第六节. 薪酬管理政策
6-1重视工作@皇冠体育
制定和认可你的计划
Develop and 认出你 is the integrated program of performance management, 技能和职业发展, and compensation for administrative staff at the College. Develop and 认出你 serves as the foundation for the policies and practices relating to how we compensate employees and enables us to compete successfully in hiring and retaining high performing administrative employees.
The compensation philosophy is to pay competitively with the external labor market, considering both wages and fringe benefits in order to determine “total compensation.” 人力资源 annually participates in appropriate surveys to determine competitive compensation levels looking at benchmark positions. Benchmark positions are jobs that are easily compared to other organizations, well-defined and representative of positions across the College. 除了, 人力资源 compares benchmark positions with other non-benchmark positions throughout the College to ensure that all administrative staff roles are paid equitably. 所使用的调查数据因地而异, 和谁在一起, we compete for qualified employees for particular jobs. 在某些情况下, 考虑到当地的劳动力市场, 其他职位, 使用区域性甚至全国性的市场. 除了 to the comparisons made to other colleges and universities, general industry survey data is utilized when appropriate.
的责任, skills and competencies described in an employee’s role document together with the employee’s prior experience, skills and abilities determine the pay opportunity while individual performance determine actual pay.
发展你
Our performance management program is designed to encourage and promote communication between employees and their managers throughout the year. Every employee is entitled to an annual performance evaluation. This evaluation serves as the basis of compensation decisions and provides a forum for discussions about training, 员工发展和领导力发展.
认出你
The foundation of our Develop and 认出你 program is the understanding and documentation of our roles at work and the skills and behaviors necessary to succeed in these roles. The role document collects meaningful information needed to classify a role at the appropriate level and determine the pay opportunity associated with role. Since the role document provides a clear statement of accountabilities, skills and expectations it is an essential tool in the performance management process. It is also a valuable resource during the recruiting process. Role documents should be updated when there are substantial changes to the role and the role document should be submitted to 人力资源 for reclassification. Your current role document is always available from 人力资源.
研究职位
Employees in this category are not classified as part of the 认出你 program; however, a role document describes the duties and responsibilities of the position. These employees are also entitled to an annual performance evaluation. Salary adjustments are reviewed by 人力资源 and are also contingent on funding availability.
6-2额外补偿
临时分配额外的责任
An exempt employee may be required to assume additional duties and responsibilities during the absence of a colleague, and work is reallocated to ensure that essential work is completed. If the additional work is comparable to the employee’s regular duties and is performed within the employee’s normal work schedule, the employee will be paid her/his normal rate of pay and will not be eligible for a stipend or temporary salary increase.
An exempt employee may be asked to assume additional duties and responsibilities that are usually performed by an employee classified at a higher level for a substantial period. The employee may be eligible for a temporary increase in salary. At the end of the temporary assignment, the employee’s salary will return to the pre-increase rate. The temporary promotional increase must have the prior approval of the Assistant Vice 总统 of 人力资源 and the Division Head of the area. It is the manager’s responsibility to notify 人力资源 when the assignment is completed so that the stipend can be stopped.
The law requires non-exempt employees to be paid by the hour and all hours over 40 hours in the workweek must be compensated as overtime at time and one-half. For non-exempt employees asked to assume additional responsibilities, the manager should contact 人力资源 to discuss the situation and to ensure compliance with the applicable legal requirements.