Compensation
“What’s in it for me?”
Ron Kamahele, Director
UAA Human Resource Services
Compensation Defined

All forms of financial returns and
tangible services and benefits
employees receive as part of an
employment relationship.
Name some “financial
returns”
Financial Returns
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Wages
Salary
Bonuses
Money
More money
Yet even more….
Name some
“Services and Benefits”
Services and Benefits
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Medical Insurance
Life Insurance
Sick leave
Annual leave
Holidays
Education benefits
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Pension
Retirement
Use of recreational
facilities
Use of library
The Employment
Relationship:
Employee Classes
E-class determines how an
employee is paid and what
benefits are received.
 Regular and Regular-term
 Temporary and extended temporary
 Student
Exempt v. Nonexempt
Employees
Exempt
 Salary
 Paid by pay period
 Report only time off
 No overtime
Nonexempt
 Wage
 Paid by the hour
 Fill out time card
 Overtime
How do we determine
what to pay an
employee?

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Staff positions are evaluated by HRS
and allocated to a Job Family
Office of Academic Affairs evaluates
compensable factors for faculty
positions.
“We have to pay that much.
It’s written in the grant!”

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OMB Circular A-21 requires like
treatment of funds
Employer must consistently apply its
policies and practices regarding
compensation, without regard to
source of funds (internal equity)
What’s a Job Family?
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Groupings of jobs with closely related
focus, tasks and functions
Within a family jobs can be distinguished
by major function
Within a major function jobs can be
distinguished by level of know-how,
complexity and authority to act
Administrative Job Family
• Generalist
• Specialist
Administrative Generalist
Family Structure
Level
1
2
3
4
Experience
6 mo.
1 yr.
2 yrs.
3 yrs.
Education
H.S.
H.S.
H.S.
H.S.
Grade
74
75
76
77
Reclassification
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Changing a job description to meet
new business needs
Increased knowledge, complexity,
scope, authority can lead to an
upgrade
5% increase in pay
Out-of-class Pay
Out-of-class pay may be given for additional duties that are
technically advanced; require substantially more discretion,
authority or accountability; or otherwise require the employee to
utilize clearly higher level skills and abilities not required in his/her
current job.

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Is temporary in nature
For at least 30 days
Reviewed and reapproved after 90
days
Career Development Plans

A Career Development Plan (CPD)
provides an avenue for advancement
through a Job Family based on successful
completion of established criteria and
objectives. (UA Reg 04.05.035.G)
Career Development Plans

Growth within a position
– Reclassification
– In grade adjustment
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Development with in an organization
Preparation for promotion or transfer
Career Development Plan
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Training
– OJT
– Internal/external coursework
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Skills/knowledge to be attained
Duties and functions to be assumed
Time-in-grade
Successful demonstration/application
Other Compensation
Options
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In-grade step Movement
Performance Bonus
In-grade Step Movement
(R04.05.040.D2b)
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Exceptional occurrence
Granted to address
– internal equity/alignment
– sustained outstanding performance
– professional or career growth within a
position
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Requires prior approval from regional
Human Resources Office
Performance Bonus
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For meritorious employees in
extraordinary circumstances
Local procedure
– Up to $2,500
– Approval by a person at Cabinet level
– Approval of Director of HRS
Is the staff scale
competitive with local
market?
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Yes and no.
UA compensation system strives for
internal equity
UA compensation system doesn’t
attempt to achieve market equity
Is the staff scale
competitive with local
market?
SOC 43-6014 Secretaries and Administrative Assistants*
Low
$18.32
Mean
$18.95
High
$19.58
Administrative Generalist 2, Grade 75
Low
$15.51
Middle $20.09
High
$26.54
* State of Alaska Department of Labor and Workforce Development, Research and Analysis at
http://live.laborstats.alaska.gov/wage/index.cfm?at=70&a=011260
Questions