Common use of In-Range/Grade Salary Adjustments Clause in Contracts

In-Range/Grade Salary Adjustments. In-range/grade salary adjustments may be used to provide increases to employees under the following conditions: A. When an employee in the same position assumes a demonstrable increase in the scope, depth, impact, responsibility or complexity of their job functions and their outcomes which do not warrant an upward reclassification of the employee’s grade; B. When an employee transfers to a different position within the same salary grade and assumes a demonstrable increase in the scope, depth, impact, responsibility or complexity of job functions and their outcomes, which do not warrant an upward reclassification of the employee’s grade; C. When an employee receives a written external employment offer where the external position is at a comparable level to the employee’s current position and within comparable job market, and a counter offer would not result in internal equity issues within the requesting department; D. In order to provide for an equity adjustment as a result of substantiated internal and/or relevant external market considerations. All requests for in-range/grade salary adjustments require concurrence by the supervisor, the department/division head, and the appropriate Vice President/Xxxxxxx. Requests will be submitted to UHR to determine if the additional responsibilities added to the position are appropriate within the current range/grade. XXX should consider the relative internal worth of the position, qualifications of the candidate, internal equity, and external competitiveness (i.e. midpoint for a comparable position within relevant labor market and peer institutions). In-range/grade salary adjustments must satisfy the following parameters: A. The salary adjustment shall not exceed ten (10) percent. B. The resulting salary does not exceed the salary range/grade maximum. C. The employee has not had another in-range/grade salary adjustment within the last 12 months. D. The employee’s grade has not been upgraded as a result of a reclassification or promotion within the last 12 months. All requests that are outside of these parameters must be submitted to the Senior Vice President for University Human Resources and Organizational Effectiveness or their designee for approval.

In-Range/Grade Salary Adjustments. In-range/grade salary adjustments may be used to provide increases to employees under the following conditions: A. When an employee in the same position assumes a demonstrable increase in the scope, depth, impact, responsibility or and complexity of their job functions and their outcomes which do not warrant an upward reclassification of the employee’s grade; B. When an employee transfers to a different position within the same salary grade and assumes a demonstrable increase in the scope, depth, impact, responsibility or and complexity of job functions and their outcomes, which do not warrant an upward reclassification outcomes as a result of the employee’s gradenew position; C. When an employee receives a written external employment offer where the external position is at a comparable level to the employee’s current position and within comparable job market, and a counter offer would not result in internal equity issues within the requesting department; D. In order to provide for an equity adjustment as a result of substantiated internal and/or relevant external market considerations. All requests for in-range/grade salary adjustments require concurrence by the supervisor, the department/division head, and the appropriate Vice President/Xxxxxxx. Requests will be submitted to UHR to determine if the additional responsibilities added to the position are appropriate within the current range/grade. XXX UHR should consider the relative internal worth of the position, qualifications of the candidate, internal equity, and external competitiveness (i.e. midpoint for a comparable position within relevant labor market and peer institutions). In-range/grade salary adjustments must satisfy the following parameters: A. The salary adjustment shall should not exceed ten (10) percent. B. The resulting salary does not exceed the salary range/grade maximum. C. The employee has not had another in-range/grade salary adjustment within the last 12 months. D. The employee’s grade has not been upgraded as a result of a reclassification or promotion within the last 12 months. All requests that are outside of these parameters must be submitted to the Senior Vice President for University Human Resources and Organizational Effectiveness or their his or her designee for approval.