NU Values Program Overview
Job Families What is a Job Family? List of Job Families	Terminology/FAQ's Glossary of Terms FAQ's	Performance Engagement What is Performance Engagement?
Forms Salary Determination Job Description/Requisition (PeopleAdmin)	Compensation Staff Compensation NU Values Pay Structures Compensation Guidelines Salary Decision Guide	Core Competencies What are Core Cempetencies? List of Core Competencies
Job Analysis What is Job Analysis? Master Matrix Zone Assignment Matrix Factor Definitions Guidelines for Completing the Job Description	Policies/Procedures University-Wide NU Values Administration Policy Salary Administration Policy - Office/Service and Managerial/Professional	Key Behaviors What are Key Behaviors? Administrative & Business Operations Advising, Career & Student Services Facilities Planning & Operations Educational & Outreach Programs Food Service & Dietary Healthcare Information Technology Library Services Materials Management & Print Production Museum & Arts Public Relations, Marketing & Development Public Safety Research and Agriculture Sports and Recreation Television, Radio and Video Production Key Behaviors for All Families

Compensation Guidelines

1. Guidelines for Administering Compensation at UNL
2. Creating a New Position / Changing a Position Prior to Recruitment
3. New Hire Salary for a New or Refill Position
4. Pay Increase – Advancement Within Zone
5. Pay Increase – Promotion to a Higher Zone
6. Pay Increase – Market or Equity Adjustments
7. Pay Increase – Performance or Merit

Guidelines for Administering Compensation at UNL

Under NU Values the role of Human Resources (HR) shifts from approver of classification (pay grade) and pay rate decisions to that of a business partner, or consultant to unit leadership, assisting them as they make these decisions. This document provides some detail as to the procedural nature of this shift. Please note that HR will continue to monitor for compliance with state and federal regulations, as well as University policy and may be required to review documentation describing pay or zone placement decisions that are outside of certain policy and governmental parameters.

Under the old system, compensation decisions were initiated by requests routed through the unit leadership and approved by HR using either the Position Questionnaire form (in the case of classifications & reclassifications) or through salary discussions at the time of a job offer. In the old classification system, HR maintained documentation on classification and salary decisions.

Under NU Values system, unit leadership will hold the primary responsibility of ensuring that staff is compensated appropriately and fairly. HR will provide these leaders with the necessary resources to make decisions on job title, family and zone placement and salary. The unit leadership holds responsibility for making and documenting decisions in compliance with all laws, regulations and policies. HR will retain primary responsibility for determining market relevance, the employment category (managerial/professional or office/service) and the exemption designation (exempt/salaried or nonexempt/hourly-paid). In order to make these determinations, HR will acquire and maintain internal and external salary data, review all newly created positions, review all changes of zone or family, and review all salary changes that exceed policy guidelines. (See Salary Administration Policy – Office/Service and Managerial/Professional, Section 4.3 for specific guidelines.)

Creating a New Position / Changing a Position Prior to Recruitment

1. Unit leadership documents the duties of the new position using the Job Description form.
2. The unit reviews the new job description against the Master Matrix and against other similar positions in order to determine the Job Family, Zone and Job Title. Consult HR for assistance, if needed.
3. Unit forwards the new job description to hrclasscomp@unl.edu.
4. An HR staff member reviews the new job description and returns the following necessary information to the unit:
5. 1. Office Service or Managerial Professional employment status (per NU policy)
   2. Exemption designation (per interpretation of the Fair Labor Standards Act). HR may request additional documentation (Supplemental FLSA Form) in order to confirm exempt/salaried status.
   3. Position number
   4. Title code
   5. Zone placement confirmation
   6. Market salary report, if applicable and/or requested
6. Utilizing the market salary report, the unit sets the hiring salary rate or range and initiates the requisition to hire using the on-line HR requisition system.

New Hire Salary for a New or Refill Position

1. Unit leadership has the responsibility for determining the starting pay rate or the range of pay within which the starting pay will fall and communicate this rate on the HR Requisition authorizing recruitment to fill a new or refill a vacant position. Unit leadership should consult with HR in determining appropriate rate/range.
2. Upon request, HR will provide units with a market salary report detailing important information to consider when selecting an appropriate hiring salary. This detailed, position-specific report will cover a wide range of data, including:
3. • Entry, competitive, and performance salary ranges based upon external market data.
   • Internal (unit/department) salary data of same or similar positions.
   • Campus-wide salary data of same or similar positions.
   • Position turnover history.
4. Upon receiving acceptance of a salary offer from a candidate, the unit leader must document the salary decision rationale on the Salary Determination Form and forward it to HR prior to submission of the PAF.
   
   HR may intervene in a salary offer if it in any way creates a legal liability for the University.

Pay Increase – Advancement Within Zone

1. Unit leadership reviews and updates the job description and determines that the addition of duties, assignments, or employee competencies warrants advancement within the zone.
2. The unit leader determines an increase that is appropriate for the advancement and documents the rationale using the Salary Determination form.
3. Email/send the updated job description and salary determination form to hrclasscomp@unl.edu prior to submission of the PAF.
4. Changes involving any of the following issues must be reviewed by Human Resources:
   1. Employment status (a change between Office/Service and Managerial/Professional status)
   2. Exemption status (a change between hourly and salary status)
   3. New title code
   4. Change in title

5. If the unit leadership wishes to exceed the policy limits of 10% per action and/or 2 actions per year per employee, they must submit the Salary Determination form with rationale to HR for co-signature.

   HR may stop the pay change or change the amount if they determine that the change amount will create a legal liability for UNL.

Pay Increase – Promotion to a Higher Zone

1. Unit leadership reviews and updates the job description, and, upon reviewing the Master Matrix, determines that the addition of duties, assignments or responsibilities warrants promotion to a new zone.
2. The unit leader determines an increase that is appropriate for the advancement and documents the rationale using the Salary Determination form.
3. Email/send the updated job description and salary determination form to hrclasscomp@unl.edu prior to submission of the PAF.
4. Changes involving any of the following issues must be reviewed by Human Resources:
   1. Employment status (a change between Office/Service and Managerial/Professional status)
   2. Exemption status (a change between hourly and salary status)
   3. New title code
   4. Change in title
   5. Zone placement

   If the unit leadership wishes to exceed the policy limits of 20% per action and/or 2 actions per year per employee, they must submit the Salary Determination form with rationale along with the job description to HR for co-signature.

   HR may stop the pay change or change the amount if they determine that the change amount will create a legal liability for UNL.

Pay Increase – Market or Equity Adjustments

If unit leadership feels that staff pay is out of alignment with the market, or that internal pay equity issues exist, they are encouraged to contact HR to initiate a review of staff compensation.

Pay Increase – Performance or Merit

If unit leadership would like to give an employee an increase in pay based on performance or merit, please refer to the Performance Increase policy for request and documentation guidelines.

Quick Tips

• Anytime unit leadership changes a job description, forward an updated, electronic copy to hrclasscomp@unl.edu.
• If unit leadership makes any change in salary, a Salary Determination form must be completed and submitted to HR for review prior to submission of the PAF.
• Unit leadership may request any non-pay impacting changes, such as changes to a working job title, via email to hrclasscomp@unl.edu.