Salary Equity Analysis System
for
Non-Teaching Professionals
The Department of Human Resources is responsible for monitoring compliance
with University policies and collective bargaining agreements regarding
compensation and classification. A salary regression analysis is
utilized as the administrative tool to ensure compliance. It measures
equitable relationships between employee salaries within a specific functional
level. The general underlying principle for this review is that employees
with similar credited years of experience in the same functional level
should be making comparable salaries to one another.
Salary equity reviews are not intended to be used as mechanisms
for:
-
Rewarding performance
-
Compensating for additional work or increased volume
-
Compensating for competence, qualifications and overall ability
Methodology
To ensure consistency, a statistical tool known as a linear regression
is created, utilizing two independent variables for the analysis:
-
years of credited service
-
annual salaries of employees at a particular level
To determine an employee's credited years of service, the individual is
credited one hundred percent (100%) for the length of time in their current
position. Prior professional University experience is credited at
fifty percent (50%).
The regression calculations are plotted on a graph with the employees'
data to provide a visual relationship of the salaries. Data points
(representing employee salaries) falling between the upper and lower lines
of standard deviation are considered equitable salaries.
Procedures
Request for salary equity reviews should be initiated with an employee's
supervisor. If the supervisor believes there is an inequitable relationship
between the employee and other employees in similar positions, they may
submit a written request to their designated HR Associate in Employment
Services at Unit 5075. If a salary adjustment is warranted, proper
approval is required through the appropriate management cadre in the division.