Staff Salary Plan FAQs
A. How are the salary ranges determined?
- Representative benchmark
jobs that can be readily compared to the market are surveyed,
and salary ranges are established to reflect the market rate.
These ranges are adjusted annually in response to changes
in the market place and the university's own budgetary constraints.
B. Why does the university have salary range minimums and maximum?
- A minimum and maximum
of a salary range are determined by market
pricing jobs and represent the lowest and highest wage
paid for a given position. This spread between the minimum
and the maximum is less for the lower skilled entry level
position. It expands in higher salary
grades to reflect the increased complexity and responsibility
of jobs, and the knowledge required.
C. Are there different types of salary increases?
- Yes, there are three:
- Merit increases may occur annually if performance warrants
and budget permits.
- Promotional increases are granted when an employee moves
to a position in a higher salary grade. The amount of a promotional
increase is determined by the employee's skills and experience,
and departmental budgets.
- Equity adjustments may be requested if an individual salary
is low in comparison to others doing the same or similar work
within the university.
D. Is there a limit for salary increases?
- Yes. Merit increases combined with other salary adjustments during the fiscal year may not exceed 12 percent. These increases would include any combination of merit, promotional and equity adjustments. As in previous years, individual staff salaries must fall within the salary grade range, and employees being promoted must have a salary at least equal to the range minimum.
E. How do you determine whether a job is exempt of nonexempt?
- The terms nonexempt
and exempt refer to provisions
of the Fair Labor Standards Act (FLSA). Nonexempt positions are subject
to specific minimum wage, time keeping, and overtime requirements.
Exempt positions are not subject to these regulations and
typically fall into three categories: executive, professional
and administrative. Job titles alone are insufficient measures
for determining exempt status. Determination is made on the
basis of job duties, job responsibilities and salary. At Case,
exempt employees are paid monthly; nonexempt employees are
The below performance standards provide you with a reasonable expectation of processes and outcomes performed by the Compensation staff:
- Job description review and analysis - 5 business days.
- Equity review - 5 business days.
- Additional payment request -5 business days.
- Staff job opening - processed within 1 business day.
- Performance management - review of evaluations are completed within 1 business day.