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Section 100:
Section 200:
Hiring and Employment
Section 300:
Employee Relations
Section 400:
Professional Conduct
Section 500:
Employee Development
Section 600:
Time Away From Work
Section 700:

701: Compensation Policy Statement and Objectives

702: Compensation Policy Definitions

703: Job Analysis and Evaluation -- Assignment of Pay Grades to Jobs

704: Salary Ranges

705: The Normal Hiring Range

706: Promotion, Lateral Transfer and Demotion

707: Merit Increases

708: Special Recognition Awards and Other Salary Increases

709: Call Pay

710: Differential Pay

Section 800:
Work Hours and Pay Practices
Section 900:
Health & Safety
Section 1000:
University Policies
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Human Resources Manual > Compensation > Compensation Policy Definitions
Policy Number: 702 Effective Date: 7/1/99
New: Revised: x

702.1 STATEMENT The terms defined in this policy apply to the University's compensation policies and procedures.
702.2 DEFINITIONS 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.

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)

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.

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.

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