Santa Clara University's compensation philosophy is based on the University's Strategic Plan. Our goal is to recruit and retain a diverse community of outstanding faculty and staff.
A classification review is a comparison of the functions of the position. Changes in duties and responsibilities may or may not warrant a change in classification. It is the nature of the position, not the employee, that is considered for reclassification.
A compensation review is a review of an employee's salary for reasons that may include assignment of additional duties or equity.
To request a classification or compensation review, complete and submit the documents below to your Senior HR Partner.
- Job Classification Review Questionnaire
- Current Job Description
- Proposed Job Description
- Current and proposed Organizational chart
Classification & Compensation: 7-14 business days from receipt of entire packet with documents.
Reorganization: 30 business days from receipt of entire packet with documents (consult your Senior HR Partner for additional documents)
Log in to e-Campus for additional information regarding:
- salary ranges and grades
- philosophy and strategy
- compensation administration guidelines
- understanding and communication compensation
- a closer look at job classification
How can I get a copy of my job description?
Ask your supervisor or contact your Senior HR Partner for this document.
What if my job description isn't up to date?
Job descriptions provide important detail on a position’s scope, impact, key responsibilities and requirements. Best practice is to review your job description annually with your supervisor during the performance appraisal process. If substantial changes have occurred and the supervisor agrees that a review by Human Resources is warranted, the supervisor will revise the description and forward it to Human Resources for review.
What are characteristics of an exempt and non-exempt position?
The Fair Labor Standards Act (FLSA) determines which positions are classified as exempt and non-exempt. An exempt position is exempt from the overtime pay provisions of the FLSA, the employee must be paid on a salaried basis, and must perform work duties that the FLSA defines as exempt, based on the major job functions. A non-exempt position is eligible for overtime pay and the employee must be paid minimum wage.
What if I have questions that are not listed here?
Further questions regarding general classification and compensation may be directed to your Senior HR Partner.
Comprehensive Compensation Review Project
For additional information regarding this project, please click below: