Edit Georgetown University home pageSearch: Full text searchSite Index: Find a web site by name or keywordSite Map: Overview of main pagesDirectory: Find a person; contact usAbout this site: Copyright, disclaimer, policies, terms of use Georgetown University: Human Resources Policy Manual
Georgetown University  |    Human Resources
Search Policies:
By KeyWords

Section 100:
Introduction
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:
Compensation

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
Printer Friendly Version [Click Here]

Human Resources Manual > Compensation > The Normal Hiring Range

Policy Number: 705 Effective Date: 11/1/98
New: Revised: 11/1/07
     
705.0 POLICY THE NORMAL HIRING RANGE 
705.1 STATEMENT The University has established normal and maximum hiring ranges for positions.  These are based on salary grades and the qualifications and expected performance of newly hired individuals.  This policy applies to all Georgetown University staff employees.
705.3 PROCEDURES
The normal hiring range for any position is arrived at through a careful consideration of the prevailing wages in the appropriate labor market and an analysis of the internal equity within the hiring department and elsewhere in the University. 

Minimum Hiring Salary
The minimum hiring salary is the minimum of the salary range for the grade.

Salary Placement for New Hires 
Three major factors determine the starting salary for the job candidates: 

  • careful consideration of the range for prevailing wages in the appropriate labor market; and
  • the expected performance level of the individual based on qualifications, education, training, skills and experience; and
  • the rates of pay of other employees in the department and elsewhere in the University

Other relevant factors may be considered in appropriate cases.

Human Resources will make salary level recommendations to departments based on assessments of the experience, education, and training of the candidates to be hired, the prevailing wages in the appropriate labor markets, and the current compensation levels of others in the hiring department and in similar jobs across the University.

 

705.4 RESPONSIBILITY The University Human Resources department develops, administers and interprets the University's compensation policies. 
705.5 RESOURCE Contact the appropriate Human Resources Generalist if you have questions about this policy or if you would like more information. 



  Human Resources, 37th & O St, Georgetown University, Washington, DC 20057
Phone: (202) 687-2500 Fax: (202) 687-2389 Email: Contact Us