The University seeks to establish comparable pay for similar work and to provide and maintain equitable salary differentials among jobs differing in duties, responsibilities, education, experience and skills.
- Job Classification: To attain its compensation goals, the University has established a classification plan for all non-faculty positions. Job descriptions for each position reflect essential functions, minimum requirements and job titles. Human Resources administers the classification plan and determines appropriate titles, classifications and salary ranges for each position consistent with University practice and industry standards. Requests to evaluate new positions are made through the Position Requisition Form (PRF) process. Requests to evaluate an existing position are made through the Job Evaluation Form (JEF) process. Both are submitted to Human Resources by the area vice president.
- Salary Determination: The University uses several labor market salary surveys to determine appropriate pay levels for positions. Each position is benchmarked against an appropriate labor market and a salary range is developed. Labor markets are analyzed annually and salary ranges are adjusted accordingly. Contact Human Resources for more information on the University' s compensation systems.
- Contracts: All non-contracted University employees are employed at will. Neither this Personnel Policies and Procedures Manual nor any other document or statement (other than a specific written contract) issued by the University is to be considered an employment contract.
Written commitments are made to employees or prospective employees only for the purpose of offering employment and identifying job title, duties, and compensation.
- Additional Employee Compensation:Extra pay may be authorized under specific conditions for additional responsibility or special projects. Appendix 2 Additional Employee Compensation.
