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All newly established University positions, and positions that have changed significantly are reviewed by Human Resources in consultation with relevant parties to determine appropriate wage and salary ranges. Assignment of positions to ranges in the pay structure promotes compensation equity and consistency.
If a position’s placement in the pay structure changes because of reevaluation, changes to incumbent’s pay, if any, will be determined under the promotion, lateral transfer, demotion, and starting pay policies.
Descriptions of new positions to be established, or existing positions that have significantly changed, should be submitted to Human Resources by the supervisor. The compensation officer will evaluate the skill effort and responsibilities inherent in the position description and determine the appropriate pay range for the position according to the following position evaluation process:
Position descriptions should be written by the incumbent and the supervisor in conformance with the University’s preferred format and approved by the second level supervisor.
Human Resources will evaluate the position based on skill, effort and responsibility required. If there are questions about level of skill, effort or responsibility, the supervisor and incumbent will be asked to complete a detailed position analysis questionnaire. A pay grade will be tentatively assigned using the results of the evaluation. The department will be contacted for concurrence.
If the supervisor does not concur with the position evaluation, the compensation officer will review the evaluation with the second level supervisor and the chief Human Resources officer. If there continues to be disagreement, a final determination will be made by the chief Human Resources officer in consultation with the position’s division vice president.
Human Resources administers this policy in consultation with relevant parties. Human Resources and other University departments follow the procedures outlined above.
Contact Human Resources if you have questions or if you would like more information about this policy.
Policy Approved: October 23, 1998
Last Updated: October 28, 1998