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Salary Administration. East Carolina University Department of Human Resources Classification and Compensation. East Carolina University’s Compensation Philosophy.

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salary administration

Salary Administration

East Carolina University

Department of Human Resources

Classification and Compensation

east carolina university s compensation philosophy
East Carolina University’s 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 University’s 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.

east carolina university s compensation philosophy1
East Carolina University’s 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
developing a unit compensation plan
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?
pay determined by
Pay Determined by …..
  • Competency level of employee

and the

  • Pay Factors
pay factors
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

determine competency level
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?
determine appropriate pay
Determine Appropriate Pay

Market Index

10 %

10 %

10 %

Min

Max

90

110

Contributing

Market

Rate

Advanced

Market

Rate

Journey

Market

Rate

pay based on competencies example 1
Pay Based on CompetenciesExample #1

Competency Assessment Form

Contributing Journey Advanced

Comp A X

Comp B X

Comp C X

Overall X

Employee’s Pay

Career-Banded Class Rates

Min

Max

Contributing

Market

Rate

Journey

Market

Rate

Advanced

Market

Rate

pay based on competencies example 2
Pay Based on CompetenciesExample #2

Competency Assessment Form

Contributing Journey Advanced

Comp A X

Comp B X

Comp C X

Overall X

Employee’s Pay

Career-Banded Class Rates

Min

Max

Advanced

Market

Rate

Contributing

Market

Rate

Journey

Market

Rate

assess internal pay alignment
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
slide13

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

career progression limitations
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

discussing pay with employees
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
reminders
Reminders
  • Documentation is critical
  • Compensation is tied to demonstrated competencies
  • Detailed justification is necessary