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Salary Administration

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The Career Banding Salary Administration policy and guidelines will be applied ... Her current salary is at 78% of the appropriate market rate and we would like to ... – PowerPoint PPT presentation

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Title: Salary Administration


1
Salary Administration
  • East Carolina University
  • Department of Human Resources
  • Classification and Compensation

2
East Carolina Universitys Compensation Philosophy
  • It is the policy of East Carolina University to
    support and sustain a high performance work
    environment focused on having the right people,
    doing the right work, at the right time. The
    Universitys high performance work environment
    requires compensation levels that
  • are consistent with University priorities,
  • promote and reward successful work behavior,
  • recognize job competencies that are linked to
    organizational goals,
  • maintain appropriate labor market competitiveness
    to ensure effective recruitment and retention of
    a highly competent and diverse work force, and
  • are supportive of individual, family, and
    community values.
  • The career banding program is structured to
    ensure SPA employees receive fair and equitable
    treatment in regard to compensation levels and
    career development opportunities. The Career
    Banding Salary Administration policy and
    guidelines will be applied effectively for all
    eligible employees.

3
East Carolina Universitys Compensation
Philosophy
  • Compensate employees equitably and fairly
  • Offer compensation to employees within the market
    halo (90 - 110 of their Market Rate)
  • Remain Competitive in the Market

4
Developing a Unit Compensation Plan
  • Long-Term vs. Short-Term Philosophy
  • What is reasonable and attainable?
  • What can you pay within budget constraints?
  • How far away are your employees from their market
    rates?
  • What are the most immediate needs?

5
Pay Determined by ..
  • Competency level of employee
  • and the
  • Pay Factors

6
Pay Factors
  • Financial Resources - amount of funding available
  • Appropriate Market Rate - market rate applicable
    to the demonstrated functional competencies
  • Internal Pay Alignment - consistent alignment of
    salaries for employees who demonstrate similar
    required competencies in the same banded class
  • Required Competencies - functional competencies
    required based on organizational business need

7
Determine Competency Level
  • If all competencies at the same level, the
    overall competency would be at that level
  • If individual competencies vary, consider
  • Are any competencies more important?
  • Are the majority at one level?
  • What overall competency would represent an
    average of all competencies?

8
Determine Appropriate Pay
Market Index
10
10
10
Min
Max
90
110
Contributing Market Rate
Advanced Market Rate
Journey Market Rate
9
Pay Based on CompetenciesExample 1
Competency Assessment Form
Contributing Journey
Advanced Comp A X Comp B
X Comp C X Overall
X
Employees Pay
Career-Banded Class Rates
Min
Max
Journey Market Rate
Contributing Market Rate
Advanced Market Rate
10
Pay Based on CompetenciesExample 2
Competency Assessment Form
Contributing Journey
Advanced Comp A
X Comp B X

Comp C
X Overall
X
Employees Pay
Career-Banded Class Rates
Min
Max
Advanced Market Rate
Journey Market Rate
Contributing Market Rate
11
Assess internal pay alignment
  • Is proposed salary equitable with salaries for
    other employees who may have similar
    competencies?
  • May rank all employees in the competency level
    and compare market index
  • Adjust proposed salary if needed

12
(No Transcript)
13
East Carolina University Career Banding Career
Adjustment Worksheet
Employee Name Katherine Odegard Department
Name Allied Health Employee SSN 345-67-8901
Position 33333 Department 12345678
Banded Class and Competency Level Research
Specialist - Journey
Schematic Code 12502
I. Career Progression Adjustment
Competency/Skill Change
Competency Level Change
Retention
Labor Market
II. Justification
Ms. Odegard is well below the journey market
rate. Her current salary is at 78 of the
appropriate market rate and we would like to give
her a 5,000 increase to bring her up to 88 of
the market. See attached Salary Assessor
Worksheet.
III. Salary Recommendation
Effective Date 9/1/07
    Funding Source (Account Number (s)) Funding Source (Account Number (s)) Funding Source (Account Number (s)) Funding Source (Account Number (s)) Funding Source (Account Number (s))    
Current Salary Increase Funding Source (Account Number (s)) Funding Source (Account Number (s)) Funding Source (Account Number (s)) Funding Source (Account Number (s)) Funding Source (Account Number (s))    
Current Salary Increase Budget Code Purpose Code Object Code FRS Account FTE Semi-Monthly Distributed Salary Employee Annual Salary
 36,000 13.89  16065  110  1210  6-54321  1.0  1708.33 41,000
14
Career Progression Limitations
  • Competencies may increase, but
  • -- no funding for pay increase
  • -- current salary already exceeds appropriate
    level -- internal pay alignment may limit
    increased pay

15
Discussing Pay with Employees
  • Explain four pay factors
  • Explain any budget constraints
  • Explain that when funds do become available they
    are awarded on a current basis
  • Explain career development connection

16
Reminders
  • Documentation is critical
  • Compensation is tied to demonstrated competencies
  • Detailed justification is necessary

17
  • SALARY ASSESSOR ACTIVITY
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