- Salary Management and Administrati

2010-2011 Salary Management and Administration Guidelines

Please take time to read over all of the following salary management information and guidelines.  Please contact director of compensation and benefits, Kathy Molnar, x9-2062 or compensation manager, Jeannie Perry, x9-1440, if you have any questions.

Individual salary increases should be based on performance.  It will be your responsibility to determine how to equitably and reasonably distribute available increase dollars across your organization.  Please refer to the Salary Increase Planning Matrix for assistance.

The benefits factor is .424.  The increase is accounted for by increased health care costs and the increases in payroll-related costs such as unemployment and workers’ compensation.

2010-11 pay ranges are available as shown below. 

a. Exempt professional (A-D)

b. Administrative Support (Hay classified) Non-Exempt (1-10)

c. Technical Non-Exempt (I-X)

Note:  Pay ranges for non-exempt (administrative support and technical) positions are shown in hourly rate equivalents and in annual pay increments.  Position in range (compa-ratio) is based on the hourly rate.

• No person's salary may fall below the minimum of the pay range for his/her pay grade - if one or more salaries in your area do fall below, correct the problem before applying increases to other salaries.
• In general, no person’s salary should be set above the maximum of the pay range for his/her pay grade.  
• The “UD Target” for non-exempt positions is the midpoint of the pay range.  As such we would eventually like to see salaries for experienced, fully competent employees clustered around the target plus or minus 2%. Salaries above target or midpoint should be reserved for top performers. 
• For exempt professional staff, position of salary in the range is related to market value of the job.  
• Be sure you are aware of and understand any additional guidelines that have been established by your department or division.
• Prioritize – provide greatest increases to top performers whose salaries are low in range. Be guided by principles of fairness, equity and pay for performance.  See theSalary Increase Planning Matrix.  

Please refer to these tables throughout the year for guidance with setting salaries for new hires. Please use the Guidelines for New Hire Salary Settingfor further assistance.

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