Comparative Midpoint Ratio or Compa Ratio
This is an index of where an individual salary is located within a
salary range. The "compa" ratio is the salary of an incumbent expressed
as a percentage of the midpoint of the salary range.
Example:
An individual with a salary of $30,000 per year occupies an Administrative
Assistant position (grade 7). The salary range for grade 7 is $25,880
(minimum), $32,350 (midpoint), and $38,820 (maximum). The individual's
compa ratio is determined by dividing his or her salary by the midpoint
of the range and multiplying by 100:
$30,000 (salary) X
100 = 92.7% (compa ratio)
$32,350 (midpoint)
Level/Grade
The level/grade is a placement in the University's pay structure, based
on the relative content of a position, market competition and available
financial resources. Salary ranges change as conditions warrant (see
policy on SALARY
RANGES). Levels/grades change only when the position changes.
Job
A job is a group of positions with the same title that perform similar
work; require similar skills, job knowledge, education and experience;
and have comparable responsibilities and complexity. Such positions
are compensated similarly.
Job Description
A job description is a written record of the major tasks, responsibilities,
and work conditions of each job. The job description provides documentation
of the essential functions of the job and the bases for performance evaluation
standards.
Job Evaluation Committees
The University has three standing committees that hear appeals by departments
on job evaluation issues. One committee evaluates Office and Technical
Support (OTS) jobs; the other reviews Management, Administrative, Professional
(MAP) jobs and the third reviews Academic and Administrative Professional
(AAP) jobs. Representatives of various campuses and functions within
the University and Hospital serve on the committees.
Academic and Administrative Professional (AAP)
A group of University positions that deal directly with the intellectual
substance of the curricular and research functions of the University, advise
on academic matters or are responsible for other aspects of student life
that support students' academic success or supplement their curricular
activities. Administrative and Academic Professional positions are
grouped into distinct job families: Academic Administration, Student Services,
Academic Program/Direction/Support/Research, Libraries, Athletics, and
Business/Management/Administration.
Some Academic and Administrative Professionals, with appropriate academic
degrees, hold adjunct appointments in academic departments of the University
as an occasional or regular element of their jobs, and therefore serve
as officers of instruction. It is understood that such employees
do not have "ordinary faculty" status, and that such teaching does not
normally amend their salary compensation. Nevertheless, the University
encourages, supports and benefits from such teaching commitments, and believes
that this teaching strengthens the partnership with ordinary faculty in
carrying out the mission of the University.
Management, Administrative, Professional (MAP)
A group of University positions that directly supervise staff employees;
require substantial planning, directing, and organizing as primary decision
makers; and/or require professional knowledge that is equal to a bachelor's
degree plus several years of experience or graduate study.
Office and Technical Support (OTS)
A group of University positions that provide administrative, office,
or technical support in a research or specialized technical field.
Office and Technical Support (or OTS) positions may require knowledge up
to a level equal to a bachelor's degree.
Positions may be exempt or non-exempt based on applicable criteria.
Position Description (PD)
A form used for collecting information about individual jobs.
It should be signed by appropriate representatives from the department.
Exempt and non-exempt employees
An exempt employee is one who is exempt from coverage of the
maximum hours and overtime provisions of the Fair Labor Standards
Act of 1938, as amended. Such an employee meets one of the three tests
for exemption stated in the Act, and further defined in the Code
of Federal Regulations, and is paid on a salaried basis. The three tests
provided in law pertain to an employee's status as an executive employee,
an administrative employee, or a professional employee.
Employees not meeting the above tests are non-exempt, and must
be paid on an hourly basis. Moreover, any employee who is paid
on an hourly basis is non-exempt, whether or not his or her work
meets the tests for exemption. |
