Effective Date: April 1, 2010 (revised)
In order to recruit and retain skilled and experienced employees who contribute to the College’s ability to fulfill its mission, the Human Resources department utilizes a job classification system which supports the maintenance of a salary structure which is externally competitive and internally equitable.
Market: The market is the appropriate group of employers who are considered “competition” for employees in benchmark jobs. A market will vary based on the job, with non-exempt jobs usually including more local employers, and other jobs compared to colleges which are generally more like Trinity when taken as a whole.
Benchmark job: These are jobs which are common to comparison employers, may generally be assumed to have many of the same minimum requirements and duties and responsibilities, and for which survey data is readily available. Some examples of benchmark jobs include Career Specialist, Assistant Director of Admissions, Academic Administrative Assistant, Registrar, Campus Safety Officer.
Job classification: The process of putting jobs into a hierarchy of pay or salary levels which — taken all together - comprises the salary structure. The process of placing jobs into the salary structure is done without regard to the qualifications or characteristics of the person in the position.
Level (also Pay Level or Salary Level or Pay Grade): The numerical position of a group of similarly-compensated jobs in a hierarchy. Each level will have a unique pay range associated with it.
Range: The minimum, midpoint and maximum pay amounts associated with a pay level are the components of the range. It is stated in hourly terms for non-exempt positions and annual terms for exempt positions.
Salary structure: The full range of jobs, in a hierarchy, with associated pay level.
The Human Resources department will regularly review market data for benchmark jobs and make adjustments to a job’s pay level based on changes in the market.
Non-benchmark jobs will be placed in the salary structure based on a job evaluations and comparisons to benchmark positions. Position descriptions for non-benchmark jobs are reviewed in order to slot them around benchmark jobs. Factors included in the job evaluation are minimum requirements for the job, reporting relationships, scope of responsibility, degree of independence, judgment and discretion, and budgetary responsibility.
Salary surveys will be utilized to collect information used to determine adjustments to the entire salary structure, generally effective July 1. Surveys, from which average market pay increases are calculated, and other economic data such as the CPI will be reviewed to establish the amount by which the structure is increased, generally in terms of a percentage increase in the entire structure.
Job reclassifications may occur when significant changes have occurred in a job. When this occurs, the job description must be updated and submitted to Human Resources for review. Reclassification to a higher level does not automatically result in a salary increase unless the incumbent’s salary is below the entry level of the new range.
See the following policies for additional information:
4.04 Promotion and Transfer 58
6.01 Job Description Creation and Review of Level 148
6.03 Pay Increases 156