<p> 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.</p><p>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.</p><p>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</p><p>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.</p><p>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.</p><p>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.</p><p>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. </p><p>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.</p><p>Feb 2009</p>