Salary Administration Guidelines

To promote equitable salary administration practices within available budgeted resources, revised salary administration guidelines have been adopted by the University Cabinet and President. They will be effective immediately and remain in effect until further notice.

For questions regarding these guidelines or for assistance in determining specific salary action recommendations, contact the Compensation Programs staff at 487-2275. EMU continues to offer a very competitive benefits program compared to the local business sector and many other universities. When negotiating salary with prospective external candidates, this should be considered in context of the total compensation package being offered and how it compares to the candidate's existing situation. Benefits Program's staff may be contacted at 487-3195 to answer specific questions or to secure summary informational recruiting materials which highlight EMU's benefits program.

NEW HIRE

External new hire salary offers will be made within the minimum and the 40th percentile of the position's classified salary range. Determinations of the actual salary offer amounts should consider relevant factors such as current internal pay relationships, the individual's qualifications and previous experience for the position, the candidate's salary expectations and current compensation level (salary and benefit package).

INTERNAL PROMOTIONS

Promotion increases will be within a normal range of 5% - 9% or up to the new salary grade minimum, if greater. Determinations of the actual increase should consider relevant factors such as internal pay relationships, the salary range, number of grade levels promoted, and the individual's qualifications and experience for the positions. (Note: Internal promotion is a transfer to a different position at a higher grade level through the University's job posting/ selection process.)

RECLASSIFICATION

Reclassification actions which result in a change to a higher grade level will be accompanied by an increase of 5% - 7%, or to the new grade minimum, whichever is greater. (Note: In reclassification actions, the employee remains in the same position but is upgraded through recommendation of the University's job evaluation process.)

TRANSFER

Employees transferring from one position to a different position at the same level remain at their existing base salary.

Salary action for employees who transfer from one position to a different position which is at a lower grade level will be determined on a case by case basis, subject to approval of the divisional Vice President and Vice President Business and Finance or President.

SPECIAL SALARY ADJUSTMENTS

Special salary adjustments to address internal and/or external inequities resulting from organizational changes, application of other salary administration guidelines, or competitive market conditions may be necessary to maintain appropriate pay relationships within an organizational unit. Such adjustments will be reviewed on a case by case basis, subject to request by the divisional Vice President to the Executive Director, Human Resources and approval of the Vice President Business and Finance or President

Modified Special Salary Adjustment Process(01/04/2006)