How To
The initial assignment of market rates to each position involved a collaborative effort that included Human Resources, supervisors and college/division management teams. For various reasons, the market rate may need to be reviewed to ensure the assigned rate is appropriately aligned with the work and responsibilities of the position. This review may be initiated at any time by Human Resources, the supervisor or the college/division management team.
To initiate a review, the supervisor must complete a Modify Action within PeopleAdmin. In the Rationale field, indicate the request for a Market Rate Review and the reason the unit feels a review should be completed. The HR Classification and Compensation Specialist will complete a market rate review, record the final rate within the action, and update the employee's target pay if there are any change as an outcome of the review. An assignment of a new market rate as a result of this review process will not trigger an out-of-cycle salary adjustment. A corresponding salary adjustment may or may not be requested by the supervisor, and such requests must follow the salary adjustment process.
The market rate will be reviewed for all staff positions prior to advertising a vacancy through the PeopleAdmin hiring procedures.
From time to time and for various reasons, staff employees are given temporary work assignments that call for a temporary pay increase. Temporary pay increases should be based on the performance of duties with significantly more responsibility than the primary position. “Temporary” in this case is defined as six months or less. If the duties are long-term or permanent, consider requesting a market rate review to assign a new market rate to the position. If the duties do not warrant a temporary change in pay, you may consider this in the merit pay decision with the next salary cycle.
Supervisors of a classified or exempt staff employee who require an employee to temporarily perform work at a higher level must take into consideration all available and comparably skilled employees within the department for that opportunity. Human Resources must confirm that the majority of the duties assigned to that employee are at a higher level and will be worked for a period of not less than four weeks.
Determining the amount of the temporary increase will also use a market-based approach. The process will consider the market rate of the primary position, the market rate of the temporary responsibilities and the full-time equivalency for both. Human Resources will work with the supervisor using this approach to provide its recommendation. A supervisor may need to consider other factors, such as available funding, equity and internal compression.
Work performed at a higher classification may continue until the position is filled, eliminated or six months, whichever is shorter.
Please complete the required form and follow routing instructions on the form. This form should be completed as soon as the supervisor is aware of the need; however, the effective date cannot be earlier than one month prior to the submission of the form to Human Resources.
FSH 3480, Compensation for Service in Addition to Regular Duties, describes a fairly narrow means to secure additional compensation for faculty and exempt staff. The policy continues to apply to faculty.
For FLSA exempt staff, we now follow the Temporary Pay Increases for Staff Employees process outlined above.
It can be difficult to calculate what is travel time and what is compensable time when non-exempt employees travel for work-related purposes. See helpful info concerning how to decipher what is inside and outside the realm of regular work hours.