Overview of Salary Administration

In accordance with the compensation philosophy the support staff and administrative staff salary programs are reviewed regularly to assure that they remain competitive with the appropriate labor market. Jobs are compared with a designated group of peer colleges and universities, similar jobs in a geographic area, or with organizations with similar functions.

The Office of Human Resources reviews the salary structure annually to determine how inflation and the influence of the various labor markets have impacted salaries. Input from department heads concerning the competitive environment of specific professions is solicited. Information about other organizations is gathered through salary surveys. Decisions to revise a salary structure are based on external market conditions and the college’s operating circumstances.

Market competitiveness:

“Benchmark” jobs are those that have a comparable job in the labor market with reliable survey data. These jobs form the anchor of the salary structure, and are identified based on individual department and institutional survey data. Human Resources reviews selected jobs annually.

Those jobs that do not have comparable jobs in the labor market are slotted in relationship to benchmark jobs based on similar functions and responsibilities.

Internal equity:

Salaries are also compared with one another within and across departments to ensure equity based on the similarities in scope of responsibility, experience, and where appropriate, performance.

Internal job evaluation:

The foundation for job evaluation is the information about specific job duties and responsibilities gathered via the Position Description Questionnaire. Jobs are evaluated though a process of comparing compensable factors such as, problem-solving, decision-making, education, experience, skills and knowledge, responsibility for results, supervision, the nature of relationships, and working conditions. Job evaluations reflect the components of the job, not individual performance.

Placement within ranges:

The criteria to set salaries is the same for internal hires and for those hired from outside of the college. An individual’s placement within the salary range is based on that individual’s education, related experience and skills.

  • Starting Rates of Pay
    Consistent with the college’s compensation philosophy, salary ranges for administrative and support staff jobs offer the flexibility for hiring new employees at competitive rates based on the experience and qualifications the candidate brings to the job.
  • Promotions
    A promotion is a move from a job in one salary band or job group to a higher one, and is normally recognized by an increase in salary. When an employee is promoted his or her salary will be raised to at least the minimum of the new range.
  • Transfers
    A lateral transfer is a move to a position within the same salary band or job group. There is generally no salary increase for a transfer. In the event an employee transfers into a position with a lower range, a reduction in pay will be made based on the responsibilities of the job.