Effective Date: April 1, 2010 (revised)
Trinity College is committed to attracting, hiring and retaining highly-qualified individuals at all levels and across all divisions of the organization in order to fulfill its mission to achieve excellence in liberal arts education. The College must also adhere to all applicable state and federal laws, guidelines and regulations.
To meet these objectives, the College’s compensation philosophy is to ensure that pay and benefits (“total compensation”) are competitive with relevant external markets, using benchmark positions to establish the core of the salary structure. This is critical to the College’s ability to recruit qualified staff.
Internal equity is another key component of the compensation philosophy. Internal references ensure that positions within the College are appropriately leveled based on their contributions to the organization.
The components of the compensation system are inter-related and dependent upon each other to ensure that positions are appropriately leveled relative to external and internal factors, and that individuals are paid appropriately within their levels, relative to their experience, skills and contributions.
The policies and procedures outlined below provide further information on the steps and criteria involved in determining overall compensation:
6.01 — Job Description Creation and Review of Level:
The starting point for ensuring that decisions related to compensation are accurate; an up-to-date job description describes the minimum requirements, job responsibilities, reporting relationships and physical requirements for each job.
6.02 — Job Classification and Salary Structure:
The process for establishing and maintaining a system of salary grade levels, with minimum, midpoint and maximum pay levels which are externally competitive and internally equitable.
6.03 — Pay Increases:
In addition to merit-based pay increases, employees may receive “market” increases to base pay due to external condition demands, or “equity” increases in base pay in order to correct internal inequities that occur which are unrelated to performance.
Other policies in this section relate to specifics of compensation which will apply to various categories of employment in different manners.