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Human Resources
Policies
Staff Classification and Compensation
DATE
ISSUED
07/01/97
DATE
REVISED
09/01/00
POLICY
Saint
Louis
University
is
committed
to
a
compensation
administration
philosophy,
which
consistent
with
its
mission
as
a
Catholic
Jesuit
institution,
will
strive
to
provide
fairness,
internal
equity,
and
competitive
pay
rates
for
the
purposes
of
attracting,
retaining,
and
motivating
employees.
These
procedures
and
guidelines
are
designed
to
promote:
- The
highest
possible
level
of
staff
performance
and
morale,
- Pay
levels
competitive
with
other
employers,
and
fair
and
consistent
pay
rates
within
and
between
departments,
- Effective
control
of
salary
and
wage
expense,
- recognition
of
and
reward
for
individual
abilities
and
performance,
- standard
methods
for
setting
and
applying
pay
rates,
classifying
positions,
hiring
employees,
and
changing
an
employee's
status
with
such
actions
as
raises,
transfers,
and
promotions,
- fulfillment
of
the
University's
responsibility
in
equal
employment
opportunity
and
affirmative
action,
and
fulfillment
of
the
University's
responsibility
to
federal
granting
and
contracting
agencies
that
standards
used
for
general
university
management
are
also
applied
to
grant
and
contract
activity.
SCOPE
All
Saint
Louis
University
staff
positions
not
covered
by
a
collective
bargaining
agreement
are
covered
by
these
procedures
and
guidelines.
Faculty,
student
worker,
and
major
administrator
positions
are
not
covered
by
this
policy.
PROCEDURES
AND
GUIDELINES
- Rate
Control
on
Budgeted
Salaries
The
rate
of
pay
for
any
employee
may
not
exceed
the
rate
for
that
position
as
contained
in
the
approved
operating
budget.
Budget
amendments
to
change
pay
level
must
be
made
in
accordance
with
University
policy.
- Position
Control
A
position
does
not
exist
unless
it
is
included
in
the
approved
budget
or
until
it
is
established
through
a
budget
revision.
All
budgeted
staff
positions
must
be
listed
with
the
Compensation
Office
of
Human
Resources.
It
is
the
responsibility
of
the
departments
to
file
a
position
description
with
the
Compensation
Office
for
each
new
or
revised
position.
The
authority
to
fill
any
new
or
vacant
staff
position
lies
only
with
the
administrator
of
each
major
division
and
the
academic
deans.
The
approved
budget
does
not
constitute
authority
to
hire.
- Hiring,
Assigning
Titles
and
Pay
Levels,
Exempting,
Transferring,
and
Promoting
No
commitment
to
hire,
assign
or
change
a
title
or
pay
level,
exempt
a
position,
or
change
to
another
position
is
to
be
made
without
prior
review
and
authorization
of
Human
Resources.
- Pay
Structure
and
Pay
Schedules
The
pay
structure
for
staff
positions
is
reviewed
annually
and
the
Compensation
Office
of
Human
Resources
makes
comprehensive
recommendations
to
the
President
and
the
Vice
President
for
Human
Resources.
These
recommendations
are
considered
in
establishing
pay
schedules
and
grades
for
the
next
fiscal
year.
Each
position
is
assigned
to
a
pay
range
that
has
a
base
rate
and
a
maximum
rate.
a.
The
base
rate
is
the
minimum
rate
paid,
upon
hiring
or
promoting
a
qualified
person
for
a
position
within
a
given
classification.
b.
The
maximum
rate
is
the
highest
rate
one
may
be
paid
for
a
position
within
a
given
classification.
The
range
between
base
and
maximum
rates
is
available
for
recommending
individual
pay
increases.
Each
adjustment
in
pay
is
based
on
improved
knowledge,
skills
and
productivity.
An
employee
whose
salary
has
reached
the
range
maximum
and
who
is
determined
eligible
for
a
merit
increase
will
be
granted
that
increase
as
a
lump
sum
payment
at
the
beginning
of
the
fiscal
year.
This
amount
will
not
be
added
to
the
employee's
base
salary,
nor
will
it
be
paid
if
the
person
terminates
before
the
paycheck
is
issued.
If
a
position
is
new
or
in
need
of
revision,
it
must
be
described
and
submitted
to
the
Compensation
Office
of
Human
Resources
for
evaluation
and
review.
Established
positions
are
reviewed
on
request
or
on
the
initiative
of
the
Compensation
Manager.
- Individual
Hiring
Rates
The
hiring
rate
for
an
individual
is
normally
the
minimum
rate
for
the
pay
grade
to
which
the
position
is
assigned.
Hiring
rates
above
the
minimum
are
determined
in
consultation
with
the
Employment
Office
and
the
Compensation
Office.
Such
variations
may
be
agreed
upon
if
they
do
not
create
pay
equity
problems
in
relation
to
other
employees
in
the
same
or
similar
jobs.
Salary
increases
will
not
occur
at
the
conclusion
of
the
probationary
period.
A
new
employee
may
be
allowed
to
start
at
a
level
above
the
base
rate
if:
a.
the
candidate
has
job
related
qualifications
in
excess
of
stated
minimum
requirements,
b.
the
person
is
advised
that
such
action
narrows
the
range
between
base
and
maximum,
and
c.
justification
for
the
higher
rate
is
documented
in
the
personnel
file
of
the
employee.
No
employee
will
be
paid
less
than
any
federal
or
state
mandated
minimum
wage.
- Work
Weeks
and
Hourly
Rates
for
Non-exempt
Employees
Workweeks
vary
because
departments
have
different
staffing
needs,
such
as
24-hour,
seven
days
per
week
coverage.
In
view
of
this,
hourly
rates
are
quoted
on
non-exempt
positions
to
make
accurate
comparisons
possible.
The
scheduled
hours
and
the
workweek
must
be
specified
on
the
Online
Employment
Requisition.
- Overlap
by
Replacements
In
some
positions
it
is
necessary
or
desirable
to
have
some
overlap
between
the
new
employee
and
the
employee
leaving
a
position.
The
maximum
overlap
is
one
week
for
non-exempt,
and
two
weeks
for
exempt
employees.
Necessary
funds
must
be
available
to
pay
both
employees.
- Position
Classification
Titles
Position
titles
are
assigned
in
consultation
with
the
Compensation
Office
of
Human
Resources.
Position
titles
are
to
be
used
on
the
Online
Employment
Requisition,
Electronic
Personnel
Action
Form,
Telephone
Directory,
and
all
other
official
documents
of
the
University.
If
a
title
presently
assigned
to
a
position
is
not
appropriate,
it
should
be
changed
with
consultation
between
the
department
and
the
Compensation
Office.
- Progression
Within
Pay
Grades
Annual
salary
increases
may
be
granted
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