Pay and Salary Setting
HR-03-30

HR-03-30
Introduction
Pay/Salary increases as a result of promotion or reclassification
The required approval for the pay/salary actions:
Introduction
Pay/Salary impact as a result of lateral transfer
The required approval for the pay/salary actions:
Introduction
Pay/Salary impact as a result of demotion
The required approval for the pay/salary actions:
In-Range Increases
Equity adjustments
Pay Decisions as the Result of Job-Related Certification
Procedures for In-Range Increases and Equity Salary Increases
Equity adjustment are used to remedy significant inequities with internal or external positions, based on substantiated comparisons that are documented; includes responding to an employment offer from an external entity for a position with comparable duties and responsibilities. Equity adjustments are for exceptional circumstances and require careful analysis to ensure compliance with Trustee approved salary policies.
Grade level is the alphabetical or numerical level assigned to a group of jobs.
An incumbent is the current employee in a specific position.
A job is a collection of positions that have similar major duties and responsibilities.
In-range increase occur when there is a significant change in responsibilities that resulted in a greater scope of responsibility within the current job grade. These duties are typically being performed for an extended period of time, such as six months or more, and the employee has demonstrated competency in the expanded responsibilities.
Lateral transfers typically do not involve a major change in level of responsibility or job scope and, as such, do not normally but may result in a salary change.
A promotion occurs when an employee is promoted to a positon in a higher salary grade (or when an employee’s current position is reclassified to a higher range).
Position classification is the assignment of a position to an established, broad-based job that most closely matches the distinguishing characteristics of the position.
A reclassification occurs when the duties and responsibilities of a position are significantly redefined and the Campus Human Resources Office determines that the current job description no longer characterizes the nature of the work. The position is then assigned to a job in the same or different job family.
Salary range is the range of salaries, from lowest to highest, that is assigned to each grade.
Managers, supervisors, and employees who violate this policy are subject to corrective action, up to and including separation.
Replaces the following policies and guidelines
AFSCME Police | Recruitment-Selection |
AFSCME Service | 3.1 - Payroll Procedures |
Professional Staff and Support and Service Staff not Covered by a Union | 2.6 - Salary Decisions for Professional Staff |
Service Wage Guidelines |
Replaces parts of the following policies and guidelines
AFSCME Police | AFSCME Service | CWA | PA/SS | Temporary | Law Enforcement Pay Guidelines |
Position Classification / Reclassification
| 1.2 - Position Classification
| 6.5 - Career Development and Changing Positions
| 3.2 - Filling Positions
| 1.2 - Filling Temporary Positions
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