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Placement of Positions in the Compensation Framework

Each staff position at ºÚÁϳԹÏÍø±¬ÍøÕ¾ has been assigned to a new pay grade base on the following factors:

• Organizational scope
• Complexity of work performed
• Decision-making and impact (extent of independence in decision-making)
• Interpersonal requirements (others the position interacts with outside the normal work group, as well as the purpose of those interactions)
• Supervision and management (what types and levels of positions are supervised and what supervisory functions are performed)
• Technical skills and computer usage (where appropriate in non-exempt positions)
• Education, knowledge, skills, certifications, licenses, abilities, and experience necessary to perform the assigned work

Position descriptions should be reviewed on a regular basis by the supervisor (generally once a year during a performance check-in) and when any of the following occurs:

• A position has undergone significant changes, including adding direct reports, picking up a significant new responsibility requiring a new skill or knowledge, or
• Prior to recruiting for a vacant position

Positions reviewed for appropriate classification in the pay grade structure may:

• Maintain the same position title and pay grade
• Be reclassified to either a higher or lower pay grade

Employees may:

• Move between grade levels through promotions
• Move across roles by making a lateral move
• Remain in one pay grade and deepen their skills and contributions over time

One of the important benefits of this pay grade structure is that staff can see how strong performance can lead to opportunities for promotions to new pay grades to further their career growth.