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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 > Special Recognition Awards
Policy Number: 708 Effective Date: 11/1/98
New: x Revised: x

708.1 STATEMENT Additional pay may be granted to employees in certain cases where job performance greatly exceeds normal levels.  Other salary adjustments may also be made to resolve salary inequities, meet market conditions, or for other reasons.
708.2 PHILOSOPHY The University seeks to recognize through special compensation employees whose work or working conditions are exceptional.  Additionally, the University recognizes the importance of adjusting pay to resolve inequities.
708.3 PROCEDURES Special Recognition Awards
When employees distinguish themselves, their departments, or the University, by exceptional job performance, special bonus pay may be awarded.  In such cases, a lump-sum award may be made in an appropriate amount recommended by the department head and approved by the appropriate Vice President or the Provost.

The special recognition award does not affect the employee's base salary. 

Special Situations for Exempt Employees
In certain circumstances, additional pay may be awarded to an exempt employee whose workload has significantly deviated from the job's normal expectations.  Examples of special situations include: long-term special projects; significant accomplishments, assigned work in another department; and performing a specific job or function that is significantly different from the position for which the employee was originally hired.  Supervisors who wish to recognize these special situations should consult with Human Resources for direction and guidance before arranging for additional pay.  These payments must be approved by the appropriate Campus Finance Office.

Other Salary Increases
Occasionally, a department may adjust specific salaries to resolve inequities or meet job market conditions.  These adjustments do notinclude normal merit increases, promotions, transfers, general wage adjustments, or job reevaluations.  This mechanism can be used to reward employees who have salaries that are at or near the maximum of their pay range. 

Department heads may make such salary adjustments if funds are available (other than funds budgeted for merit increases).  Such salary adjustments must be coordinated with the appropriate Human Resources department and approved by the appropriate Campus Finance Office.

708.4 RESPONSIBILITY Each Human Resources department administers the University's Special Recognition Awards and Other Salary Increases policy.  Human Resources and other University departments follow the procedures outlined above.
708.5 RESOURCE Contact the appropriate Human Resources department if you have questions or if you would like more information about this policy.

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