Will my pay be affected?

• In general
  • Most employees will see no change in pay
  • No employee will experience a pay decrease
  • About 15% of employees will receive pay adjustments for
    • Significant upward reclassification
    • Salary below new range minimum
    • Salary compression
  • Some employees' new classifications will be higher than old classifications with higher pay ranges
  • Some employees' new classifications will be lower than previous with lower pay ranges

Types of Pay Increases/Adjustments

• Increase for significant upward reclassification:
  • Granted when new job classification moved upward two or more job grades
• Adjustment for below range-minimum:
  • Granted when an individual's salary is below the minimum of the new pay range (to bring salary up to minimum)
• Adjustment for salary compression:
  • Occurs when the salary for an experienced, competent employee is significantly lower than for a competent performing employee with equal or less experience
  • Granted when someone's new salary (after reclassification and range minimum increases and/or adjustments) is significantly lower than experience and performance would indicate.

Program Pay Guidelines:  Employees Over Range Maximum

• Employees over maximum will be "grandfathered", under current UD policy
• Employees will be eligible for base pay increase (per guidelines) until that time when the employee leaves the University

University of Dayton Compensation Philosophy

• The UD compensation program will reinforce employee focus on achieving the University's organization strategy and objectives by aligning their rewards with those achievements.  For secretarial, clerical and related administrative positions the compensation program will:
  • Provide a meaningful distinction in compensation between jobs with noticeably different opportunity to add value to UD and its stakeholders
  • Directly link the required knowledge, skills, efforts and accountabilities required of a job and the employee's demonstrated knowledge, skills, competencies and results;
  • Support UD's Working for the Vision objectives and position UD as an employer of choice in the local marketplace
  • Be internally fair and consistent in its design and application
  • Involve ongoing monitoring and program classification, which includes seeking feedback from employees and supervisors about how the program is working
  • Provide a total remuneration program (benefits and cash compensation combined) that is competitive with the local marketplace

Website developed and maintained by: Vicki Hellmund CPS
Last Update: November 28, 2006