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Job Enrichment

Jobs can change in a variety of ways. Most staff members’ jobs change in the form of job enrichment. Job enrichment is typically when employees take on additional tasks or work without increasing the level of responsibility within the job. Employees are expected to increase the amount of work performed as they become more proficient in the job; accordingly, job enrichment is typically a part of all employee jobs. Job enrichment does not normally warrant a change in pay grade or salary. Jobs that grow and expand through a significant increase in responsibility and skill level, however, may require a change in pay grade and a subsequent salary increase. These situations are defined as job reclassifications, and the process for assessing whether a job should be reclassified is outlined below.

Job Reclassification to a Higher Pay Grade

This program was developed to focus on the broad roles and responsibilities of employees’ jobs, not tasks and specific activities. Accordingly, the reassignment or movement of a job to a different pay grade would normally result from a significant change in current job responsibilities and require a significant increase in skill level, including:

• Responsibilities that add a major component to the current job requirements; and/or
• New responsibilities that are very different from current responsibilities.

If there is a situation in which a job reclassification may be necessary, the supervisor should discuss the issue with Human Resources and the respective senior vice president or dean, highlighting the changes in the role and subsequent impact on the job placement within the staff compensation structure. If the department head and supervisor agree that a job reclassification is justified, the supervisor will complete and submit the following to Human Resources prior to March 1:

• An updated job description; and
• A brief cover letter highlighting the job duties and responsibilities that have changed.

Human Resources will review the materials and determine whether a change of pay grade and/or salary is warranted. Normally, when a job is reclassified and assigned to a new pay grade, a salary increase of up to 10 percent or to the minimum of the new pay grade will be approved. Any changes will be discussed with the department head prior to final approval.

Job Reclassification to a Lower Career Stage

Movement to a lower pay grade typically occurs for one of three reasons, and each would have a different impact on the employee’s salary:

• Transfer, initiated by the staff member, to pursue new interests or to enhance and broaden development opportunities within the College: Current salary may be reduced because it would be adjusted to the new pay grade.
  
  
• Transfer or demotion occurs due to poor performance or lack of skills in a prior job: Salary would be reduced to a level appropriate to the employee’s skills, competencies, and performance relative to the new job’s expectations and standards.
  
  
• Organizational changes (i.e., reorganization): Treatment of salary adjustments due to an organizational change would be handled on a case-by-case basis.

Lateral Transfers

A lateral transfer occurs when an employee moves to a similar position within the same pay grade. Normally, no increase is given for a lateral transfer when the employee’s salary in their current pay grade is equal to the pay grade for the new position. Most changes in positions within a pay grade do not constitute reasons for salary changes. However, there may be circumstances that warrant salary adjustments based on the staff member’s skill, experience, and capabilities. Human Resources should be contacted to discuss if an increase would be warranted in this circumstance.

Promotions

A promotion occurs when an employee moves to a job with greater responsibilities with a higher pay grade. A promotion may occur as a result of the following:

• The employee applying for and being selected for a position through the recruitment and selection process.
• The employee demonstrates exceptional performance and advanced competencies, taking on new or revised higher-level job duties, thereby receiving a promotion as recognition for their contributions to the College.

Changes to individual capabilities and activities (e.g., learning a new skill, increasing number of staff supervised) do not constitute a promotion or consideration for a job reclassification (although they may help develop an employee’s skills and competencies to enhance their career).

A promotional increase will be determined based on the pay grade of the new position, the employee's experience, skills, relevant internal salaries, and the position in their current pay grade. Generally, the range of increase for a promotion to a higher grade may be from 5 to 10 percent. The new salary will be at least at the minimum of the new pay grade. If an employee is promoted to a position requiring greater qualifications or experience than the employee currently possesses, the promotion increase to the range minimum may be phased in over a set time period to allow for training. Starting salaries for promotions will be determined by Human Resources. No salary adjustment will be made if the employee’s previous salary exceeds the maximum salary pay grade of the new position.

The hiring manager will work with Human Resources to determine the appropriate promotional increase before the offer is made and before potential pay is discussed with the employee.