Q: What is Marquette University’s salary structure?
Answer: Our salary structure is comprised of five bands for non-exempt positions and three bands for exempt positions.
Q: How is band placement determined?
Answer: Band placement is determined by evaluation of the Position Evaluation Questionnaire (PEQ) in accordance with the ten compensable factors. The PEQ is a position evaluation tool designed to capture information about the essential functions, responsibilities, authority, independent judgment, and minimum requirements for the position. The PEQ evaluation process, which is completed by the Human Resources Department, provides a consistent procedure for evaluating positions across the university.
Placement within the band is determined by the market. Market data is obtained from a variety of reputable associations based on geographic relevance, job matches and the availability of reliable published data sources. Each position is assigned a market placement within the band. The market placement provides a closer link between the position and the market.
Q: How can my salary move within the band?
Answer: Employees can move within a band by increasing their salary though merit increases. A position can also 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).
Q: How can my salary move between bands?
Answer: Employees can move to a different band by accepting a promotion. A position can change to a different band when the overall responsibilities, knowledge, skills and abilities required for the position increase significantly.
Q: How often does Marquette University review market data to determine if it is paying employees competitively?
Answer: Human Resources reviews individual positions on-going and most positions annually to ensure a competitive position in the marketplace.
Q: What is the difference between Exempt and Non-Exempt?
Answer: Exempt and Non-Exempt classification status is determined by the Fair Labor Standards Act (FLSA). This federal law regulates which positions are non-exempt (overtime and minimum wages) and exempt (meet job duties test and excluded from overtime provisions).
|Classification||Pay Frequency||Overtime Eligible||Overtime Pay|
|Non Exempt||Bi-Weekly||Yes||1.5 times hourly rate for all hours worked over 40 hours in a workweek.|
Q: My employee's work is very important! The department couldn't function without her. Why isn't she/he exempt?
Answer: All employees perform important work. The value of that work has no bearing on the legal definitions which allow certain positions to be classified as exempt. For example, the work of nurses is critical to a clinic, but the job is non-exempt.
Q: I count on this employee to make important decisions! Why doesn't that make his/her job exempt?
Answer: How important the decision is, how much the supervisor relies on that employee to make the decision, or how much the supervisor, department or MU values the decision made by the employee are not part of the governmental criteria which would allow the position to have exempt status. Decisions need to be of a very particular type, such as the authority to hire, fire, administer discipline, conduct performance reviews and recommend merit increases.
Q: What if an employee is doing both non-exempt and exempt work?
Answer: The position must require spending the majority of the time performing exempt work or the position must be classified as non-exempt. For example, if the job requires the an employee to spend 40% of the time supervising other and 60% doing the same work as non-exempt subordinates, the job is non-exempt. If the position requires performing a variety of tasks and the time spent on exempt and non-exempt duties varies widely, the decision will always be in favor of making the position non-exempt.
Q: I supervise two employees, doesn't that make my job exempt?
Answer: If a supervisor is spending most of their time performing non-exempt work, the job is probably non-exempt. The number of employees supervised does not automatically qualify a position for exempt status--it depends on the duties and responsibilities of the job.
Q: Is the FLSA status, (exempt/non-exempt determination), considered final or can determinations be appealed or changed based upon management comment?
Answer: The FLSA status has been determined for each position. However, further analysis may be required by Human Resources to ensure that each position is assigned to the appropriate classification. Positions will not be reclassified for the purpose of avoiding overtime payment.
Q: Are departments required to pay overtime to non-exempt employees who work over 40 hours a week or can they be given compensatory time off?
Answer: According to University Policy and Procedure (UPP 4-01: Compliance with the FLSA), “Comp Time” (compensatory time) is not to be used in lieu of overtime pay. Compensatory time is paid time off granted to an employee for working extra hours. Flex-time may be used to equalize hours worked within a workweek, but accumulating or banking “comp time” instead of being paid overtime pay after 40 hours per week is not allowed.Job Analysis
Q: My job has changed significantly. How do I request a re-evaluation?
Answer: Requests for re-evaluation 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 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 submits it 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.
Q: How do I create a brand new position?
Answer: Requesting department receives verbal approval to create a new position from the Dean, Provost or Vice President.
Requesting department sends a 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 are located at http://www.marquette.edu/hr/CompensationForms.shtml
Human Resources will assign the appropriate job title, job classification, position code, and market salary range and communicate back to the hiring department for further processing. Requesting department completes the online requisition.
Q: How do I request a title change?
Answer: A new title can be assigned to more accurately reflect the job duties and/or department organizational structure. Before a title change can be made or communicated, the supervisor should send an e-mail message to HR requesting a title change and indicate 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.
Q: What is entailed in a job analysis project/overview?
Answer: Jennifer Burns, Director of Compensation, will work with the incumbent of the position and their immediate supervisor or the whole department/college. Information regarding individual job responsibilities, suggestions/concerns regarding positions, organizational structure and compensation will be reviewed.
Q: Where do I find a job description for my position?
Answer: Please contact Human Resources for a copy of your job description.
Q: How do I create a job description?
Answer: A job description is based on an updated copy of a job description or Position Evaluation Questionnaire (PEQ). You may contact Human Resources to initiate the creation of a Job Description. Once completed, Human Resources will assign the appropriate job title, job classification, position code, and market salary range and communicate back to the hiring department for further processing.
For other questions regarding Compensation, please contact Jennifer Burns (firstname.lastname@example.org).