In-grade Adjustments. An employee may receive an in-grade salary adjustment to address market, to recognize a permanent increase in responsibility, or based on other legitimate business reasons with Senior Manager and Human Resources (HR) approval, since HR has the responsibility of assuring that the University adheres to equitable pay practices. In-grade adjustments in excess of eight percent (8%) that are supported by HR must also be approved by the appropriate Vice President. These adjustments cannot result in a base salary over the maximum of the range.
In-grade Adjustments. When an employee currently paid on the Non-Exempt Salary Schedule is transferred to a position within the same pay grade, which is determined to be a promotion by Compensation and approved by the Associate Superintendent Chief of Human Resources, the employee shall receive a five percent (5%) increase calculated on an hourly rate.
In-grade Adjustments. An employee may receive an in-grade salary adjustment to address market, to recognize a permanent increase in responsibility, or based on other legitimate business reasons. An adjustment of up to eight percent (8%) may be approved by senior management. It is understood that Human Resources, working with senior management, has the responsibility of assuring that the University adheres to equitable pay practices. It also is understood that Human Resources has the authority to deny requests which create pay inequities. In-grade adjustments in excess of eight percent (8%) must be approved by the appropriate Vice President. These adjustments cannot result in a base salary over the maximum of the range.
