Compensation

How do I find out my title, grade and salary range?
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 personnel changes?
Use the following forms, which are accessible online, for the personnel and salary actions listed:

  • NOV (Notice of Vacancy Form)
    Vacant Position
    New Position
  • PCF (Personnel Change Form)
    Title/Grade Changes
    Salary Adjustments, Promotions
    Department and Budget Code Changes
    New Hire

What is a Position Description?
A summary of the most important and essential functions of the job.

How do I prepare a Position Description?
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 Evaluation?
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 following reasons:

  • Job responsibilities have significantly changed in a current position.
  • 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 evaluation?

  • 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
    • Background/History
  • 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 approvals.

What factors are considered during a position evaluation?
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 organization
  • Job Content
  • Responsibilities, skills, experience level, reporting relationship, etc.
  • Position Description Review
  • Knowledge, experience, complexity, impact, communication with others, direction/supervision of others, privy to confidential information
  • Please refer to Policy #302 (Position Evaluation Process) for additional details.

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.