VI. PROFESSIONAL-SCIENTIFIC STAFF COMPENSATION PLAN
A. Compensation Plan Administration
D. Compensation with Promotion
F. Compensation with Special Position Assignment
G. Compensation with Position Reclassification
VI. PROFESSIONAL-SCIENTIFIC STAFF COMPENSATION PLAN
A. Compensation Plan Administration
The Professional-Scientific Compensation Plan is administered in a uniform manner by the University Personnel Services Department under the direction of the Vice-President for Administrative Services and Finance in accordance with established policies and procedures.
Each professional-scientific staff member holding an appointment status other than a contract appointment in intercollegiate athletics is compensated within the salary range of pay grade to which the position held is assigned. This Article VI does not apply to contract appointments in intercollegiate athletics. Pay-grade salary ranges (see Appendix B, 1979-80 Professional- Scientific Personnel Position Service-Compensation Schedule) permit available merit funds to be administered in a manner which allows for position performance to be reflected. The lower portion of the pay-grade range provides the opportunity for salary advancement as the newly placed staff member gains experience in an assigned position and evidences gradually improved performance. The fully qualified staff member who performs satisfactorily is eligible to received compensation at the midpoint of the appropriate salary range. Further salary allowances, occurring over a period of time at levels approaching the top of the pay grade, may result as outstanding service is evidenced. The upper portion of the pay-grade salary range thus provides the opportunity for recognizing and rewarding a relatively small group of staff members beyond that normally expected for the position. Such staff members will have demonstrated unusual versatility and are prepared for immediate promotion. Thus, the University's Professional-Scientific Personnel Compensation Plan operates in conjunction with the Performance Appraisal Program to cause upward salary movement in each grade to reflect reward based on demonstrated performance as well as the development of skills and experience
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The salary for the professional-scientific staff member joining the University normally will be established within the first quartile range of the pay grade in which the position is classified. Such salary placement permits recognition of experience and qualifications yet serves to guard against salary inequities that could arise as a result of the placement of a new professional-scientific staff member at a salary level that exceeds market value and/or distorts the salary relationship to incumbent positions. Only when employment conditions affect recruitment effort or a candidate brings to a position outstanding prior training and experience related directly to a position may an entrance salary above the first quartile be qualified. Such an exception requires the recommendation of the employing department head and the approval of both the division and vice-president and the Vice-President for Administrative Services and Finance.
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The ability of the University to provide merit salary adjustments for professional-scientific staff members who demonstrate outstanding service is dependent upon the extent of funds appropriated and limitations applicable with such fundings as salary allowances are determined.
Available merit funds are allocated to advance relatively long term, fully qualified, highly satisfactory staff members within the salary ranges of the pay grades to which their positions are assigned. Salary increments for individuals nearing the maximum of their pay grades are normally restricted to the amount of a general across-the-board allowance. Salary allowances above the midpoint, unless otherwise legislated, are granted on the basis of outstanding performance.
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D. Compensation with Promotion
Staff promotions to higher positions justify larger salary increases than are normally granted for improved performance within a pay grade. The exact amount of such increases are determined in part by the number of grades involved in the promotion and by the anticipated future performance of the individual promoted. In the event the salary of a professional-scientific staff member experiencing a promotion is below the salary range for the new position, the staff member's salary will be advanced to the minimum of the appropriate pay grade. The salary allowance, if any, beyond the appropriate pay grade minimum with promotion will be determined, in part, upon the staff member's prior training and experience related directly to the new position assignment, the extent of pay grade movement which occurs, and salaries held by other comparable professional-scientific personnel serving with positions in the same pay grade. Ideally, the promotional salary allowance should not cause the compensation level for the promoted staff member to exceed the first quartile of the salary range, thus allowing for recognition of experience and qualifications, yet permitting advancement to occur as satisfactory performance in the new position is evidenced. Resource constraints existing at the time of a promotion may cause a salary allowance to be at a level less than deemed appropriate, in which case a further salary review is scheduled to coincide with the University's fiscal year.
If at the time of promotion the salary of the professional-scientific staff member is within the salary range for the new position, a promotional salary allowance, if any, will be determined on the basis of the staff member's salary as positioned within the range with respect to midpoint, the promoted employee's prior training and experience related directly to the new position assignment, the salaries of other personnel with comparable University service assigned to positions within the same pay grade, availability of salary funds, and like matters.
The professional-scientific staff member who is transferred from one position to another in the same pay grade normally will receive no salary adjustment. The salary of the staff member who experiences a transfer involving a change from a position in one pay grade to another pay grade is adjusted in accordance with regulations regarding promotion or demotion.
F. Compensation with Special Position Assignment
The professional-scientific staff member who is give a special position assignment is compensated at the minimum salary of the position pay grade for the duration of such services. If the staff member is already compensated at a salary level equal to or above the minimum salary for the pay grade to which the specially assigned position has been classified an added salary allowance, if any, will be determined on the basis of the relationship between former and new duty assignments, prior training and experience directly related to position duties and like matters. If the position in which a professional-scientific staff member services with a special assignment is in a pay grade lower than that in which regular service occurs, the staff member will continue to be compensated at his/her regular salary during the period of such assignment.
G. Compensation with Position Reclassification and Pay Grade Reallocation
If a position is, as a result of restructuring, reclassified to a higher pay grade, the "Pay on Promotion" provision will be applied.
If, as a result of restructuring, a position is reclassified to a lower pay grade, the "Pay on Demotion" provision will be applicable.
Upon the recommendation of the department head and the approval of the appropriate vide-president, the compensation level for a professional-scientific staff member who is demoted will be established within the new position pay grade at a level that does not exceed the salary at which the staff member was compensated prior to the demotion action.
I. Compensation with Reinstatement or Return From Leave
The professional-scientific staff member who is reinstated to a previously held position will be compensated at a level no less than that allowed with prior service provided funds are available. The staff member who is reinstated with a lower position placement will be compensated in accordance with the pay on demotion provision.
The staff member re-appointed to a previously held position or a position in the same pay grade on conclusion of a leave of absence without pay will be compensated in accordance with the provisions concerning pay on reinstatement as provided above.
J. Compensation with Part-time Service
Pay for part-time service within a professional-scientific position is provided proportionately equivalent to the salary for full-time service as noted with the Professional-Scientific Position Service - Compensation Schedule document. (See Appendix B.)