Professional Documents
Culture Documents
June 2002
Agenda
Provosts
Advisory Committee on Staff Compensation (PACSC) Hay Salary Classification System Staff Salary Increase Program
Staff Association representatives Four Administration representatives Manager, Salary Admin-resource responsible for revising and administering compensation-related policies and programs such as: salaries (annual salary adjustments) performance appraisals overtime, paid holidays and vacations
takes direction from the committee on the interpretation and implementation of policies and programs related to Salary Administration
skill
knowledge required to do the job whether practical or intellectual (Know How) the kind of thinking required to solve the problems which the job commonly faces (Problem Solving) the responsibilities assigned (Accountability) the work environment in which the job is performed (Working Conditions)
manager requests in writing starts with an accurate, comprehensive, current job description HR professional: interviews manager interviews staff member discusses the results with manager
job has changed significantly. Should it be reviewed? What if my manager doesnt agree with the result?
annual increases are based on performance there are no scale / general / COLA increases job-values are increased by an amount determined by the PACSC after reviewing market movement, CPI, funding and other relevant data
Performance Appraisals
conducted
annually forwarded to Human Resources, normally by mid-March paper copy held for 3 years ratings are from 1 to 5 evaluators may add a .5 increment if performance exceeds one category but does not achieve the next.
4.5 ..........................................
4 ...........................................
115%
110%
3.5 ...........................................
105%
3 ............................................. 100% For complete descriptions of each rating see the Performance Appraisal documentation on the Human Resources website
Salary Range
80% 100%
120%
MINIMUM
JOB-VALUE
MAXIMUM
basic increase may not be changed by department head. staff members with compa-ratios over their performance goals will receive less than the range adjustment. staff members with compa-ratios less than their performance goals will receive more than the range adjustment system has been designed to mitigate the effects of lavish and stingy evaluators. staff members at performance goals are not eligible to receive supplementary increases.