Ohio Administrative Code › Title 3339 - Miami University › Chapter 3339-20 - Civil Service Appointments › Section 3339-20-05 - Miami university classification and pay program policies and procedures

Current through all regulations passed and filed through July 1, 2024
(A)
			 Classification plan
The university shall establish, and may modify or rescind, a
				job classification and pay plan for all positions in the classified civil
				service at Miami university. The university shall group jobs within a
				classification so that the positions are similar enough in duties and
				responsibilities to be described by the same title, to have the same pay
				assigned, and to have the same level of qualifications for selection applied.
				In some cases, the physical requirements for a classification may vary based
				upon the essential duties assigned within the work unit.
Classification titles are assigned to each classification
				within the classification plan, but specific positions may be assigned
				parenthetical titles to further describe the types of duties performed. The
				university shall describe the duties and responsibilities of the class,
				establish the qualifications for being employed in each position in the class,
				and file with the state a copy of specifications for all of the
				classifications. The university shall file new, additional, or revised
				specifications with the state.
(B) Pay zones
The university shall assign each classification to a pay zone
				based upon the type of duties performed. Classifications that have a similar
				level of responsibility and qualifications will be placed within the same pay
				zone. The university shall establish a minimum, maximum and market reference
				points for each pay zone. In cases where unusual market conditions exist
				causing excessive turnover and/or failure to attract qualified candidates, the
				university may establish special market ranges for those specific
				classifications.
(C)
			 Compensation
An employee's total rate of pay shall comprise of two
				components, base pay and premium pay. Premium pay is established through the
				employee's participation in the university's job enrichment program. Base pay
				is the rate of pay that excludes any premiums. Employees are paid the
				combination of base and premium for all hours reported. Employees retain
				premium pay at the same level should the employee accept a demotion, promotion,
				lateral more or lateral transfer. Premium pay shall not be included in
				determining if an employee is at the pay zone minimum or maximum.
(D) Hiring rates
Reflects the salary which an incumbent is provided upon
				entering the job, influenced by range widths and the fact that wider ranges
				require more latitude.
(1) External
			 candidates
A newly hired employee's base rate shall normally be set at the
				minimum of the pay zone. In cases where circumstances necessitate, a starting
				base rate may be greater than the minimum, but not exceed market reference
				point b. Criteria for determining when such an exception, known as zone
				penetration, may be made must be documented and shall include one or more of
				the following: qualifications of the candidate, number of qualified applicants
				identified, cost and length of time associated with the recruiting campaign,
				and/or the pay relationship to other employees within the job class or
				comparable job class who possess similar qualifications.
Starting rates above the minimum, but not exceeding market
				reference point A shall be subject to department head approval. Starting rates
				exceeding market reference point A shall be subject to vice president (or
				designee) level approval.