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2009-2010 Salary Management and Administration Guidelines

Please take time to read over all of the following salary management information and guidelines.  Please contact director of compensation and benefits, Kathy Molnar, x9-2062 or compensation manager, Jeannie Perry, x9-1440, if you have any questions.

Individual salary increases should be based on performance.  It will be your responsibility to determine how to equitably and reasonably distribute available increase dollars across your organization.  Please refer to the Salary Increase Planning Matrix for assistance.

The benefits factor is .416.  The increase is accounted for by increased health care costs and the increases in payroll-related costs such as unemployment and workers’ compensation.

2009-10 pay ranges are available as shown below. 

a.       Exempt professional (A-D)

b.      Administrative Support (Hay classified) Non-Exempt (1-10)

c.      Technical Non-Exempt (I-X)

Note:  Pay ranges for non-exempt (administrative support and technical) positions are shown in hourly rate equivalents and in annual salary increments based on a 35-hour or 40-hour workweek.  Position in range (compa-ratio) is based on the hourly rate due to the variation in annual salaries, which are determined by the number of hours in a normal workweek.

Pay ranges for exempt professional (A-D) positions are shown in annual salary increments and position in range is based on annual salary for full time staff. Position in range for part time exempt staff (less than 1820 hours per year) is calculated based on an hourly rate equivalent.

 Please note:  

• No person's salary may fall below the minimum of the pay range for his/her pay grade - if one or more salaries in your area do fall below, correct the problem before applying increases to other salaries.
• In general, no person’s salary should be set above the maximum of the pay range for his/her pay grade.  
• The “UD Target” for non-exempt positions is the midpoint of the pay range.  As such we would eventually like to see salaries for experienced, fully competent employees clustered around the target plus or minus 2%. Salaries above target or midpoint should be reserved for top performers. 
• For exempt professional staff, position of salary in the range is related to market value of the job.  
• Be sure you are aware of and understand any additional guidelines that have been established by your department or division.
• Prioritize – provide greatest increases to top performers whose salaries are low in range. Be guided by principles of fairness, equity and pay for performance.  See the Salary Increase Planning Matrix.  

This site is maintained by the Office of Human Resources.  Direct questions to Stefanie.Rich@notes.udayton.edu.

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Dayton, OH 45469-1614