Compensation

Procedure 30: Salary

Examples of Situations Requiring an Equity Adjustment

  1. To retain key individuals who receive a bonafide job offer elsewhere and whose experience or special skills are uniquely critical to a program or to the completion of high priority projects.
    • Is the competing offer for a position at approximately the same level of responsibility?
    • How does the total compensation package compare?
    • What impact would a counter-offer have on internal equity?
    • If equity is thrown out of alignment, are funds available to restore equity?
  2. To correct an unacceptable salary inequity between an employee's salary and the average salary of similar positions in the market. The market rate is determined through valid survey sources and salary history requirements of the qualified applicant pool.
  3. To correct an unacceptable internal salary inequity/compression between positions that are of comparable worth in the department. Comparable worth is defined as equivalent knowledge, skill, abilities, effort, and responsibility absent differences caused by performance, market, and length of service.
  4. To remedy compression problems resulting from the collective bargaining process (when the pay differential between supervisors and other non-represented positions and the pay of represented employees is too small to be considered equitable).
  5. To compensate for the supervision of additional staff who have a higher salary. Note: Direct reports receiving more pay should not automatically be considered an inequity. For example, a Programmer may demand a higher pay level due to market considerations based on technical skills. If the supervisor does not possess the technical skills, an inequity in salary may not exist.
  6. To compensate for a substantial increase in ongoing responsibilities that are not sufficient to warrant a reclassification.
  7. To compensate for position-related skill acquisition that represents more than normal job growth.
  8. To correct inequities created when new hires are appointed at a higher salary rate than current employees in the same classification within a particular department.