CWUP 6-50

Compensation

• 6-50-010 Other Compensation
• 6-50-020 Salary Administration

CWUP 6-50-010 Other Compensation

Employees on exempt appointments are entitled to participate in health, life, and long
- term disability insurance plans, retirement plans, and other plans as provided by the state and/or university, subject to terms outlined in the letter of appointment, benefits programs, statutory provisions and/or limitations.

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09: Responsibility: CFO/BFA; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC; Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

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CWUP 6-50-020 Salary Administration

(1) Salary ranges for exempt positions, regardless of funding source, are based on salary surveys as approved by the president or designee. Such ranges are provided only as a guide and do not dictate the salary paid.

(2) The university commits itself to working towards achieving exempt salary equity within the institution.

(3) The Human Resources Department will administer CWUP 6-50 (Compensation) and maintain the system of salary benchmarks.

(4)The salary of an employee may be changed as a result of any of the following types of decisions which normally affect salaries, including but not limited to the following:

(A) Market salary adjustment;
(B)Cost of living adjustment;
(C)Change in position description or assigned duties;

1. The appointing authority to whom the position reports working in concert with human resources may consider salary adjustments for an individual who is assigned additional duties that result in substantially increased responsibilities.

2. Salary adjustments, if any, will be commensurate with the increased responsibilities and normally within the recommended limits of the salary range identified in the exempt employee salary survey.

3. The effective date of a salary adjustment shall be the same as defined in CWUP 6-50-020 (5)

(D) Reduction of employment under provisions of CWUP 6-40-080 (Termination or Reduction of Employment Due to Financial Necessity or Program Discontinuance).

(E) Correction of a salary inequity. A salary adjustment may be given to correct a salary inequity. Salary inequities occur when exempt employees lose or gain salary advantage:

1. Relative to other exempt employees with equivalent qualifications, performance, same salary classification, and years of service;

2. Relative to other exempt employees with fewer years of service and a lower salary classification range;

3. Relative to other exempt employees with the same salary classification and with equivalent position qualifications, performance, and years of service;

4. Relative to changing market conditions and recruitment difficulties for the exempt position;

5. Relative to changes in level of duties and job responsibilities;

6. Relative to changes in salary relationships with classified employees in the same or similar job families. Such salary adjustments are permanent.

(5) Performance based adjustments. When distribution of funds is performance based, recommendations will be solicited from the immediate supervisors of exempt employees. The effective date for salary adjustments will be the first of the month following the appointing authority’s approval. Retroactive salary adjustments may occur.

(6) Temporary Appointments. Human Resources Department will provide the best match for each temporary exempt position based on the approved salary survey tool. Salaries for temporary, acting or interim exempt employees, including faculty members assigned to temporary exempt positions as defined in CWUP 6-30-060.

(B) (Types of Appointment – Temporary) will normally be set within the
recommended limits for the position as identified in the exempt employee salary
survey .

[EEAGB: 4/7/08; BOT: 6/6/08; BOT: 2/09; BOT: 6/09: Responsibility: CFO/BFA; Authority: President’s Office; Reviewed/Endorsed Cabinet/PAC; Review/Effective Date: 9-5-12; Approved by: James L. Gaudino, President]

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