Determining the Appropriate Salary
The process for determining starting salaries for new hires, and the appropriate pay
adjustments for existing employees, is a managerial matter that must comply with the
University’s compensation program and funding availability. Most pay decisions,
however, will be reviewed at the vice president level to ensure consistency within the
division and to assess the overall budgetary impact.
In determining starting salaries for new positions, managers should consider the
experience and skills of the individual being hired. Any subsequent annual merit
increases, though, should focus on the performance of the employee over the evaluation
period.
Paying Within the Salary Range
The compensation structure has been designed to allow considerable flexibility to
supervisors in managing pay, while maintaining the institution’s market competitiveness
and ensuring internal equity. Supervisors can determine the appropriate pay of
employees within the designated salary range of the position and the assigned budget
level. However, salaries cannot be established below the minimum, or above the
maximum, point of the designated salary level. When establishing salaries, managers
should consult with Human Resources to ensure that institutional as well as departmental
pay equity is maintained.
Hiring New Employees
Employees hired into new positions will have their positions evaluated based on the
following criteria:
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Required Knowledge, Skills and Experience
Job Complexity and Required Conceptual Thinking
Decision Making Authority
Required Interpersonal Skills
Supervisory\Management Level
Impact of Position on CUA’s Strategic Plan
The position will then be assigned to a salary level within the appropriate salary structure.
This process will be managed by Office of Human Resources in partnership with the
hiring manager, and will be completed prior to the posting of a job vacancy.
Managers have the flexibility to determine the appropriate starting salary within the
following guidelines:
First Quartile
of
Salary Range
Second Quartile
of
Salary Range
Third Quartile
of
Salary Range
Fourth Quartile
of
Salary Range
Individual Meets the
Minimum
Requirements of the
Position.
Individual Exceeds
the Minimum
Requirements of the
Position by Offering
Additional
Experience,
Knowledge or Skill
Levels.
Individual is an
Expert in All Criteria
of the Job, and has
Broad Knowledge of
Related Areas.
Individuals Should
Not Be Hired in this
Range Without the
Specific Approval of
the Cognizant Vice
President and the
Office of Human
Resources.
As a general rule, the starting salaries of new hires should not exceed the mid-point of the
designated salary range in order to provide sufficient opportunity for future growth. If a
hiring manager proposes hiring at a salary above the midpoint, Human Resources must
ensure that it would not create a salary inequity or compression with comparable
employees throughout the institution. Any starting salary proposed above the midpoint
must be approved by the Cognizant Vice President and the Office of Human Resources.