Ohio Administrative Code › Title 3342 - Kent State University › Chapter 3342-6 - Administrative Policy on Awards and Compensation for University Employees › Section 3342-6-08.1 - Administrative policy and procedures regarding the compensation of administrative and professional salaried employees

Current through all regulations passed and filed through July 1, 2024
(A)
								Authority and
			 responsibility. The board of trustees has final approval over maintenance of
			 the base pay structure and annual salary increase pools. The administrative and
			 professional base pay program will be administered by the director of talent
			 management under the direction of the vice president for human resources. Job
			 descriptions will be maintained by the compensation unit. Any changes in job
			 descriptions or job functions should be reported to that office so that
			 descriptions may be kept current. It is the responsibility of each department
			 head to ensure that current job descriptions are on file with the compensation
			 unit. It is the responsibility of each appointing authority to promote the
			 consistent application of the administrative and professional base pay program,
			 thereby supporting the compensation practices and objectives of Kent state
			 university. Consultation with the compensation office is recommended before a
			 final base pay determination is communicated to a current or prospective
			 employee.
(B)
								Base pay structure. The base pay structure provides a
			 framework for determining and administering base pay. The key parameters of
			 this structure are the pay grade, the pay grade midpoint and the salary
			 range.
(1)
									Pay
			 grades and the assignment of jobs to those grades reflect significant, relative
			 differences in positions across and within the divisions of the
			 university.
(2)
									The salary range midpoint represents the university's
			 desired competitive position relative to the external market and the
			 differences between pay grade midpoints are sufficient to provide continuing
			 incentive for promotion to higher positions.
(3)
									The pay range
			 spread, which covers the distance from the pay grade minimum to the pay grade
			 maximum, is sufficient to allow recognition of individual development and
			 performance improvement. The progression of an employee's pay within a pay
			 range is dependent upon job performance. The minimum and maximum of each pay
			 range represent the minimum and maximum values, respectively, to the university
			 of all jobs assigned to that particular pay range.
(4)
									Employees should
			 be paid at least the minimum salary for their position, provided that the
			 minimum requirements of that position are met.
(5)
									Normally,
			 employees will not be paid more than the maximum of the range established for
			 their position. The president of the university must approve any salary above
			 the salary range maximum.
(6)
									The salary structure shall be reviewed periodically to
			 maintain its internal equity and external competitiveness. Any recommended
			 revisions in the structure will be presented to the executive officers for
			 review and subsequently, to the board of trustees for approval. When
			 adjustments are needed to maintain competitive levels, a revised salary
			 structure will be established. Adjustments to the salary structure as a whole
			 will not change the pay grade assignments of individual positions. Revisions in
			 the salary structure will not result in automatic across-the-board increases in
			 individual compensation for employees.