Position and Salary Equity Advisor
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.
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.
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.
- 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.
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.