Frequently Asked Questions and Answers on Position Reclassification and
Salary Adjustments
This list of Frequently Asked Questions refers to Policy
304 in the Human Resources Policy Manual.
1. The duties of my position have greatly increased, and I believe that
my salary is no longer appropriate for my level of responsibility. How do I
initiate a review of my salary and/or job classification?
It is the responsibility of your supervisor to identify significant
changes in job responsibility and initiate a classification review. If you
believe that your duties have changed significantly, you should talk to your
supervisor and request that he/she request a review of your job
classification. If you and your supervisor disagree regarding the need to
review your position, you may contact a representative from the Division of
Human Resources/Staff and Labor Relations. He/she may mediate between you
and your supervisor to achieve a resolution.
2. How does the Compensation office determine the proper salary for a
position at the University?
Each regular University staff position is assigned a job title and pay
grade based on the evaluation of job content and qualifications of the
position. The Division of Human Resources/Compensation uses a factor
comparison approach to position evaluation. Each position is evaluated on
the factors detailed in the Position Information Questionnaire (PIQ). The
result of the position evaluation establishes the classification of a
position in a pay grade within the University's salary structure. Individual
salaries are determined by considering the staff member's education,
experience, and skills; relative pay equity within organizational units and
throughout the University; and budget and market issues.
3. My position was reclassified recently. Am I entitled to an annual
merit increase?
Regular full-time or part-time University staff members who were employed
with the University on or before the last day of February each year are
usually eligible for a merit increase under the University's Salary Increase
Program that year. Reclassification of your position will not affect your
eligibility.
4. What information will the Compensation Office need to evaluate a
position?
When a supervisor requests a classification review of a filled position,
he/she needs to submit a memo stating the reasons for the request and other
relevant information regarding the position, an updated Position Information
Questionnaire (PIQ) with appropriate signatures, an organizational chart (if
available), and a current resume for the staff member.
5. Must a supervisor accept the recommendation of the Compensation
Specialist?
Classification and/or salary recommendations that are not accepted by a
supervisor and/or the affected staff member are normally resolved by the
Director of Compensation and the Compensation staff by using information
provided by appropriate parties to clarify the issues. Issues not resolved
at this level are forwarded to the Vice President of Human Resources for
further review and discussion. The Vice President may get advice on the
matter from senior University administrators who review compensation
policies and salary administration documentation. Review and decision at
this level could also include the senior business officer and/or Dean of the
affected school or center.