Wayne State University

Aim Higher

Policies-11

1.8 Classification and Compensation

The University has a position classification system which rates positions on the basis of know-how, problem solving, and accountability.

The classification system establishes the relationship between these requisites and salary ranges. The specific duties and responsibilities of any employee may be further defined by his/her supervisor within the general guidelines established for the position.

New employees and employees transferred or promoted from outside the classification system into positions covered under these provisions are placed at a salary consistent with their experience gained in previous employment but may not exceed the job rate of the salary range established for the position without approval of the President or his/her designee.

Positions included in the classification system are assigned to an appropriate salary grade. Each salary grade has a minimum, job rate, and maximum salary. Additionally, each salary grade has two intermediary steps between the minimum and job rate. Salary increases are administered consistent with the following policy guidelines:

 NON-REPRESENTED HAY SALARY ADMINISTRATION POLICY

Positions included in the Hay Classification System are assigned to an appropriate salary grade. Each Hay salary grade has a minimum, job rate, and a maximum. The job rate is 96% of the midpoint of the range. Additionally, there are two intermediary steps between minimum and job rate.

Individuals will move to job rate, one step a year, for each year of fully satisfactory service as supported by the annual merit performance evaluation.

At or Near Job Rate

Individuals at or near job rate will not fall below job rate, therefore, merit granted will be at least equal to the range movement.

At or Above Maximum

Individuals at the maximum may receive merit increases but merit will be paid in a lump sum and NOT added to their base salary.

Individuals participating in the retirement plan, at the time lump sum payments are made, will have the normal University contribution to retirement based on that lump sum and will be required to make the appropriate employee contribution from that lump sum.

Attachments

Employees accepting a temporary administrative assignment or having return rights to a position will have an attachment position create to record the salary associated with the administrative duties.

New employees and employees transferred or promoted from outside the Hay Classification System into positions covered by these provisions are placed at a salary consistent with their experience but may not exceed job rate.

In all cases, employees below job rate will be placed at minimum or on the appropriate salary step.

 PROMOTIONS AND UPWARD RECLASSIFICATIONS

Promotional increases, changes in schedule, or upward reclassifications for persons earning between minimum and job rate will provide for up to a 10% salary increase. Subject to the minimum of the grade, the employee will be placed at a step in the new grade consistent with their experience and qualifications.

Promotions and upward reclassifications for people earning above the job Rate will allow for up to a 10% salary increase per grade level increase but not to exceed 20% in the case of multiple grade increases. However, if the increase will cause the salary to fall at or below the Job Rate for the new grade, they will be placed at a step consistent with their experience and qualifications.

Reclassifications, at the same grade level, from one schedule to another for those earning above job rate will allow for up to a 5% salary increase.

Individuals must serve a minimum of six months in a position to be eligible for reclassification.