outlined in the Partnership
For Performance (PFP) cycle. To be eligible to participate in
the program, an employee’s performance must meet or exceed
expectations. Other factors that may influence the merit
increase allocation may include internal equity and salary
positioning within the current salary range. Merit increase
budget considerations include The University’s overall performance
(student enrollment & financial condition) and benchmarking of
peer schools. Please refer to
Policy #303 for additional details.
- Exceptional Performance Awards
(EPA) are designed to reward exceptional performance displayed
throughout the year, encourage on-going exceptional performance
levels by an individual, retain outstanding talent, and encourage
support of institutional goals. This program is intended for the
25% of The University’s top performers. Merit increases and
EPAs are generally awarded each year during October. Forms
are available on-line here.
Please refer to
Policy #305 for additional details.
- Special Recognition Awards (SRA)
are designed to immediately acknowledge and reward an employee or
group of employees for “special” accomplishment(s) achieved,
inspire others to put forth effort above and beyond the normal job
duties, and encourage employees to support and advance
institutional goals. These awards are typically in cash forms, and
an employee may earn more than one SRA per year. To be
eligible, employees must be meeting job expectations as defined via
the Partnership for Performance process. Awards are tiered
based upon the impact level and reflection of institutional goals
and values. Forms are available on-line here.
Please refer to
Policy #304 for additional details.