ºÚÁÏÍø±¬³Ô¹Ï

(Approved by USM BOR on April 21, 2017; ºÚÁÏÍø±¬³Ô¹Ï President on July 1, 2017)

1. Purpose and Applicability

   This policy governs the ºÚÁÏÍø±¬³Ô¹Ï (ºÚÁÏÍø±¬³Ô¹Ï) Pay Program and Pay Administration for positions in the Exempt group and applies to all Exempt and Overseas Staff employees of ºÚÁÏÍø±¬³Ô¹Ï.

2. Principles of the Pay Program

   ºÚÁÏÍø±¬³Ô¹Ï shall compensate employees according to the following principles:

   1. Market Based: Pay Ranges and structures shall be appropriately competitive within ºÚÁÏÍø±¬³Ô¹Ï's employment market.

   2. Internal Job Value: Assignment of jobs to Pay Ranges shall reflect the relative value of jobs within ºÚÁÏÍø±¬³Ô¹Ï.

   3. Individual Pay: The ºÚÁÏÍø±¬³Ô¹Ï Pay Program is based on the philosophy of pay for performance. Thus, employees shall be paid according to their performance, job value and their contribution to ºÚÁÏÍø±¬³Ô¹Ï's mission

3. Pay Program Design

   ºÚÁÏÍø±¬³Ô¹Ï is responsible for design and administration of the ºÚÁÏÍø±¬³Ô¹Ï Pay Program for Exempt and Overseas positions consistent with the principles delineated in Section II above. Any substantive changes to this program shall be submitted to the Board of Regents for informational purposes and to the Chancellor for approval every two (2) years. Subjects to be addressed in the Pay Program may include, but are not limited to:

   1. Pay Program Philosophy

   2. Establishment of Positions

   3. Determination of Salary for Exempt and Overseas Positions

   4. Salary Upon Entrance into ºÚÁÏÍø±¬³Ô¹Ï Service

   5. Salary Upon Transfer or Reclassification (Promotion, Lateral, or Demotion)

   6. Change in Duties/Reclassification

   7. Acting Appointments

   8. Salary Upon Reinstatement

   9. Salary Upon Re-Employment

   10. Priority for Processing Simultaneous Pay Transactions

   11. Cost of Living Adjustment (COLA)

   12. Merit Pay for Performance-Based Salary Increases

   13. Variable Compensation as Permitted by Law

   14. Non-Cumulative Cash Bonuses

   15. Salary Structure Adjustments According to Job Market

   16. Salary Structure Adjustments Due to COLA

   17. Within-Range Salary Adjustments

   18. Salaries Exceeding the Maximum of the Pay Range

Implementation Procedures

The ºÚÁÏÍø±¬³Ô¹Ï President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the ºÚÁÏÍø±¬³Ô¹Ï community; and to post the policy and any applicable procedures on the ºÚÁÏÍø±¬³Ô¹Ï website.

Replacement for: 

• USM BOR VII-9.11: Policy on Pay Administration for Exempt Positions

• ºÚÁÏÍø±¬³Ô¹Ï OS 11.00: Policy on Salary Increases