- Provide the new and previous job description for comparison - Human Resources will determine the level of change and ensure that the position's description accurately reflects the increased responsibilities.
- Where required, obtain approval from the designated senior administrator to ensure that established procedures within a department or school are followed.
- Consult with Compensation and/or your Human Resources Officer for guidance in making an informed decision before discussing any salary change with an employee.
- Review the guidelines and "key considerations" (below) in determining whether a salary increase is appropriate.
- Comparethe employee's current salary to salaries of those in his/her new peer group. An increase may or may not be appropriate, based on internal equity.
- Increases with increase in job responsibility are typically up to 5%.
- An increase would be warranted in the event of major changes in responsibilities or a measurably higher degree of complexity within the current role.
- An increase in the volume of activity or transactions will not typically warrant additional pay.
- Similarly, an increase in the number of staff will not always lead to a pay increase for supervisory employees (if responsibilities remain similar).
- How has the ultimate accountability for the position increased? For example, is there significantly more staff; significantly higher budgetary responsibilities; and/or increased input in determining strategic direction?
- Provide an example of how the level of decision making has broader impact to the unit, department, and/or Institute.
- Does the position now require more complex and independent problem-solving skills? If so, provide an example.
- What types of communications does the position require, and have they become more complex over time? Has the number of primary contacts/clients expanded?
- To what extent are higher-level communication skills required, e.g., to influence, facilitate, and/or negotiate?