POLICY NO: 303
EFFECTIVE DATE: 04/01/2001

CLASSIFICATION AND SALARY OF STAFF POSITIONS (formerly Salary and Classification)

The University of Pennsylvania's philosophy regarding position classification and salary is to maintain position classifications and salary levels that are internally consistent and responsive to changes in economic indices.

Each school and center is guided by the University's over-all salary policies of appropriate pay geared to the work performed, incentive for personal achievement and growth, and flexibility to meet the challenge of a dynamic job market. Managers and supervisors are encouraged to promote a consistent and equitable pay program for their staffs.

The Dean, Administrative Unit Head and/or Resource Center Director has the primary responsibility to implement University salary policies and is accountable for job content and structure, incumbent assignment, and salary administration. The schools and centers will consult with Division of Human Resources (DHR)/Compensation in the administration of the pay program.

303.1 POSITION EVALUATION AND CLASSIFICATION

All regular staff positions are evaluated on the basis of job descriptions utilizing a factor comparison approach to position evaluation. The system is based on the compensable factors as detailed in the Position Information Questionnaire (PIQ) (http://www.hr.upenn.edu/Compensation/Forms.aspx) and principles established by DHR/Compensation. The results of position evaluation establish position classifications and salary ranges for each job.

Each position is assigned a specific job title and grade based on the evaluation of job content and the compensable factors, as outlined above. Currently, there are twelve (12) grades for all staff positions (exempt and non-exempt) (http://www.hr.upenn.edu/Compensation/Salary.aspx) and eight bands for designated Information Technology positions (http://www.hr.upenn.edu/Compensation/ITSalary.aspx). A number of senior level administrative positions are assigned to a non-numerical grade category, known as "ungraded" (UNG). Two other categories, "medical" (MED) and "research" (RES), are graded into a "market grade" and apply to a very limited group of positions.

303.2 INITIAL SALARY REVIEW

Upon initial hire, placement within a salary range should reflect consideration for level of qualifications and experience of the individual relative to the position's requirements. Staff will not be paid below the minimum or above the maximum of their salary range. Initial salaries should be discussed with DHR/Staffing and Recruitment. (See Policy #101 -- http://www.hr.upenn.edu/Policy/Policies/101.aspx).

303.3 UNIVERSITY STAFF WHO ARE COVERED BY COLLECTIVE BARGAINING AGREEMENTS

University employees covered by collective bargaining agreements should refer to the appropriate article in their contract.

Applicability: All Regular Staff Members
Cross-reference: Policy 001, Policy 004, Policy 301, Policy 304
Supersedes Policy Number(s): 303 (09/01/1992)