The College maintains a formal salary administration program. The program is designed to promote internal and external pay equity. The program is designed to attract, retain and to motivate competent and productive employees.
The cornerstone of the salary administration plan is the job description. The job description provides the basis for determining the relative value of one job as compared to another, and it is used to evaluate each job. A formula is used to assign points to the position. Once the position is evaluated it is assigned to a salary grade that corresponds to the number of points that were assigned. The salary grades are compared to other organizations that are similar to Spelman to insure that we are being competitive.
After this job evaluation process is completed, salary ranges are established based on internal equity and external market comparison with rates paid for similar positions in the local and nationwide market, when applicable.
How you progress through the salary grade for your position depends on several factors, including the level of your performance and funds allotted by the College's Board of Trustees (based on availability) for salary increases.
The College's annual salary increase program is based on performance. The level of your job performance determines merit. There are no automatic salary increases.
You may also be eligible for a salary increase if you are promoted to a position in a higher grade. If you are deemed to be eligible for an increase, such increase will be based on the grade of the position, level of experience and availability of funds for the position to which you are promoted.
Employees who accept lateral transfers (movement from one job to another within the same salary grade) are not eligible for a pay increase at the time of the transfer. Employees moving into a lower level position will receive a cut in pay.
Employees hired after April 1st, will not be eligible for an annual increase until the end of the following fiscal year.
All salary actions are based on the availability of funds within the College's budget.
Staff Compensation for Supplemental Work
Occasionally, staff employees may perform duties that are beyond the scope of their normal responsibilities as defined in the employee's job description. When these opportunities do arise, the following policy, as applicable, shall apply. Additionally, these duties must be performed outside the employee’s normal work hours.
Prior to beginning work and quoting the employee a hourly rateor amount of pay for the work desired, approval must be obtained by the appropriate department Vice President/Provost, Budgets and Contracts, and the Office of Human Resources. All requests for such compensation must be submitted in writing prior to the start of the work to ensure there is no conflict of interest and that all applicable laws are considered. Payment is not guaranteed until final approval is received from the Office of Human Resources. Employees should not begin the supplemental work assignment until they have received this final approval.
Non-exempt employees are paid by the hour and for any work done in excess of 40 hours, the employees are entitled to overtime pay. For any extra work the rate of hourly pay must be agreed upon in advance and the appropriate department Vice President/Provost and the Office of Human Resources must approve the work and the rate of pay.
In order for non-exempt employees to earn extra pay, the rate must be quoted by an hourly rate.
The Office of Human Resources is available to answer specific questions about compensation for supplemental work.
Policy No. 212 Effective Date: 9/1/2000 Revision Date: 2/26/2010