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Topic Area: Pay Practices

  • What do you mean about pay practices? 

    Pay practices are generally how the University administers the compensation system.  These may include the range in which a new employee is hired, the pay rate for promotions or reclassifications, demotions or transfers, how to pay temporary work assignments at a higher level and how bonuses and annual increases are allocated.  All of these will be part of the proposals for implementation and ongoing compliance with applicable laws for leadership's consideration.

  • Our current pay practices are restrictive leaving my only options to get a raise to leave for another job or try to get reclassified. What is the solution? 

    This is a big question.  As part of this process, the university will evaluate our pay practices (e.g. starting wage rates, what happens on promotion or reclassification, increases in pay outside of annual increases).  We will also explore how we may better meet the University's and our employees' needs through changes to how we recruit and promote people within the University.

    No promises but these classification and compensation studies create a logical and timely opportunity to examine these other closely related aspects.

    Position classification is only about the position and not the incumbent.  This leaves what we do with our compensation system as the potential answer to the question.

  • Where is “market” on the salary table? 

    The midpoint of the pay range for any given grade is the point that the University has decided to peg to market.  This does not necessarily mean it is at market.  Because of the strength of our fringe benefits, leadership may decide to peg our salary table to a certain percentage below market.  Additional factors include affordability.  Some organizations peg their internal market (the midpoint of the salary range) to something above the labor market.