Ohio Administrative Code › Title 3352 - Wright State University › Chapter 3352-5 - Personnel Policies › Section 3352-5-11 - Special salary adjustments for administrative (unclassified) staff

Current through all regulations passed and filed through July 1, 2024
(A)
								 Purpose. The purpose of this policy is to establish a
			 university decision-making process for all administrative (unclassified) staff
			 base pay wage adjustments other than the general annual increases. This process
			 includes instituting procedures to ensure that the same decision factors and
			 priorities are consistently applied.
(B)
								 Guiding
			 principles.
(1)
									 Requests for special salary adjustments for unclassified
			 positions shall be reviewed and pay adjustments may be made in January, May and
			 September. In general, wage adjustments for unclassified positions will not be
			 made at any other times.
(2)
									 Any request for a special salary action must be based
			 on one or more of the reasons:
(a)
										 To react to shifts in the competitive labor market
			 (i.e., hiring salary rate), for a specific position or category of positions
			 that are affected by an inequity, and immediate action is required to retain
			 and recruit qualified staff.
(b)
										 To correct pay
			 compression that occurs when the pay difference between supervisors and their
			 higher-level nonsupervisory subordinates becomes narrowed due to a collective
			 bargaining settlement, similar pay adjustment for nonsupervisory employees, or
			 due to other circumstances.
(c)
										 To correct an
			 internal inequity where two or more positions in different parts of the
			 university have substantially the same duties and responsibilities and require
			 equal skills and effort but have substantially different pay
			 rates.
(d)
										 To provide equitable compensation because of a change
			 in the value of a position resulting from a substantial addition of more
			 complex duties or significant expansion of responsibilities that do not
			 constitute a promotion of the incumbent. The mere assignment of new or
			 additional duties to an existing position is not a sufficient basis for a wage
			 adjustment. Rather, the fundamental purpose and value of the position must be
			 altered.
(3)
									 The university will establish an annual budget for
			 special salary wage adjustments.
(4)
									 This process is
			 not intended to restrict or limit the right of managers under current
			 university policy and practices to make internal promotions of unclassified
			 staff. An internal promotion that is not subject to this policy must meet all
			 of the following criteria:
(a)
										 The promotional position is a vacant, budgeted
			 position that is within the same department and that has been filled within the
			 last year, and it is not a new position that is being created or shaped for the
			 individual who is being promoted.
(b)
										 The person being
			 promoted has all of the qualifications that are typical requirements or
			 expectations for individuals who hold comparable positions within this field,
			 both internally and externally. These qualifications generally will be
			 specified within the position description.
(5)
									 If the internal
			 promotion does not satisfy the criteria in paragraph (B)(4) of this rule, a new
			 position must be established in accordance with department of human resources
			 procedures. A salary adjustment shall be determined in accordance with this
			 policy.