Unl Administrative Salary Decision Guide

UNL SALARY DECISION GUIDE The salary determination process varies depending upon the type of pay action and rate of the desired increase or decrease. The following chart summarizes the decision-making process for changes in salary.

Reason/Activity Forms/Processes Final Approval (See HR Role Notes Below) New Position or Refill of Position Job Description and Dean/Director, or Provides pay data and w/changes in duties. Requisition in People designee – approve hiring consultation to establish Admin rate/range in People hiring range. Primary Admin. responsibility for O/S or Vacancy without changes in duties. Requisition in People Dean/Director, or M/P, FLSA exemption, title Admin designee – approve hiring code. Job family, zone rate/range in People assignment and job title Admin. require HR concurrence. Salary offered exceeds approved hiring Salary Determination Dean/Director, or rate/range. Form designee – approve offered salary.

Advancement (within Zone) Job Description in People Dean/Director, or Increases of more than Job duties changed to include higher level Admin designee – approve 10% require HR work. Limited to two advancements increase. concurrence. /promotions within one fiscal year. Promotion (to higher Zone) Job Description in People Dean/Director, or Increases of more than Job duties changed to include higher level Admin designee – approve 20% require HR work. Limited to two advancements increase. concurrence. /promotions within one fiscal year

Performance Increase Performance appraisal Dean/Director, or Available for consultation. May be used to reward performance and memo to appropriate designee and VC – documented as Outstanding. Limited to Vice Chancellor. approve increase. 10% per year.

Market Adjustment (external labor market) Salary Determination Dean/Director, or Requires prior approval by Form designee – approve HR. increase. Counter Offer Salary Determination Dean/Director, or Form and evidence of designee – approve offer from other employer. increase. Equity Adjustment (internal equity) Salary Determination Dean/Director, or Form designee – approve increase.

Temporary Responsibility Pay Salary Determination Dean/Director, or Provide Up to 20% for temporary work performed Form or other written designee – approve consultation/review prior to outside of job at a higher level of documentation increase. effecting action. classification.

Voluntary Reduction Job Description in People Dean/Director, or Provide Employee accepts or requests a decrease Admin (if remaining in designee – approve consultation/review prior to in pay. same position) reduction. effecting action. Demotion Job Description in People Dean Director, or Assists employee and unit Corrective action or disciplinary reduction in Admin designee – approve in resolution. Approves or job assignment or pay reduction and notify disapproves prior to employee. employee notification or changing pay.

Special Notes: - Depending up specific VC requirements, Dean/Director approvals may require VC approval. -Transfer to another job treated as a new hire for pay purposes.

Feb 2009