Common use of SALARY ADMINISTRATION Salary Bands Clause in Contracts

SALARY ADMINISTRATION Salary Bands.  Salary bands reflect the value of the positions that fall within the established point range of the salary bands.  All positions will be placed in an appropriate salary band subsequent to the completion of the job evaluation process.  Each salary band reflects the minimum rate the University will normally pay to an employee and the maximum rate the University will normally pay to an employee in the position. The mid-point of the range reflects the market value of the job.  The University will continue to conduct periodic market surveys of comparable jobs to recognize market rates for similar jobs on campus. The market rate is based on an analysis of the average compensation paid by other employers in the comparable employment community. Market rates will be used as a guide when setting the rates within or increases to the University salary bands.  Movement of established salary bands will depend upon salary discussions and internal and external factors, which may include periodic salary surveys. These salary surveys will consider total compensation. To assist in the application of the salary administration policy, the salary band is divided into four (4) levels. The guidelines for each level follows: Level 1: 80%-88% of mid-point. Generally employees in this level meet the minimum requirements of the job, (i.e. the employee holds the required job qualifications, but lacks job experience) or the employee demonstrates under performance. New hires with minimal job experience would normally be included at this level. Level 2: 89% - 96% of mid-point. Employees in this level have attained the required job experience and demonstrate a performance level that consistently meets most of the job requirements. Level 3: 97% - 104% of mid-point. Employees in this level have attained the required job experience and are competently handling all aspects of the job requirements in a consistent manner and demonstrates consistent performance at a fully competent level. Level 4: 105% - 120% of mid-point. Employees in this level have clearly demonstrated outstanding performance well above the job requirements and their outcomes exceed the job requirements on a sustained basis. Starting Salaries for New University Employees: Starting salaries are to be established in consultation with Human Resources. The normal hiring range for new regular full-time (RFT) or temporary full-time (TFT) employees to the University is eighty to ninety-six per cent (80-96%) of the mid-point of the appropriate band. Relevant experience and internal equity are two major factors to consider when determining initial salaries. When an individual has advanced job experience and a record of demonstrated accomplishment in similar prior duties, or where specific market conditions or challenges present themselves, the hiring department may, in consultation with Human Resources, offer a salary above the normal hiring range, but no higher than mid-point of the salary band. Specific market conditions or challenges may warrant further exceptions in establishing a starting salary. In such circumstances, the proposed starting salary will be subject to approval of the Associate-Vice President Human Resources, or their designate, based on documented evidence supporting the need to establish a starting salary outside of policy.

SALARY ADMINISTRATION Salary Bands.  ▪ Salary bands reflect the value of the positions that fall within the established point range of the salary bands.  ▪ All positions will be placed in an appropriate salary band subsequent to the completion of the job evaluation process.  ▪ Each salary band reflects the minimum rate the University will normally pay to an employee and the maximum rate the University will normally pay to an employee in the position. The mid-point of the range reflects the market value of the job.  ▪ The University will continue to conduct periodic market surveys of comparable jobs to recognize market rates for similar jobs on campus. The market rate is based on an analysis of the average compensation paid by other employers in the comparable employment community. Market rates will be used as a guide when setting the rates within or increases to the University salary bands.  ▪ Movement of established salary bands will depend upon salary discussions and internal and external factors, which may include periodic salary surveys. These salary surveys will consider total compensation. To assist in the application of the salary administration policy, the salary band is divided into four (4) levels. The guidelines for each level follows: Level 1: 80%-88% of mid-point. Generally employees in this level meet the minimum requirements of the job, (i.e. the employee holds the required job qualifications, but lacks job experience) or the employee demonstrates under performance. New hires with minimal job experience would normally be included at this level. Level 2: 89% - 96% of mid-point. Employees in this level have attained the required job experience and demonstrate a performance level that consistently meets most of the job requirements. Level 3: 97% - 104% of mid-point. Employees in this level have attained the required job experience and are competently handling all aspects of the job requirements in a consistent manner and demonstrates consistent performance at a fully competent level. Level 4: 105% - 120% of mid-point. Employees in this level have clearly demonstrated outstanding performance well above the job requirements and their outcomes exceed the job requirements on a sustained basis. Starting Salaries for New University Employees: Starting salaries are to be established in consultation with Human Resources. The normal hiring range for new regular full-time (RFT) or temporary full-time (TFT) employees to the University is eighty to ninety-six per cent (80-96%) of the mid-point of the appropriate band. Relevant experience and internal equity are two major factors to consider when determining initial salaries. When an individual has advanced job experience and a record of demonstrated accomplishment in similar prior duties, or where specific market conditions or challenges present themselves, the hiring department may, in consultation with Human Resources, offer a salary above the normal hiring range, but no higher than mid-point of the salary band. Specific market conditions or challenges may warrant further exceptions in establishing a starting salary. In such circumstances, the proposed starting salary will be subject to approval of the Associate-Vice President Human Resources, or their designate, based on documented evidence supporting the need to establish a starting salary outside of policy.