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Position and Salary Equity Advisor

DEBUG: InitialView

Classification and Compensation has developed an on-line tool which will provide preliminary determinations on common personnel transactions. The purpose of this tool is to provide the user with timely information on Classification and Compensation processes, procedures and guidelines in order to facilitate the review of positions and create transparency. This tool should be used prior to submitting requests to the VP Coordinator or Dean's Office for Classification and Compensation review.

At the end of this tool you will be prompted with a "how to" summary to proceed with your request.

While this tool is a comprehensive guide, the job or position evaluation will not be complete until reviewed by and discussed with a Classification and Compensation Analyst.

Please select the option below which you consider to most closely match the proposed position or personnel action, and answer "Yes" or "No" to each question thereafter. Note that all questions require a response in order to proceed to the next stage.

Increased Duties (Permanent or Temporary) (view definition)
Equity Review (view definition)
Reclassification (view definition)
Promotion (view definition)
Update To Job Description With No Other Changes (view definition)
Retention (view definition)

DEBUG: A

Has the incumbent assumed additional duties and responsibilities of similar or greater job complexity as the regular position duties?

Yes
No

DEBUG: A1_1

Based upon your answers:

The action proposed does not appear to meet the criteria for increased duties and responsibilities. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance

DEBUG: A1_2

Is the incumbent a State employee in the Classified Service?

Yes
No

DEBUG: A2_1

Based upon your answers:

A State Classified position which has gained significant additional responsibilities, complexity and/or exercise in supervision may meet the criteria for reclassification. Please visit our website for additional information on reclassifying a state classified position.

DEBUG: A2_2

Do the additional duties consist of increased volume (more of the same work)?

Yes
No

DEBUG: A3_1

Based upon your answers:

The proposed transaction does not meet the criteria for increase in duties and responsibilities. Note that an increase in job duties that is the result of more of the same work (volume) is not considered to add complexity to the position, therefore not warranting an increase in salary. If an increase in workload causes a non-exempt employee to work beyond normal business hours, the employee may qualify for overtime/compensatory time. For information on overtime/compensatory time, please contact Time and Attendance.

DEBUG: A3_2

Are the additional duties and responsibilities in the same department or unit?

Yes
No

DEBUG: A4_1

Based upon your answers:

The proposed transaction may meet the critera for Extra Service. For more information on Extra Service, please visit the Extra Service page on the Human Resource Services website.

DEBUG: A4_2

Are the additional duties of temporary nature (expected to last less than 1 year)?

Yes
No

DEBUG: A5_1

Based upon your answers:

A temporary increase in duties and responsibilities consisting of additional tasks and responsibilities, other than volume, may warrant a temporary increase in salary for the incumbent. An updated job description is not required. A memorandum of rationale indicating the additional responsibilities is required for Classification and Compensation review, along with an organizational chart.

DEBUG: A5_2

Are the additional duties of permanent nature (expected to last indefinitely)?

Yes
No

DEBUG: A6_1

Based upon your answers:

Additional information on this proposed transaction is needed. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: A6_2

Based upon your answers:

The position may qualify for a permanent increase in duties and responsibilities, resulting in an increase in salary for the position's incumbent.

Please submit an updated job description or PDAR for Classification and Compensation review, along with a memorandum of rationale indicating the changes to the position and an organizational chart.

DEBUG: B

Is the employee receiving similar pay to a lower level position at Stony Brook University?

Yes
No

DEBUG: B1_1

Based upon your answers:

It appears that the position salary may need to be reviewed for internal equity and/or salary compression. Please provide the job description or PDAR, a statement of rationale explaining the basis for the inequity as well as the title and salaries (if known) of positions with which inequity is a concern. An organizational chart for the department is needed for the review.

If the position remains the same, no updates to the job description are needed.

DEBUG: B1_2

Are newly hired employees in comparable positions receiving higher pay?

Yes
No

DEBUG: B2_1

Based upon your answers:

It appears that the position salary may need to be reviewed for internal equity. Please provide a job description or PDAR, a memorandum of rationale explaining the basis for the inequity, as well as the title and salaries (if known) of positions with which inequity is a concern. An organizational chart for the department is needed for the review.

If the position remains the same, no updates to the job description are needed.

DEBUG: B2_2

Is the employee's salary below the hiring range for this position?

Yes
No

DEBUG: B3_1

Based upon your answers:

It appears that the position salary needs to be reviewed for internal equity. Please provide a job description or PDAR and a memorandum of rationale indicating the basis for the inequity (i.e., compensation is below the hiring range) and an organizational chart, for Classification and Compensation review.

If the position remains the same, no updates to the job description are needed.

DEBUG: B3_2

Is the employee being compensated at a lower level than incumbents of comparable positions outside of SBU at institutions in Applicable Job Markets As Defined By The University

Yes
No

DEBUG: B4_1

Based upon your answers:

It appears that the position salary may need to be reviewed for external competitiveness. Please provide a job description or PDAR and/or memorandum of rationale to Classification and Compensation, indicating the data source referenced to support the inequity. Also provide the job title and salary of the position(s) at the applicable institutions (if known). Where salary data is not readily available, contact information for the institution(s) is appreciated for Classification and Compensation follow up.

If the position remains the same, no updates to the job description are needed.

DEBUG: B4_2

Have you experienced difficulty in attracting candidates to this position due to salary?

Yes
No

DEBUG: B5_1

Based upon your answers:

It appears that the position salary may need to be reviewed for external competitiveness. Please provide a job description or PDAR and a memorandum of rationale indicating the reference number(s) of recent postings resulting in failed searches. In the rationale, indicate the difficulties experienced in filling this position. Also provide the size of the applicant pool and the desired salaries of the top candidates. An organizational chart is needed for the review.

If the position remains the same, no updates to the job description are needed. However, please consider the position qualifications, (minimum education and experience requirements) which may be a factor in the size of the applicant pool.

DEBUG: B5_2

Based upon your answers:

The proposed transaction does not appear to meet the criteria for an equity review, or additional information is needed. You may restart the tool and select an option which more closely matches the proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: C

Has the position assumed significant (30% or more) additional responsibilities of greater scope and/or complexity?

Yes
No

DEBUG: C1_1

Has the position's level of supervision (received or exercised) changed significantly?

Yes
No

DEBUG: C1_2

Is the position considered to meet a different title standard based on job duties and responsibilities or required qualifications?

Yes
No

DEBUG: C1_2_1

Has the position been part of a departmental reorganization?

Yes
No

DEBUG: C1_2_2

Based upon your answers:

The proposed transaction does not appear to meet the criteria for reclassification. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: C2_1

Has the position incumbent assumed responsibilities from another position or been delegated new duties and responsibilities of higher level nature?

Yes
No

DEBUG: C2_1_1

Based upon your answers:

The proposed transaction does not appear to meet the criteria for reclassification. Note that a reclassification does not leave behind a vacancy. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: C2_2

As a result of the transaction, will there be a vacancy left behind?

Yes
No

DEBUG: C3_1

Based upon your answers:

DEBUG: C3_2

Is the incumbent a State employee in the Classified Service?

Yes
No

DEBUG: C4_1

Based upon your answers:

This transaction may meet the criteria for reclassification. Please submit an updated job description, SUSB0037 or PDAR to Classification and Compensation for review and form CC-2 (per Civil Service guidelines). Secretary I and II positions require a completed Secretary Questionnaire. Please sign the form(s) to be included in the packet, or attach to the PDAR and inter-office mail the original form(s).

New job responsibilities should be denoted with an asterisk for an expedient review. Also, a memorandum of rationale explaining the changes that lead to the position growth/evolution is helpful and needed for the position evaluation. An organizational chart listing the job hierarchy with position titles and line numbers (if applicable) is required. Where possible, the current job description should be attached to the packet (or PDAR).

DEBUG: C4_2

Based upon your answers:

This transaction may meet the criteria for reclassification. Please submit an updated job description or PDAR to Classification and Compensation for review.

New job responsibilities should be denoted with an asterisk for an expedient review. Also, a memorandum of rationale explaining the changes that lead to the position growth/evolution is helpful and needed in the position evaluation. An organizational chart listing the job hierarchy with position titles and line numbers (if applicable) is required. Where possible, the current job description should be attached to the packet (or PDAR).

A Waiver of Search is required for review by the EEO Committee and Office of Diversity and Affirmative Action.

DEBUG: D

Is this a new position (50% or more new duties and responsibilities)?

Yes
No

DEBUG: D1_1

Based upon your answers:

The proposed transaction will be evaluated as a new position. Please submit a job description or PDAR to Classification and Compensation for review, along with a memorandum of rationale explaining the factors that lead to the need for this position and an organizational chart.

A Waiver of Posting and Search is required for review by the EEO Committee and Office of Diversity and Affirmative Action.

DEBUG: D1_2

Has at least 40% of the position changed in the level of the work assigned?

Yes
No

DEBUG: D2_1

Has the position's level of supervision received and/or exercised changed significantly?

Yes
No

DEBUG: D2_1_1

Based upon your answers:

The proposed transaction does not appear to meet the criteria for promotion. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: D2_2

As the result of this promotion, will there be a vacancy left behind (regardless if filled in the immediate future or not)?

Yes
No

DEBUG: D3_1

Based upon your answers:

DEBUG: D3_2

Has the position's minimum required qualifications (education and experience) increased significantly?

Yes
No

DEBUG: D4_1

Based upon your answers:

This transaction appears to meet the criteria for promotion. Please submit a job description or PDAR to Classification and Compensation for review. A memorandum of rationale explaining the changes that lead to the position development/growth/evolution is helpful and needed in the position evaluation. An organizational chart listing the job hierarchy and position titles and line numbers (if applicable) is required.

A Waiver of Promotion should be attached (or completed on PDAR) for review by the Office of Diversity and Affirmative Action.

DEBUG: D4_2

Based upon your answers:

The proposed transaction may meet the criteria for promotion; however, additional information is needed. Please submit a job description or PDAR to Classification and Compensation for review, and include a memorandum of rationale explaining the changes that took place with regard to this position. Please include details clarifying why the qualifications (education and experience) are not increasing significantly.

An organizational chart listing the job hierarchy and position titles and line numbers (if applicable) is required.

A Waiver of Promotion should be attached (or completed on PDAR) for review by the Office of Diversity and Affirmative Action.

DEBUG: E

Is this updated description denoting a change (or substitution) of responsibilities of similar nature, scope and/or complexity?

Yes
No

DEBUG: E1_1

Based upon your answers:

The proposed transaction appears to meet the criteria for an updated job description with no other changes. To proceed with the transaction, please submit the updated job description or PDAR for Classification and Compensation review, along with a memorandum of rationale and an organizational chart.

DEBUG: E1_2

Was this position updated as the result of a recent Classification and Compensation review?

Yes
No

DEBUG: E2_1

Based upon your answers:

The proposed transaction appears to meet the criteria for an updated job description with no other changes. Please submit the updated job description or PDAR, a memorandum or rationale and an organization chart for Classification and Compensation.

DEBUG: E2_2

Has there been a change in supervisor only?

Yes
No

DEBUG: E3_1

Based upon your answers:

A change in supervisor only typically does not require an updated job description if the position responsibilities and qualifications remain the same. Please contact your VP Coordinator in order to notify the pertinent area of Human Resource Services of this change, if applicable (i.e. Time and Attendance).

DEBUG: E3_2

Has the position's level of supervision (received or exercised) changed?

Yes
No

DEBUG: E4_1

Based upon your answers:

The proposed transaction does not appear to meet the criteria for an updated job description with no other changes, or additional information is needed regarding the level of supervision received or exercised. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: E4_2

Is this updated job description the result of an organizational restructure?

Yes
No

DEBUG: E5_1

Based upon your answers:

The proposed transaction appears to meet the criteria for an updated job description with no other changes. Please provide an updated job description or PDAR to Classification and Compensation for review, along with a memorandum of rationale describing the reasons for the changes to the position. Please indicate if/which other positions in the department are also affected. An organizational chart is needed for the review.

Please submit the updated job description or PDAR through the normal workflow for your department/division.

DEBUG: E5_2

Based upon your answers:

The proposed transaction does not appear to meet the criteria for an updated job description with no other changes, or additional information is needed. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: F

Has the individual received a verifiable job offer for a similar level position?

Yes
No

DEBUG: F1_1

Is the competing offer for a position within Stony Brook University?

Yes
No

DEBUG: F1_2

Based upon your answers:

The proposed transaction does not appear to meet the criteria for retention or additional information is needed. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

DEBUG: F2_1

Based upon your answers:

A retention offer may be applicable for this position's incumbent. Please provide a memorandum of rationale indicating which position (reference number; title and/or department) the employee has received an offer for. If applicable, please indicate the special skills and experience possessed by the incumbent that are uniquely critical to the position. This information may be submitted via email to your VP Coordinator for subsequent review by Classification and Compensation.

DEBUG: F2_2

Has the individual received a verifiable job offer from an external institution, which falls within the applicable job markets as defined by the University?

Yes
No

DEBUG: F3_1

Based upon your answers:

A retention offer may be applicable for this position/incumbent. Please provide a memorandum of rationale indicating the name of the institution offering the employee a position and provide a job description or summary of the position. If applicable, please indicate the special skills and experience possessed by the incumbent that are uniquely critical to the current Stony Brook University position. This information may be submitted via email to your VP Coordinator for subsequent review by Classification and Compensation.

DEBUG: F3_2

Based upon your answers:

The proposed transaction does not appear to meet the criteria for retention, or additional information is needed. You may restart the tool and select an option which more closely matches the department's proposed transaction, or contact Classification and Compensation for assistance.

Back Start Over Next

When an employee has assumed significant additional responsibilities not resulting from an increase in volume, but which is not enough to warrant reclassification, a salary increase may be warranted.

Salary increases, in recognition of increased duties, are intended to provide additional compensation to employees whose duties and responsibilities have increased significantly, yet not enough to warrant reclassification to a higher grade level or a different title.

If the increased responsibilities are permanent, then a permanent salary increase may be granted.

If the increased responsibilities are for a defined period of time, then a temporary salary increase may be granted.

If the increased duties result in an increase in work volume, but not in an increase in the complexity of fulfilling the responsibilities of the position, no salary increase will be granted.

To avoid creating salary inequities with others, consideration is given to:

The salaries of others in similar positions.
The complexity of the additional duties.

Internal Equity

Also known as internal consistency; refers to how positions which are comparable in job content, level of complexity and scope receive similar classification and appropriate compensation.

External Equity

Also known as external competitiveness; refers to how Stony Brook pays its positions relative to positions which are comparable in job content, level of complexity and scope in the applicable job markets as defined by the University.

General Guidelines

Equity reviews ensure that salaries for positions are internally consistent and externally competitive.
Equity reviews and any salary adjustments resulting from such reviews should not be used to address performance issues.
Compensation decisions must be made without regard to race, gender, national origin, religion, age or sexual preference. Every effort must be made to ensure that the concept of equal pay for equal work is embraced.

Reclassification of a position is required when there is a significant change in the position's duties and responsibilities. A reclassification always involves a change of title, but not necessarily a change of salary or salary grade.

A promotion is the assignment of an employee to a job in a higher job classification or pay grade. Promotions are a positive mechanism for attaining operational and employee recognition goals. Stony Brook encourages internal development and promotions of current employees.

General Guidelines

Employees may be promoted by either:

Applying for a posted vacant position.
As a result of a permanent significant increase or change in an employee's duties and responsibilities.

A revised job description which conforms to the current title standards, and is not indicative of an increase in job responsibilities, complexity or scope is considered an updated description with no other changes. This option is used for when the job has remained predominantly the same, but some of the duties have changed or been replaced with duties of similar scope and complexity.

A salary counter-offer made to an employee who has received a job offer in order to retain key individuals whose experience or special skills are uniquely critical to a program or the completion of priority projects.