All market adjustments are subject to Human Resources approval as well as budget constraints. For salaries above the midpoint, the hiring official shall propose a salary and provide justification to the Provost or the appropriate Executive Vice President for approval prior to submission to the Employment Office, for final approval.
If the employee is chosen through the recruiting process for the role on an on-going basis, transitioning from interim status requires removing the interim increase and then processing a promotional increase.
The Office of Human Resources will conduct an independent analysis of salary survey data, internal equity considerations, recruitment, retention, and turnover statistics; and compile and analyze any additional information considered beneficial in determining whether there is sufficient justification for approval of the request.
Reorganizations and Job Reclassifications Involuntary downgrades can also occur when a job is reassigned to a new grade due to reorganization or restructuring. Maximum Salary Administration Each year, the University System Office of Fiscal Affairs issues a salary administration statement that provides guidelines for awarding salary increases for that fiscal year.
Salary and Career Growth Opportunities The compensation program is designed to reward staff members for developing skills and competencies in their current jobs.
Transfers The Institute supports an environment that values the pursuit of career mobility and encourages employees who express an interest, and have the abilities, to pursue appropriate vacancies to foster their career development.
The local Human Resources representative and department manager will collaborate to develop an appropriate salary recommendation within the new grade based on factors such as: It contains two sections for users to enter positions in: A demotion within a structure is a movement to a lower grade within the structure, e.
Why are we using two separate spreadsheets. Ensure appropriate documentation is maintained when necessary. Likewise, the decentralized approach also can lead to problems. Make presentations to managers and employees. These programs are geared toward making each employee's vested interest in the company clearer and more immediate through his or her paycheck.
These types of entries will not be tied to specific employee records, so they cannot be entered into the Compensation Administration Tool. MODEL A general model of compensation administration encompasses the creation and management of a pay system based on four basic, interrelated policy decisions: If a non-exempt employee is chosen for an exempt interim assignment, we will not change their pay frequency or exemption status for the best outcome for the employee.
If external offer changes, the same process for approval of salary rate described above will still apply. Vacation time shall not be authorized for the purpose of performing the assignment, which also will be paid on an overload assignment; and An employee who teaches during normal working hours shall make up the time.
Definitions For the purposes of this policy, the following definitions apply: Many who join the Institute enjoy long and successful careers. A staff employee may not teach more than one course during normal working hours. This policy requires compensation managers to compare jobs or skill levels to determine the contributions employees with different job titles or skill levels make toward accomplishing company goals.
Employees may seek employment offers within the Institute. Not all promotions will result in a pay increase. Such pay increases may only be made if funding is available.
Additional credentials shall be related to the job duties of the position. They will not affect any change in HRS. Human Resources is responsible for making recommendations to the Executive Vice President for Finance and Administration who is responsible for making recommendations to the President regarding the competitiveness of salaries within the University.
As an Excel tool, the IPS provides the ability to change rates and funding both for individual employees and for multiple employees at once. Establish target dates for implementation and completion.
Reinstatement The salary of a reinstated employee shall be determined by the procedures established for new hires.
No pay increases are allowed with a demotion.
Set an objective for the program. Initializes the CAT budgeted population using a spreadsheet upload Makes mass changes to compensation and funding using a spreadsheet upload Displays compensation and funding source commitments made for an employee on a single page Automatically feeds compensation and other employee data changes from HRS to the CAT for major portion of the comp admin cycle, thus minimizing dual entry Maintains all compensation and corresponding funding in PeopleSoft, which increases data integrity Moves UW System person detail establishing salary lines and FTE off the mainframe system and towards a more modern technology Streamlines business processes Accommodates changes for all staff types By not having a pay plan, the university can familiarize itself with the new system prior to implementing a full pay plan for all staff.
The user will copy the data from the IR and paste it into the Institutional Planning Spreadsheet, where he or she can then make compensation and funding adjustments. Providing management with guidelines regarding the administration of compensation at the department/school level, and; Ensuring compliance with Federal, State and local regulations.
Departmental Human Resources Representatives. The Compensation Administration Tool (CAT) allows users to make compensation and funding changes en masse on an external spreadsheet and then load the. The Compensation Administration Tool (CAT): The CAT is a PeopleSoft tool that allows for rate and funding changes to be made at the job level.
The user can search and edit a single employee at a time, which is especially useful for more complicated employees. The University intends to attract and retain qualified employees by maintaining a compensation system that is externally competitive and internally consistent.
The University’s entire administrative and management team is responsible for the implementation and administration of the compensation. A survey of compensation programs as applied to the various segments functions and levels of the work force including legal provisions Topics include job evaluation.
What is a compensation administration program? A formal compensation administration program is the basic management tool for ensuring that employees are satisfied with their pay and benefits, that both internal and external equity are adequately addressed, and .Compensation administration