Policy 501 - Compensation
University compensation policy is designed to accomplish these objectives:
- Allow the University to recruit, retain and develop a diverse and competent workforce by maintaining a competitive wage and salary structure.
- Promote fairness and consistency in pay practices across the University to retain and reward competent employees who are contributing to its success.
- Establish pay ranges that provide flexibility for management and income growth for employees within available financial resources.
- Provide wage and salary guidelines that are philosophically consistent, yet flexible enough to meet various University needs.
- Provide the foundation for a competency and performance -based pay system.
The University compensates employees for skill, effort and responsibility required for their positions, their individual performance measured against expectations; other relevant factors (e.g., market competitiveness) and in accord with financial resources.
The University has established, and continues to review position descriptions, associated pay ranges, and rates of pay within these ranges.
Policies and procedures pertaining to compensation and wage and salary administration are openly communicated. Particulars of individual pay rates and/or pay adjustment decisions, however, are held in strictest confidence. In accordance with the Office of the Federal Contract Compliance Program requirements:
The University will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the University, or (c) consistent with the University’s legal duty to furnish information.
For example, an employee cannot be disciplined for sharing their own pay information or asking their colleague about their pay information. In contrast, a manager is prohibited from sharing the pay information of a direct report unless it is necessary for their job duties or other legitimate University purpose, as listed above, is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the University, or (c) consistent with the University’s legal duty to furnish information.
The Department of Human Resources develops, administers, and interprets the University’s compensation policy for staff in consultation with University officers and governing bodies.
Contact the Department of Human Resources if you have questions about this policy or if you would like more information.
Policy Approved: October 23, 1998
Last Updated: October 2016
Maintainer: Human Resources