Wage and Salary Administration – Non-Faculty
The University’s Wage and Salary Administration Plan is designed to attract, motivate, and retain employees. It is our further intent to allocate funds for wages and salaries in a fair and equitable manner based on evaluations of work responsibility.
Employee: This generally includes faculty and staff employees who are working on paid appointments by the University. It generally excludes students or temporary employees. For specific information on who is considered an employee, contact the Human Resources Department.
Supervisor: An employee designated by management who exercises major supervisory functions over another employee or employees. These functions include hiring, evaluating, assigning work, and disciplining employees.
In accordance with specific factors, positions have been classified into salary grades and salary ranges for each grade. We have a pay schedule for all grades, and these grades are periodically revised in order to remain competitive with the pay practices of local employers and comparable benchmark universities. Actual adjustment amounts will be based on availability of funds. DSU will pay employees within the range of salaries of their job’s salary grade. These policies are available in the Salary Administration Policies and Procedures Manual available in the Human Resources Office and offices of all managers and supervisors.
Each salary grade of the classification system is structured to provide a minimum rate and a maximum rate of pay. New employees generally are to be hired at the minimum of their job grade. Recommendations for beginning salaries above the minimum of the job grade must be reviewed and approved by the Director of Human Resources before such offers are made to the applicants. The maximum rate in a grade is the highest rate that shall be paid to an employee in that grade.
Annual increases in salaries and wages when available and approved by the Board of Trustees are effective July 1. Increases may be granted to all non-student employees who have completed the initial six months appraisal period and who are not on an extended appraisal, provided the performance evaluation indicates satisfactory job performance. If wage and salary scale adjustments are made effective July 1, employees in their probationary period will receive those scale adjustments.
A promotion occurs when an employee is moved to a job in a higher salary grade. Employees going from one grade level to the next should receive an adjustment of a minimum of five percent (5%) per grade increase in pay or receive the entry-level wage for the new position, whichever is greater, but not greater than the maximum rate of pay for the new grade.
A demotion occurs when an individual is moved to a job evaluated at a lower salary grade. Demotions may be due to poor performance, necessity of organization change, or developmental assignment. If an employee is put into a lower skill job due to poor performance in the higher level job, he or she will be paid at either the current pay level or, prior wage rate reduced five percent (5%) per grade, or at the maximum of the lower grade, whichever is less. If an employee is put into a lower level job due to a reduction in force or a developmental assignment, the employee should be kept at his or her current salary.
A transfer occurs when an individual is moved to a job in the same salary grade as the one vacated. In the case of a transfer, no salary adjustments shall be made.
All classified jobs are evaluated according to a formal, standardized plan. The Job Evaluation Committee with the assistance of the Director of Human Resources will periodically review all evaluations to ensure they accurately reflect each job’s current duties and responsibilities.
A job reclassification occurs when a job is moved to a different grade because the accountabilities have changed. Supervisory requests concerning job reclassification will be considered once a year; new positions will be evaluated on a need basis. If upon evaluation of the job, it is determined that the job is still within the same salary grade, no salary adjustment will be made. Reclassification of a job to a higher salary grade may be considered as a promotion for an employee and increase may be granted according to the guidelines discussed above. In the instance where an employee’s job is reclassified at a lower salary range, the salary will not be reduced; however, future increases and opportunity will be limited by the range resulting from the reclassification. Employees have the right to request a review of the evaluation of their job.
Upon initial employment, support staff employees shall be paid the pay level minimum of the position for which they are employed if only the minimum qualifications specified in the job description are met. Newly employed support staff employees with related and relevant experience surpassing the minimum qualifications shall be paid above the entry-level rate based upon the amount and quality of previous experience. Two and one half (2.5) percent will be added to the pay level minimum for each year of related and relevant experience up to a maximum of five (5) years or not to exceed ninety-three (93) percent of the midpoint of the pay grade level. Prior to making a formal job offer to an applicant, the employing department shall contact the Human Resources Department for assistance in verifying beginning pay rates. Exceptions to this policy must be submitted through the chain of command to the appropriate Vice President and approved by the Director of Human Resources.