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In-Range
Salary Adjustments for SPA Employees
Western Carolina
University, subject to availability of funds and consistent with State
law and policy, will grant in-range salary adjustments to SPA employees
in permanent positions in order to recognize job changes, establish
equitable salary relationships, and/or respond to labor market conditions.
Such an adjustment is a change within the salary range established
by the State Personnel Commission for the classification of the position
occupied by the employee.
Decisions made
in connection with this program must be consistent with the University's
commitment to equal opportunities for all employees, without discrimination
on the basis of race, religion, national origin, sex, age or disability.
The Chancellor
has delegated to the Vice Chancellor for Business Affairs responsibility
for oversight of salary reserves that may be available to the University.
A portion of these reserves may be used to award in-range adjustments.
The Office of Human Resources (OHR) is the unit responsible for administering
the in-range adjustment program. Deans, directors, and department
heads, with approval of the appropriate vice chancellor, may propose
in-range adjustments. Proposals may be submitted at any time, but,
except for emergencies, will be held for consideration by OHR on a
semi-annual schedule. This will afford opportunity to give equitable
consideration to relative strength and urgency among proposals submitted,
thereby enabling the University to make best use of reserves which
will rarely, if ever, be sufficient to fund all who qualify. In evaluating
proposals, OHR will consider outcomes of other salary increase programs,
organizational priorities, availability of funds, and fairness within
the overall employee population. Division heads will be asked to rank
submittals from their division in priority order. Guided by these
priorities and the criteria established in this policy, OHR will recommend
University-wide priorities for in-range adjustments.
In-range adjustments
may be warranted in the following circumstances (subject to availability
of funds):
1. Job Change
To compensate
an employee for duties and responsibilities, as documented in the
employee's position description and work plan, which
a. either
have changed to a significantly higher level, but are not sufficiently
changed to justify higher salary grade through reclassification
or a salary range revision; the employee must already be successfully
performing the additional duties; or
b. are at
approximately the same level, but have significantly increased
in variety and scope of duties and/or accountability of the employee.
2. Equity
In certain
situations, in-range adjustments may be recommended in order to
establish equitable salary relationships among employees performing
the same type and level of work considering education, skill, related
work experience, length of service and performance level. Equity
is generally measured by comparison to other employees in the same
classification. However, when that basis for comparison is not available,
consideration may be given to related classes and corresponding
salary grades, or other criteria determined to be relevant by the
Director of Human Resources and the Office of State Personnel.
3. Labor
Market
In-range adjustments
based on labor market conditions are intended to deter attrition
that occurs due to non-competitive salary or other conditions adversely
affecting retention of key employees.
4. Conditions
that Limit the Amounts of In-Range Adjustments
- The amount
of an in-range adjustment should be consistent with the employee's
related training and experience and the nature and magnitude of
job change. An in-range adjustment may not be based on duties
and responsibilities which have already been recognized through
a previous salary adjustment.
- The amount
of an in-range adjustment may not equal more than a 10% salary
increase within a one-year period.
- The amount
of an in-range adjustment may not result in the employee's salary
exceeding the maximum of the current salary grade.
- An in-range
adjustment must not create significant salary inequities with
other employees.
- An employee
may not receive an in-range adjustment for the addition of duties
which are contained in the position description and related classification
of another position.
Detailed procedures
for administering this In-Range Adjustment Policy will be developed
in accordance with State Personnel policy by the University's Office
of Human Resources.
Formerly Executive
Memorandum 97-122
Initially approved October 27, 1997
Administering office: Human Resources
Posted June 08,
1999
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