1999 CWU Administrative Exempt Salary Plan
Approved by the Board of Trustees May 14, 1999
This document defines the guidelines and process by which salary levels may be established for Central Washington University administrative exempt positions. In accordance with Section 4.011 of the CWU Exempt Employees' Code, the Board of Trustees shall adopt an exempt salary plan and distribute it to all exempt employees. The administrative exempt salary plan is based on the College and University Personnel Association (CUPA) salary survey. The CUPA salary survey is updated each year. The table utilized for Central reflects comprehensive institutions with comparable budgets.
The establishment of the CWU exempt salary plan in no way dictates the application of salary distribution policies. Establishment of how salary adjustments will be made at the time funding is available will include the following: consistency with legislative guidelines, review and analysis of staff relative to performance, equity, and other issues as described in Exempt Code Section 4.012.
The cabinet will invite recommendations from the Association of Exempt Administrative and Professional Staff regarding the decision rules to be applied to the distribution of additional salary funds, when such funds are available. If distribution of funds is performance based, recommendations will be solicited from the immediate supervisors of administrative exempt personnel.
Because of the use of the CUPA salary survey, several specific guidelines must be defined. They include the following:
1. The 20th and 80th percentile on the appropriate CUPA table will set the recommended limits of the salary range identified for each CUPA position.
2. Whenever possible, CWU job titles will be tied to a specifically identified CUPA position number by Human Resources (HR). The process for identifying a position number for positions that cannot be tied to a specific CUPA position number is outlined on page 3 of this plan.
3. The respective vice president (or the president for those who report directly to the president) will notify the employee of his or her assigned CUPA match on the salary plan. If individual exempt employees have questions about their match, they may register their concerns with their vice president or president. If the vice president or president believes the employee is inappropriately matched, the vice president or president may appoint a review committee composed of three administrative exempt employees: one from HR, one from the employee's division, and the third from outside the employee's division. The review committee will recommend an appropriate match to the vice president or president. Any change must be approved by the vice president or president and the President's Cabinet and will be recorded by the Vice President for Business and Financial Affairs.
4. The exempt salary plan shall be placed and maintained on the Web by the Vice President for Business and Financial Affairs. Central Washington University will review its exempt salary plan no less than every biennium.
5. Each year the Vice President for Business and Financial Affairs will distribute the appropriate salary table from the current CUPA salary survey to each vice president for his or her review. Changes to the CWU salary schedule will be made when new titles are added to CUPA that more accurately describe a Central position. Those changes will be processed through the dean/director and appropriate vice president, approved by the Cabinet, and will be recorded by the Vice President for Business and Financial Affairs. All pay increases resulting from these changes come from the operating budget for the unit having the affected position unless alternative funding has been set aside for this purpose. (State dollars authorized by the legislature specifically for merit or across-the-board increases cannot be used for this purpose.)
6. Every exempt position advertised will identify the minimum salary no less than the CUPA 20th percentile and may identify an upper limit to the salary range up to a maximum of the CUPA 80th percentile. The top of the range can be less than the 80th percentile, depending on the extent to which the unit budget can support funding for the position.
7. If the job title and position do not exist in the salary schedule, then approval for the establishment of a new job title and salary range must be brought to the President's Cabinet.
8. The monthly personnel reports delivered by the vice presidents at President's Cabinet meetings will include (a) a status report of all administrative exempt position searches, (b) a report of all administrative exempt positions undergoing changes in position descriptions that are expected to result in a change in CUPA match or salary increase, and (c) a status report of title changes. The cabinet will consider these items upon presentation by the vice president.
9. Salary adjustments due to increased levels of responsibility resulting from a cabinet-approved reorganization may be considered. If the additional duties result in a different CUPA match as determined by the Office of Human Resources, the salary adjustment if any will be commensurate with the range for the new match. If the reorganization results in (a) an increase in FTE reporting to the administrative exempt employee of more than 33 percent, (b) an increase in size of budget oversight of greater than 33 percent, and (c) supervision of more than 10 FTE, then an increase in the administrative exempt employee's salary of up to 5 percent may be approved.
Salary increases approved due to cabinet-approved reorganizations may take effect either January 1 or July 1. Funding for such changes must come from the operational budgets within the division in question. State dollars authorized for merit or across the board increases shall not be used for this purpose.
10. Persons hired into or assigned to grant-funded positions are subject to this policy. Job descriptions are based on the elements of the position, not on source of funds.
1. Job titles (new and existing) not specifically identified in the appropriate CUPA table but are related to a CUPA title will have a salary range established by utilizing the table below for positions that match the list.
Associate Vice President.............75 percent of vice president range
Assistant Vice President................65 percent of vice president range
Associate Dean..........................75 percent of dean range
Assistant Dean..........................65 percent of dean range
Associate Director......................75 percent of director range
Assistant Director......................65 percent of director range
Program Coordinator.....................50 percent of dean/director range
When no direct CUPA match for a job title exists, a CUPA match may be based on a proportionate representation of segments of the position responsibilities that do match current CUPA titles. For example, if a CWU position is a combination of CUPA title "x" and CUPA title "y," and if the CWU position is deemed 40 percent "x" and 60 percent "y," then the CWU CUPA range would reflect the 20th and 80th percentiles of each position averaged in the appropriate proportional manner.
2. Because the CUPA system uses a decimal representation for certain CUPA positions, Central will use letters "B" through "E" for positions using one of the alternative approaches in item 1.
2. Because the CUPA system uses a decimal representation for certain CUPA positions, Central will use letters "B" through "E" for positions using one of the alternative approaches in item 1. The letter "B" will be used for the associate title. (ex. 213B) The letter "C" will be used for the assistant title. The letter "D" will be used for the program coordinator title. The letter "E" will be used for positions with ranges established through a proportionate representation of segments of the position.
3. Administrative Assistant/Secretary to Vice Presidents and to the President will have a salary range with a minimum above the top step of the highest classified range in the office support series and a salary schedule designation of VPS. The top of the Administrative Assistant/Secretary to a Vice President/President range shall be 132 percent of the minimum. The minimum will be termed the "20th percentile," the maximum will be termed the "80th percentile."
4. Administrative assistants with specific functions will have CUPA code numbers assigned from titles best suited to their functions. Examples: