This group of about 500 includes those who make the budget decisions or give key budget recommendations, such as deans, department heads and business officers. Those supervisors who may evaluate employee performance and make salary recommendations make up the third group. Other pay decisions, however, can be made as soon as the plan goes into effect next month. Human Resources will review the first round by Oct. 25 and thereafter on a quarterly basis. Schools and departments with 50 or more employees will need to form Compensation Management Committees comprised of key financial personnel to work on such plans.
Smaller groups can also form the committees.
In addition to training the groups' members, Human Resources will designate a compensation management expert to provide advice and guidance. In addition the department's needs and priorities must be taken into account, along with the budget implications of the action. Managers should also refer to salary reference data and might consider the market availability of qualified people. The dollars that are used to support salary actions such as promotions, reallocations and competitive offers come from existing agency budgets through turnover and vacancies. Under the new pay plan, the budgeting process will remain the same.