Administrative Compensation Guidelines for NON-Faculty Positions

1. Creating a brand new position
   
   Requesting department receives verbal approval to create a new position from the Dean, Provost or Vice President.
   
   Requesting department sends a Job Evaluation Request Form, completed Position Evaluation Questionnaire (PEQ) and Job Description to Human Resources for appropriate compensation band placement and job classification according to the Fair Labor Standards Act all forms located at http://www.marquette.edu/hr/forms.shtml
   
   Human Resources assigns the job classification, position code, and market salary range and communicates back to the hiring department for further processing.
   Requesting department completes the online requisition
   see FAQs at: http://www.marquette.edu/hr/hiringmanagerFAQs.shtml
   
   
   
2. New hire compensation
   
   New employees may be hired within the recommended hire-in range. The hire-in range will be calculated based on the band and market placement. Any exceptions require the approval of the Provost or Sr. Vice President.
   
   
   
3. Requesting job reevaluations
   
   Requests for reevaluation can be made after 12 months or if significant changes have been made to the position. Employee and supervisor agree that an evaluation is necessary. Employee completes the Job Evaluation Request form, the PEQ, and submits an updated Job Description.
   
   If there is no incumbent in the position, the supervisor should complete. The supervisor reviews and signs the PEQ and request and submits them to HR. HR will review the request and notify the supervisor of the results. Due to the width of the broadband structure, a job may increase in evaluation points but not increase to the next band. The job will be assigned to a salary hire range within the band based on market data.
   
   
   
4. Title change
   
   
   
   A new title can be assigned to more accurately reflect the job duties and/or department organizational structure. Supervisor sends a memo or e-mail message to HR requesting a title change and indicates the reason for the title change. HR will evaluate the request to make sure that the new title is consistent with the university organizational structure and titles of comparable positions across campus and within the same band.
   
   
5. Promotions
   
   All promotions must be reviewed in advance by HR to ensure compliance with Affirmative Action guidelines. A promotion can occur when either: a) a position is reevaluated and is found to have increased significantly in the overall knowledge, skills and abilities required for the position; b) an employee moves into a higher level vacant position in a direct logical progression, thus creating a vacancy in their current position. A Promotion Form is submitted by the supervisor when a direct promotion occurs.
   

   
   
6. Merit Increase or other permanent salary increase
   
   Department seeks guidance from HR as it relates to salary increases before any commitment is made to ensure appropriateness of external market data, internal consistency, and compensation system placement. Salary authorization is completed.
   
   
7. Movement within a band
   
   Employees can move within a band by increasing their salary though merit increases. A position can move within a band if the overall knowledge, skills and abilities required for the position increases or if market data indicates a required change. (i.e., skill set that increases in value in the market due to supply & demand)
   
   
8. Movement between bands
   
   Employees can move to a different band by accepting a promotion as defined above. A position can change to a different band when the overall knowledge, skills and abilities required for the position increase significantly.