Salary Determination

To meet the objective of recruiting and retaining the most qualified staff, Human Resources will work with department/unit leaders to ensure that all relevant salary information is taken into account when making a salary determination.

  • Entry, competitive, and performance salary ranges based upon external market data are established. The following shows a visual interpretation of how the market values the position at different stages of the incumbent's career.

    Table of ranges for example

  • Internal (unit/department) salary data of same or similar positions are factored into any pay change decision.
  • Campus-wide salary data of same or similar positions is provided as a useful guide to what the University is paying for a job.
  • Position turnover history is provided to identify the potential availability of qualified workers and to gage the competitiveness of past pay practices.
  • Funding availability is an important limiting factor that the Leader will consider.
  • Relative value of the position to the unit is a special criterion that may influence the pay for a job perceived to be highly critical to the unit.
  • Other information that contributes to sound pay decisions will be factored in as needed. (Example – unique qualifications/certifications of the incumbent, incumbent competencies, length of service to the University, etc.).

In order to assist organizational unit leaders with the important task of documenting the reasons used to determine an appropriate salary, the Salary Determination Form must be completed and filed with other related personnel documents. You can use the Salary Decision Guide for assistance.