A BRIEF GUIDE FOR SUPERVISORS
CLASSIFICATION & COMPENSATION GUIDELINES FOR STATE AND RESEARCH FOUNDATION
The following provides information and guidance to help supervisors with classification and compensation questions.
Classification & Compensation
The Classification & Compensation section, commonly referred to as “Class & Comp” maintains a compensation program directed towards attracting, motivating, and retaining a qualified and diverse workforce. Within the boundaries of financial feasibility, employee compensation shall be externally competitive and internally equitable.
Establishment of New Positions or Replacement Positions
A detailed job description is necessary for the establishment of a new position or for the replacement of a position. The written statement should include the major duties, and responsibilities. Please be aware that the job description should describe the job, not the incumbent. Please also add an organizational chart showing all positions in the department. The chart must include names, official titles, and the line numbers.
How to submit a New Positions Establishment Request
Equity Review
Equity reviews ensure that salaries for positions are internally consistent and externally competitive. An Internal Equity review compares jobs inside a single organization in terms of their relative contributions to the organization's objectives. An External Equity review refers to how an employer positions its pay relative to what competitors are paying. Please be advised that Equity reviews and any salary adjustments resulting from such reviews should not be used to address performance issues
How to submit a Equity Review Request
Please contact your HR Business Partner to request an Equity Review. Your HR Business Partner will work with Class&Comp on your request.
Increase in Duties (permanent)
When an employee has assumed significant responsibilities not resulting from an increase in volume, but which is not enough to warrant reclassification. If the increased responsibilities are permanent a permanent salary increase may be granted. Please provide a revised job description documenting the additional and essential functions. Indicate an explanation of the rationale for the increase, and an organization chart including names, official titles, and line numbers.
How to submit an Increase in Duties (permanent)
Increase in Duties (temporary)
When an employee has assumed significant responsibilities (at the same level or higher) not resulting from an increase in volume, but which is not enough to warrant reclassification. If the increased responsibilities are for a defined period of time, then a temporary salary increase may be granted.
How to submit an Increase in Duties (temporary)
Please contact your HR Business Partner to request a temporary increase in duties. Your HR Business Partner will work with Class&Comp on your request.
Reclassification of Existing Positions
Reclassification of a position is required when there is a significant change in the position’s duties and responsibilities. Reclassification always involves a change of title, but not necessarily a change of salary or salary grade. Please prepare a detailed job description including the major duties and responsibilities, Information on how the job has changed and details on whether the responsibilities were previously handled by another position. Please also include an organizational chart with names, official titles and line numbers.
How to submit a Reclassification request
Promotions
A promotion is the assignment of an employee to a higher job classification or pay grade. Employees may be promoted by either applying for a posted vacant position, or as a result of a permanent significant increase/change in an employee’s duties and responsibilities. While determining compensation for a promotion please consider the following: The salaries of others in similar positions, The length of time an employee has been in the title, prior experience, etc.
How to submit a Promotion request
Discretionary/Merit Increases
Discretionary/Merit increases are salary adjustments that reward past performance and motivate employees. The discretionary pools are determined by the contract for UUP and by the Board of Trustees for M/C employees. Guidelines will be distributed annually.