Salary Administration Policy - Office/Service and Managerial/Professional

In this Section

Note: It is important to understand that each campus has variable resources, campus-specific policies and procedures and department/organizational unit differences. These differences play a part in how NU Values is administered at each campus level.

  1. Introduction
  2. Authorities and Responsibilities
  3. NU Values Salary Structure
  4. Administration of the NU Values Program
  5. Performance Increases
  6. Other Salary Adjustments
  7. Appeal Procedures
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1.0 INTRODUCTION

1.1 The salary administration policy of the University of Nebraska shall be applicable to all regular University of Nebraska Office/ Service and Managerial/Professional positions. The purpose of the NU Values compensation program is to provide effective, equitable, and market relevant rates of compensation to the incumbents of Office/ Service and Managerial/Professional positions. The program will identify salary levels needed to be sufficiently competitive in order to attract and retain highly qualified employees.

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2.0 Authorities and Responsibilities

2.1 The Vice President for Business and Finance, with the advice and consultation of the Council of Business Officers, shall be responsible for the maintenance and revision of the University-wide NU Values.

2.2 The Director of Human Resources at Central Administration shall coordinate the administration of the NU Values Program to include conducting an annual salary survey to determine appropriate salary bands for the NU Values Program.

2.3 Revisions or amendments to the NU Values Program to include but not limited to Family Composition, Salary Bands, Zone determinations, Market Impact, and Program Training, shall be recommended by Central Administration's Director of Human Resources, to the Vice President of Business and Finance with the consultation of the campus Human Resources Directors, at least annually. Any revisions or amendments to the NU Values Salary Structure will be reviewed by the campus Budget Officers as to the fiscal impact.

2.4 The Human Resources Directors shall be responsible for the day-to-day administration of the NU Values program at the campus level.

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3.0 NU Values Salary Structure

3.1 The University-wide NU Values salary structure for Office/Service and Managerial/Professional staff shall consist of a prescribed set of salary bands and zones with minimum and maximum rates.

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4.0 Administration of the NU Values Program

4.1 No employee shall receive a salary that is less than the minimum rate or greater than the maximum rate of the Job Family Zone to which their position has been allocated unless specifically authorized by the appropriate Administrative Office. Appropriate Administrative Office is defined as Chancellor, Dean, Vice Chancellor or the designee of said offices.

4.1.1 The hiring authority will be responsible for determining the starting salary for a new University employee. They are encouraged to utilize the criteria prescribed in the NU Values Program including, but not limited to:

  • Market relevance
  • Other University employee salaries
  • Competencies of the new hire
  • Fiscal resources available

4.2 When a campus Human Resources Director finds that economic or employment conditions make recruitment of qualified applicants within a Job Family Zone difficult, the Council of Business Officers may, subject to budgetary limitations, authorize maximum rate adjustments of a Job Family Zone.

4.2.1 Salary surveys shall be utilized in relevant labor markets. The University of Nebraska labor market is defined as an area of national, regional, or local scope encompassing a competitive market or relevant employer in which employees are either gained or lost.

4.2.1.1 Salary surveys shall be prepared at least annually under the direction of the Central Administration Human Resources Director. The survey will be used in the NU Values program as the basis to determine market relevance, per section 4.1.1, to justify request for salary increases of Office/Service and Managerial/Professional employees and to determine the allocation of salary increase funding to ensure equity in financial support.

4.2.2 Employees who are employed in a market-impacted position may have their rate of pay adjusted to the newly established range.

4.3 Administrative Changes in Salary

4.3.1 Advancement within the same Job Family Zone may occur because of the assignment and/or performance of additional duties within the same scope of their current position or an increase in the level of the employee's competencies relevant and exercised in their position. Salary increases within a zone may warrant an increase in pay up to 10%. Increases of more than 10% require prior approval from the campus Human Resources Director.

4.3.2 Promotion to a higher zone in the same Job Family may occur when an employee accepts or is re-assigned to a position that is in a higher zone. Salary increases for promotions may warrant an increase in pay up to 20%. Increases of more than 20% require prior approval from the campus Human Resources Director.

4.3.3 Salary increases for purposes described in 4.3.1 and 4.3.2 or 5.0 may not exceed 2 occurrences in a fiscal year without prior approval from the campus Human Resources Director. Salary Increases from the Legislature, normally given on July 1 each year, are not included in these two occurrences.

4.3.4 A Transfer occurs when an employee accepts a position in the same Job Family and Zone in a different Organizational Unit. Employees who transfer shall be treated as a new hire for pay purposes.

4.3.5 A Career Change occurs when an employee is re-assigned to a new Job Family. Employees who change careers shall be treated as a new hire for pay purposes.

4.3.6 A Voluntary Reduction occurs when an employee accepts or requests to be placed in a lower zone within the same Job Family. Voluntary reductions may require a pay reduction. Some circumstances, for example the rate of pay for other employees in the department, may be considered as reasons for a decrease in pay.

4.3.7 Demotions are corrective actions or disciplinary reductions in an employee's job assignment or pay. In the case of a demotion for cause, a decrease in the employee's pay is generally made. Organizational units must receive Human Resources approval before taking any disciplinary actions that affect an employee's compensation or employment status.

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5.0 Performance Increases

5.1 Employees may be granted increases in salary for performance. An employee must have worked in the same Job Family and Zone for at least six (6) months in order to be eligible for a performance increase. Performance increases shall be treated according to Sections 4.3.3 and 5.1 through 5.4. The total amount of performance increases given to an employee per year may not be greater than ten (10) percent.

5.2 All performance increases shall be supported by written evidence of the employee's performance, which is on file in the employee's personnel file.

5.3 Consistent with Executive Policy, performance increases shall only be granted on January 1 and July 1, if sufficient funds for such increases are available.

5.4 Performance increases granted under Section 5.0 are considered to be separate from any increase pursuant to the policies governing annual increases generated by legislative appropriations.

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6.0 Other Salary Adjustments

6.1 Adjustments in salary may be made to address factors other than those listed in 4.3.1, 4.3.2 and 5.0. Some circumstances, for example to recruit or retain an employee as a result of an offer by another employer, may be considered as reasons for an increase in pay. Salary adjustments of this nature may not exceed the established zone.

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7.0 Appeal Procedures

7.1 If there is a disagreement regarding the job family/zone assignment of a position, a request for additional review may be made by following the procedures listed in campus-specific policies. Decisions regarding job family and zone assignment may not be appealed through the formal grievance process.