| Memo to: | All UH-Downtown/PS Holders | UH-Downtown/PS 02.B.08 | |
| From: | Max Castillo, President | Issue No. 1 | |
| Subject: | Staff Salary Guidelines Policy (Non-Faculty Employees) | Effective Date: 8/l/96 | |
| 1. PURPOSE This PS provides a general framework for staff salary determination processes within the University of Houston-Downtown. |
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| 2. POLICY/PROCEDURES | |
| 2.1 The primary objective of this policy is to assist in attracting, retaining, and motivating qualified staff employees through the annual review of salaries and the salary adjustment process. This mechanism is based primarily on the University's goal of providing career incentives, motivating top performance, and insuring equity in all positions. | |
ANNUAL REVIEW OF SALARIES |
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| 2.2 The annual salary review process promotes the evaluation of internal salary levels as compared to the University of Houston components and the external job market. | |
| 2.3 The starting salary for new staff employees varies with the experience and education possessed in relation to the minimum required qualifications. | |
| 2.3.1 A new employee meeting only the minimum required qualifications for the position will be hired at the minimum starting rate. | |
| 2.3.2 The maximum rate for a new employee shall not exceed 20 percent above the minimum rate for the level or 5 percent less than the mid-point for the same level, whichever is higher. | |
| 2.3.3 All salary offers which exceed the minimum starting rate must be approved by the Assistant Vice President of Human Resources and the appropriate vice president prior to extending the offer. | |
SALARY ADJUSTMENTS |
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| 2.4 Determination of salary adjustments is made annually in conjunction with preparation of the annual operating budget. | |
| 2.5 Decisions on all salary adjustments must be implemented in accordance with applicable state and federal laws and regulations. | |
| 2.6 Several factors shall be considered in the determination of salary adjustments: | |
| 2.6.1 Merit increases as a recognition of performance; | |
| 2.6.2 Assignment which affects the scope of responsibility
and authority; and 2.6.3 Equity adjustments to insure internally equitable salaries and competitive salaries with employment opportunities outside the institution. |
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| 2.7 The recognition of meritorious performance shall be the dominant consideration in annual salary reviews and adjustments. Merit increases must be within budget guidelines and based upon assessment of each employee's performance in accordance with PS 02.23, Staff Performance Evaluations Policy and PS 02.27, Administrative Staff Evaluation Policy. | |
| 2.8 Assignments affect the scope of responsibility and authority of the employee, contrary to transfers, where the employee normally retains the same classification and salary level. Assignments are commonly effected through promotions and demotions. | |
| 2.9 Promotions are defined as a change in duty assignment of an employee from one classification to another classification within a higher salary range. To be considered for a promotion, the employee must meet the minimum qualifications for the higher classification. Promotions normally involve a salary increase to the minimum starting rate of that classification. | |
| 2.9.1 If the current pay rate of the employee being promoted is less than the midpoint of the range of the higher classification, his/her educational and experience qualifications will be evaluated by the Assistant Vice President of Human Resources to assess the new salary rate. | |
| 2.9.2 Depending on his/her qualifications, the new pay rate may be set at 20 percent above minimum or 5 percent below the midpoint of the range for that level, whichever is greater, subject to funds availability. | |
| 2.9.3 If the current pay rate of the employee being promoted is greater than or equal to the midpoint of the range of the higher classification, the rate of pay will remain unchanged or, with prior approval by the Assistant Vice President of Human Resources and the Vice President for Administration, the rate may be increased by no more than 5 percent. | |
| 2.10 Demotions are reassignments to positions having a lower level of duties and responsibilities and a lower salary range. The employee's salary shall be reduced to an appropriate amount in the new range as agreed upon by the employee supervisor(s) and the Assistant Vice President of Human Resources. | |
| 2.10.1 Voluntary Demotion. If an employee volunteers for a position at a lower salary than the employee is currently receiving, the employee's pay will be reduced by the percentage difference between the salary rate (hourly) of the higher level job and the salary rate (hourly) of the lower level job, computed for the salary rates at the mid point of both levels. In no case will the employee's salary rate be reduced to a rate below the minimum salary for the level of the job to which the employee is being transferred. | |
| 2.10.2 Involuntary Demotion normally follows the same procedure outlined above for "voluntary" demotions. However, because of the variety of possible circumstances that may surround the involuntary demotion, each situation will be handled on a case by case basis. Each situation must be reviewed and approved by the Assistant Vice President of Human Resources and the Vice President for Administration. The review will be conducted carefully and fairly to insure equity and consistency. | |
| 2.11 Equity adjustments are intended to bring parity among equivalent positions within the University of Houston and to strive for comparable salaries with employment opportunities outside the institution. | |
| 2.12 Mid-year salary adjustments are permitted only as exceptions to the general principle of annual salary reviews. | |
| 2.13 Mid-year salary adjustments may be allowed to retain highly-valued employees whose change in rank and/or work assignments result in increases or decreases in responsibility and authority. All such changes are subject to review and recommendation through established channels and must be submitted to the Board of Regents for approval. | |
| 3. REVIEW AND RESPONSIBILITIES | |
| Responsible Party (Reviewer): Vice President for Administration | |
| Review: Biennial | |
| Reprint of original policy statement. Signed original on file in the President's Office. | |