How are pay scales decided? Market research? relative to others with the same title?
Pay structures are based on competitive practices (market/surveys) and internal equity considerations and provide the possibility for progression to more responsible jobs with higher and broader pay ranges. The structures are intended to accomplish the following functions:
1. Define the competitive pay for the university to the relevant external market for jobs and job families;
2. Establish differential pay levels between jobs to recognize differing demands; and
3. Establish lower and upper limits of value for each job.
Benchmark job: A job with characteristics that can be found in other job classifications so that it can serve as an anchor for related jobs above or below, or comparable to it. Typically, benchmark jobs are used for making pay comparisons either within the organization or to comparable jobs outside the organization. MAPP 02.01.01
Why are many of the job descriptions and titles generic across vastly different departments in the University?Positions which involve substantially the same kind of work, equivalent levels of difficulty and responsibility, and require comparable experience and training, will be grouped together into a single job class. SAM 02.B.01
Can I change my employee's position from hourly to monthly?
No, the job your employee is slotted in is classified as exempt or non-exempt in accordance with FLSA standards.
Compensation performs a standard duty test to determine whether or not a job is exempt or non-exempt.
How come my hourly paid employee can’t receive additional compensation pay for performing extra duties?Non-exempt employees are eligible for overtime and are paid for all hours work over 40 in a workweek.
It’s my budget, how come I can’t create a job at the pay grade I want and hire a potential employee at the salary I want?It is the responsibility of Compensation to determine the market value of a job. That determination also includes ensuring that future employees are brought in at the appropriate salary level, in accordance with the UH salary structure, as well as ensure equitability across the University.
Do I have to complete an ePerformance document for my employee if they’re still on probation?
An ePerformance document is required for all employees who started with the University on 9/1 or before.
If the employee started 9/2 or after, then the employee is not required to have an ePerformance document completed.
Does my employee have to complete their Self Evaluation?
While HR hasn’t made it mandatory for employees to complete their self-evaluation, it’s strongly recommended that they do so their input is documented.
If the Division/College/Department has internally made it mandatory for employees to complete their self-evaluation, then yes they have to complete it.
My employee terminated, but I still see their current year ePerformance document in my queue.You can cancel the document yourself, or you can send an email request to Compensation and they can cancel it.
I accidentally cancelled my employees ePerformance document, how do I get it back?Reach out to Compensation and they can re-set the document for you.
I’m a new Manager and I want to review my employees prior year ePerformance documents, how do I view those?Reach out to Compensation and they can transfer the employees prior-year documents to you.
My Post Doc employee doesn’t have an ePerformance document, why?Post Doc employees aren’t required to have an ePerformance document and are therefore excluded from having a document automatically created. If you would still like to evaluate your Post Doc employee, you’ll need to specifically request Compensation to create an ePerformance document. While Compensation will create an ePerformance document for your Post Doc employee, they are still excluded from the merit process.
Job Review Process
What is the difference between a reclassification and a promotion?
A reclassification is an audit/review of a position that indicates a significant change in job duties and level of responsibility and can result in a change in the job title and pay grade/level (up or down). It is a job or position (as opposed to an individual) that is reclassified; therefore, the position may be filled or vacant when reclassified. SAM 02.B.01
Promotion: advancement with a defined career path. SAM 02.B.04
A staff member whose position is reclassified to a class having increased responsibilities or complexity of duties and in a higher salary range, and who is eligible to remain in the position, is considered to have been promoted as a result of the reclassification. The staff member’s compensation upon such reclassification will be in accordance with the policy governing promotions. SAM 02.B.01
Reclassification: A change in a position’s job title and/or grade level based on a significant change in the duties and level of responsibility, as revealed in an audit or review of the job by the Human Resources Department. MAPP 02.01.01
Promotion: A change in duty assignment from one job to a new job in a higher pay grade, which involves a higher level of responsibility and higher job requirements, and usually involves an increase in pay. Generally, promotions are the movement within the same job family or following a defined career path. MAPP 02.01.01
Can I request a job review for my employee if he or she did not receive a merit increase?
My employee's job duties no longer align with their job description in the system, what should I do?
- Have the employee complete a JAQ that details the job duties they are currently performing.
- Forward the JAQ to your Business Office for review and consideration.