Frequently Asked Questions - Exempt
Q. How has the University modified the Exempt compensation model for 2012?
Q. How were the new salary ranges determined?
Q. What is the general market increase for 2012?
Q. What is an individual market increase and who is eligible?
Q: How does the merit recommendation process work?
Q: What are the new salary ranges effective March 1, 2012?
Q: Is market information for individual positions used to adjust individual salaries?
Q: What can an employee do if they disagree with the placement of their salary in relation to the midpoint or if they believe that they are fully proficient in their position and should be at the market midpoint?
Q: When will individual market adjustments and merit adjustments be applied?
Q. What is the Annual Position Review process?
Q. What is the deadline to submit an Annual Review form?
Q. What information should I provide in the Annual Position Review application?
Q. How has the University modified the Exempt compensation model for 2012?
A. The changes to the exempt compensation model for 2012 align with the changes that have been applied in previous years. In summary they include:
Q. How were the new salary ranges determined?
A. The exempt compensation model focuses on market based competitiveness to ensure salary ranges are appropriately aligned to attract and retain employees.
National market salary survey information from public and private sector organizations was reviewed and analyzed for positions in each family and phase. Using a match strategy (matching the 50th percentile) for positions in each family and phase, an average market midpoint was determined. The salary ranges were reviewed in relation to market, which resulted in an adjustment for all families and phases in the exempt employee group in 2012.
The market will continue to be reviewed on an annual basis.Q. What is the general market increase for 2012?
A.The general market increase for 2012 is 2.5% based on a competitive market analysis of salaries for exempt staff. The market adjustment has been applied to base salary, up to the maximum of the new salary range, effective March 1, 2012. This salary adjustment will appear on March pay.
Q. What is an individual market increase and who is eligible?
A. In addition to the application of the general market adjustment, each employee’s base salary was reviewed in relation to the market midpoint of their position’s family and phase and against the positions individual market data to determine if an individual market adjustment will be necessary.
If an employee’s base salary, after the 2.5% general market increase, is below the new market midpoint, then the number of years of experience that employee has in their current position will be evaluated in relation to the average number of years it should typically take a person to be fully proficient in that family and phase.
Human Resources consults with supervisors of exempt staff regarding the individual market adjustments. These joint discussions may result in an adjustment for individuals whose salary is below the market midpoint of the salary band.
Q: How does the merit recommendation process work?
A.In order to support a high performance culture, the exempt compensation model continues to support a strong component of performance based pay. exempt employees continue to be eligible for approved base merit and performance bonus allocations. All exempt employees are eligible for merit. Base merit and performance bonus allocations will be in the amount of 2%, 4% or 6% of base salary. Approved base merit will appear on March 2012 pay.
Q: What are the new salary ranges effective March 1, 2012?
A.
Family |
Phase |
Minimum |
Market Midpoint |
Maximum |
Administrative |
1 |
$ 35,209 |
$ 45,431 |
$ 55,653 |
2 |
$ 40,084 |
$ 51,721 |
$ 63,359 |
|
3 |
$ 53,937 |
$ 69,596 |
$ 85,255 |
|
Specialist Professional |
1 |
$ 47,520 |
$ 61,317 |
$ 75,112 |
2 |
$ 59,126 |
$ 76,292 |
$ 93,457 |
|
3 |
$ 82,761 |
$ 107,483 |
$ 136,503 |
|
Leadership |
1 |
$ 67,745 |
$ 87,413 |
$ 107,080 |
2 |
$ 82,761 |
$ 107,483 |
$ 136,503 |
|
3 |
$ 96,909 |
$ 129,211 |
$ 161,514 |
Q: Is market information for individual positions used to adjust individual salaries?
A. Market information for positions within the same family and phase is reviewed and consolidated to create an average market midpoint. The market midpoint is calculated for all positions within the same family and phase rather than reviewing each position’s market individually. Any market information that is considered to be an extreme variant is reviewed and dealt with appropriately. Market information for individual positions may be used to assist in determining individual adjustments where appropriate.
Q: What can an employee do if they disagree with the placement of their salary in relation to the midpoint or if they believe that they are fully proficient in their position and should be at the market midpoint?
A: The assessment of employees who are below the market midpoint is based on a number of factors including, date of hire or promotion, experience in the position, and demonstrated performance in relation to the competencies and accountabilities of the position. Input from the supervisor of the exempt employee is an important factor in this assessment. If an employee does not agree with the assessment they are encouraged to speak with their immediate supervisor in an effort to clearly identify development gaps that exist and to establish a plan to move forward with personal development.
Q: When will individual market adjustments and merit adjustments be applied?
A: For those who are eligible, individual market adjustments will appear on March 2012 pay. For those who are eligible, merit adjustments will be applied after the Exempt Salary Review Committee has met to review merit submissions. Merit adjustments will also appear on March 2012 pay.
Q. What is the Annual Position Review process?
A. An exempt employee and/or their supervisor may request that a position be reviewed as part of the annual review process. This should normally happen only when there has been significant job growth or changes in the responsibilities of a position. The review process will determine if a position is placed in the appropriate family and phase based on the new accountabilities of the position. This process is only used to review the level of accountability a position requires, not the individual in the position.
Q. What is the deadline to submit an Annual Review form?
A. Human Resources must receive the completed Annual Position Review form no later than 4:30 p.m. on February 15, 2012. A written decision will be provided to the employee and supervisor after the Exempt Salary Review Committee has reviewed the position.
Q. What information should I provide in the Annual Position Review application?
A. An employee and/or supervisor may initiate the review request by filling out an Annual Position Review Form
The form is designed to provide the Exempt Salary Review Committee with an accurate understanding of the nature of work of the position including; a primary purpose statement that explains the reason the position exists, the minimum education and experience required to meet the needs of the position; and a list of the key accountabilities and the main duties of the position.
The form is NOT the forum to discuss why a position would be placed in a different job family and/or phase. In the additional comments section of the form, an employee and/or supervisor may state what family and/or phase they think the position should be placed in. Please note that the Exempt Salary Review Committee will consider all the job families and phases when reviewing the position to determine which family and phase best represents the position.
Once the form is completed, the employee and the supervisor are to sign the form in order to indicate that both parties agree with the information that is being provided. The employee and the supervisor do not have to agree with the actual request for review but they do have to agree that the information that is being provided accurately reflects the position that is being put forward to the Exempt Salary Review Committee.
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