Compensation Resources

HR's Compensation Department offers a number of services to assist managers, HR leaders and HR Reps with their compensation administration.

Job Classifications

As business needs change, new job classifications are often required. Compensation staff can work with you to research new positions and determine competitive pricing within our salary structures.

When classifying positions, the following information will be needed:

  • Job description
  • Reporting structure
  • Estimated budget
  • Organizational charts

Employee Job Changes

Compensation staff can also assist when employee job changes are needed. Job changes include:

  • Reclassifications – when an employee's position has grown or evolved over time, such that a new classification is needed. The employee's current position is not backfilled.
  • Promotions – when an employee moves to a completely new position and their current position is backfilled.
  • Demotions – when an employee moves to a position, generally in a lower range. Demotions may be voluntary or involuntary, and generally involve a reduction in salary.
  • Lateral moves/transfers – when an employee moves to another position without a change in grade. Generally, an employee's salary does not change with a lateral move.

To submit a job change request, use our online portal. This allows the compensation team to generate an eHRAF once approved.

All job changes require that a thorough rationale and documentation be provided to the compensation department to support the request.

Merit Increases and Pay Adjustments

Compensation staff administers the annual merit increase program. Merit increase percentages are established by university leadership and schools/units are encouraged to differentiate merit increases based on performance.

Each year, the compensation department distributes extensive communications and resources to assist in the merit increase planning and implementation process.

Pay adjustments are used to address such issues as equity concerns, aligning an employee's pay to a more appropriate relationship with the range midpoint, recognizing new/additional duties assumed over time, or better aligning an employee's pay with market. Your compensation representative will work with you on any situations potentially involving pay adjustments.

Out of Class Pay

Out of Class Pay (OCP) is a temporary salary increase for when an employee is assuming the duties of another position (of a higher grade) that may have been vacated, or when another employee is on an extended leave. OCP situations should be no less than thirty days, and generally not greater than six months. When the OCP arrangement ends, the temporary increase also ends. The employee’s salary is adjusted to their salary prior to the temporary assignment.

Merit increases and base salary adjustments are calculated on an employee’s base salary (salary prior to receiving OCP). The employee will still receive the dollar value of the original OCP.

Prior to communicating OCP to an employee, please discuss all OCP situations with your compensation representative including who will be receiving OCP and which position is currently vacant

Supplemental Payments

There are many types of supplemental payments and all are processed through the payment request system. Examples of supplemental pay are:

  • Bonuses (spot, performance, sign-on, project, incentive, etc.)
  • Extra Duty Pay
  • Award payments
  • Honorariums

To learn more about bonuses, read our useful guide to the various types of bonuses:

View Bonus Guidelines