Determining the appropriate classification and compensation is based on the job description submitted for the respective position. The job description must include the percentage of effort required for each duty/responsibility.

Depending on the position level, state and/or national market salary data is collected and analyzed as part of an external equity comparison. Internal employee salaries within the same and surrounding job classifications are analyzed to complete an internal equity comparison. The skills, qualifications, unique aspects of the position and value-add of the employee under consideration assist in determining the appropriate salary placement within the job classification.

Funding sources and the amount budgeted do not factor into the compensation determination.

  • Exemption status is specified by federal wage and hour laws.
  • Job changes occur for a variety of reasons, including promotions, career development and lateral job changes.
  • Pay components are administered by a human resources manager or representative in partnership with the manager.
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