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. Each fiscal year an aggregate salary increase pool is determined in regards to compensation. This means that overall salary increases within a unit (center, department, division, etc) may not exceed the salary pool (inclusive of any combination of merit, promotion 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 paid semi-monthly.

Performance Standards

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.