Wage
and Salary Administration
| Effective Date: |
04.11.1966 |
Revision Date: |
|
| Chapter Name: |
Employment
/ Affirmative Action |
Policy Number: |
3.3.1 |
| Policy Name: |
Wage
and Salary Administration |
| A
PDF version of this policy is available
via this link. |
Policies of wage and salary administration are
applicable to all non-teaching positions of Eastern
Michigan University.
A classification plan provides that a job classification
be assigned to each non-teaching position. The classification
assigned to each position is determined by the duties
of the position, the skills required to perform
the duties, and the responsibilities of the position.
A salary range for each classification establishes
for each a minimum and maximum salary. Salary ranges
shall be reviewed annually, and may be adjusted
to meet changing economic conditions.
An individual who meets the requirements, is hired
into a new or vacant position at a salary within
the range established for the position classification.
Salary adjustments within the salary range for
the classification, and dependent upon the availability
of funds, may be made, normally at the beginning
of a fiscal year, upon approval by the Board of
Regents.
Salary adjustments are based primarily upon the
performance of the individual in the position. Other
factors also may be given consideration in a recommendation
for adjustment, such as length of service and earning
an academic degree.
Academic achievement by itself is not a basis for
an increase in salary. It is anticipated that study
and earning a degree will prepare individuals to
perform better in their positions, and a salary
adjustment will be based upon the improved performance
rather than upon attaining the degree.
Wage rates and other terms of wage administration
for positions
represented by a labor union are stated in the applicable
contract which has been negotiated by collective bargaining.
| Authority
for Creation or Revision: |
| Minutes
of the Board of Regents, April 11, 1966; para.
.370M. |
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