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Objective:

"To install a fair and rational compensation system for all Professional Staff jobs across the university, with objective criteria for management decisions regarding employee pay."

CSI Outcomes

Salary Administration Strategic Initiative Outcomes (Professional Staff Jobs)

1. Clearly articulated the University’s institutional salary philosophy, with regards to both external competitiveness and internal equity for base and incentive pay
2. Determined distinguishable Jobs* across the University
3. Established and articulated a discernible Job evaluation methodology
4. Established a salary structure that reflects the University’s institutional salary philosophy
5. Allocated all positions to established Jobs
6. Updated salary administration policies, such as: new hire salary considerations; annual and special salary adjustments; bonus and award payments; application of broad banding principles, as appropriate; and promotion and demotion salary considerations
7. Updated Job evaluation and position classification processes
8. Provided on-going communication with unit management and Staff employees

It should be noted that:

This project was not intended to address individual employee salary equity.

Support and Service Staff jobs and associated compensation system components were reviewed by each campus on a number of occasions during the past several years.

*A “job” is a distinguishable kind and level of work, including a description of such work, interrelationships with other jobs, minimum qualifications, and unusual working conditions.