Prior to filling a position, unit leadership has the responsibility for determining the hiring pay rate or range of pay within which the starting pay will fall. Unit leadership should consult with HR in determining appropriate rate/range.
Hiring rate/ranges are documented within the development of the online job description in PeopleAdmin for all new positions and for vacant positions that require updating or reclassification. Hiring rate/ranges for refills without reclassification of position are documented as part of the online requisition system.
Upon request, HR will provide units with relevant information to consider when determining appropriate hiring rate/range. This position-specific information may cover a wide range of data, including:
- 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.
The rationale for salary offers that exceed the established hiring rate/range must be documented on the Salary Determination Form and forwarded to HR prior to submission of the PAF.
Employees who transfer to a different organizational unit are treated as new hires for pay purposes.