FISCAL YEAR SALARY PLAN June 28, 2012 Sponsored Programs
|
|
- Jessie Bradford
- 8 years ago
- Views:
Transcription
1 FISCAL YEAR SALARY PLAN June 28, 2012 Sponsored Programs
2 Table of Contents I. Introduction... 3 II. Salary Factors... 3 III. Salary Administration Rules... 3 IV. FY 2013 Corporate Plan and Rules... 4 V. Other Salary Adjustments... 5 Appendix- Salary Schedules
3 I. Introduction The Research Foundation developed a corporate-wide salary program designed to guide principal investigators and managers in determining employee salaries, cover employees working in both administrative and sponsored program positions, remain competitive in the marketplace, and reinforce the separate nature of Research Foundation employment from State University of New York (SUNY) employment. As you know the RF's salary plan is ending June Given the uncertain economic climate and the status of union negotiations, the RF will implement a one year corporate salary plan for FY 2013, with projected across the board (ATB)and discretionary increases for FY14 and FY15. This salary plan was developed based on analysis of market data and NYS Union contracts that have been ratified. If you are interested in seeing the data or having a discussion in regards to this salary plan please don't hesitate to contact the RF. II. Salary Factors Salary adjustment decisions should consider the effect of three primary factors: Changes in market conditions: Particular attention should be paid to the effect of inflation on salaries and to competitive salaries in the research area or external market. Changes in individual productivity: The Research Foundation is committed to pay for performance, thus salary increases should reward employees for increased productivity and meritorious performance. Resources available: An underlying factor in the Research Foundation salary program is the acknowledgement that sponsored funding for projects may be limited due to salary caps and other sponsor restrictions, and that salary increases are contingent upon availability of funds as well as grant or contract terms and conditions. III. Salary Administration Rules The following general rules apply: Salary rates below the salary range: Salaries at rates below the appropriate salary range will not be authorized. Salary rates above the salary range: Salaries at rates above the appropriate salary range, or increases that would raise salaries to rates above the salary range, will be authorized on an exception basis and will require the prior approval of the Research Foundation Operations Manager. Written justification must be kept on file. Salary rates for SUNY-paid faculty with Research Foundation "summer only" appointments: SUNY faculty who are appointed to the Research Foundation on a "summer only" appointment may be paid a rate equal to their SUNY salary rate, as outlined in the document Salary Rules and Policies When Assigning Summer Employees. Please call the RF HR office at Buffalo State ( ) and we will furnish you with the Salary Rules for Summer employment.
4 IV. FY13 Corporate Salary Plan and Policy Across the Board (ATB) for administrative and sponsored program employees 0% Discretionary for sponsored program employees based on availability of funds Discretionary increases: Individual discretionary base salary adjustments are authorized based on performance and/or equity considerations, subject to the availability of funds. Awards: Individual one-time discretionary awards, not added to the employee's base salary, are authorized, subject to the availability of funds Performance evaluation: For any sponsored program employee receiving a discretionary increase or award of more than 10 percent of his or her base salary, written justification for the increase must be kept on file. Increases should not be awarded if an employee has less than acceptable performance. The RF at Buffalo State will be implementing an online performance management program that will be available to review July 1, Training will take place starting the month of July 2012 and will continue until the system is a required part of the operation of a sponsored program beginning January of Effective date for increases: Salary increases covered under this plan may be made effective either July 1, the employee's anniversary date, or the project anniversary date. Use of a different date, when required for budgetary reasons, must be documented and kept on file at the operating location. VI. Other Salary Adjustments Salary adjustments other than those covered by this plan (e.g., hiring salary, promotional increases, and equity adjustments) should follow policies and procedures set forth by the RF at Buffalo State. Questions or specific issues should be forwarded to the Research Foundation s Director of Human Resources, Sandra Cochran. Thank you! Sandra Cochran, Director, Human Resources, RF Lisa Krieger, Interim Director, RF Robert Baumet, Deputy Operations Manager, RF Jim Thor, Operations Manager, RF
5 Appendix Salary Schedule 1 Research Technical Support and Service Classification Series II FY Research Technical Support and Service Classification Series II E.69 Minimum $19,865 - Maximum $182,643 Title Educator Teacher Project Instructional Assistant Research Project Assistant Camp Counselor Camp Counselor - Student Salary Schedule 2 Research Technical Support and Service Classification Series FY Research Technical Support and Service Classification Series E.79 Minimum $23,660** - Maximum $182,643* Title Senior Research Support Specialist Principal Research Support Specialist Scientific Programmer Senior Scientific Programmer Education Specialist Senior Education Specialist Principal Education Specialist Training Program Coordinator Senior Trainer
6 Counselor Senior Counselor Principal Counselor News Director Production Director Radio Engineer Program Director (Radio) Senior Medical Laboratory Technologist Principal Medical Laboratory Technologist Medical Therapist Senior Medical Therapist Principal Medical Therapist Dietician / Nutritionist I Dietician / Nutritionist II Clinical Nurse Specialist Nurse Practitioner Physician's Assistant Programmer / Analyst (Project) Senior Programmer / Analyst (Project) Data Manager / Statistician Information Systems Assistant (Project) Engineer Social Worker Senior Social Worker
7 * A salary maximum of $224,067 is authorized for positions in this schedule at SUNY Health Science Centers. ** The Fair Labor Standards Act (FLSA) requires all exempt employees to be paid a minimum of $23,660 annually and/or $455 weekly regardless of Full Time Equivalent (FTE). Salary Schedule 3 Research/Clinical Investigator Classification Series FY Research/Clinical Investigator Classification Series E.89 Minimum $23,660** - Maximum $182,643* Title Postdoctoral Associate Senior Postdoctoral Associate Research Scientist Senior Research Scientist Principal Research Scientist Clinical Investigator*** Senior Clinical Investigator*** Principal Investigator Co-Principal Investigator Research Scholar Creative Artist in Residence * A salary maximum of $224,067 is authorized for positions in this schedule at SUNY Health Science Centers. ** The Fair Labor Standards Act (FLSA) requires all exempt employees to be paid a minimum of $23,660 annually and/or $455 weekly regardless of Full Time Equivalent (FTE). *** This position is not subject to Fair Labor Standards Act (FLSA) minimum. Minimum for this position is $22,842 prorated for Full Time Equivalent (FTE).
8 Salary Schedule 4 Project/Program Administration Classification Series FY Project / Program Administration Classification Series E.99 Minimum $23,660** - Maximum $182,643 Note: Normally administrative and clerical salaries are treated as indirect expenses on federal and federal flow through awards. However, under limited circumstances they may be appropriately charged as direct expenses. All requests of this nature must be carefully evaluated to ensure allowability prior to placing the charge on a federally sponsored award. Please refer to the guidance document Major Projects and Charging Administrative and Clerical Salaries to Sponsored Programs. Title Project Staff Assistant Project Staff Associate Project Administrative Officer Agency Administrative Officer Medical Practice Plan Administrator Senior Medical Practice Plan Administrator Principal Medical Practice Plan Administrator Nursing Administrator Senior Nursing Administrator Principal Nursing Administrator Assistant Station Manager Station Manager Clinical Research Associate I Clinical Research Associate II * A salary maximum of $224,067 is authorized for positions in this schedule at SUNY Health Science Centers. ** The Fair Labor Standards Act (FLSA) requires all exempt employees to be paid a minimum of $23,660 annually and/or $455 weekly regardless of Full Time Equivalent (FTE).
9 Salary Schedule 5 Exempt Salary Structure FY Note: Normally administrative and clerical salaries are treated as indirect expenses on federal and federal flow through awards. However, under limited circumstances they may be appropriately charged as direct expenses. All requests of this nature must be carefully evaluated to ensure allowability prior to placing the charge on a federally sponsored award. Please refer to the guidance document Major Projects and Charging Administrative and Clerical Salaries to Sponsored Programs. Pay Range Minimu m Maximum Title E.1 $23,660** $72,455 Accountant I Administrative Staff Assistant I Auditor I+ E.2 $28,015 $84,047 Editor I Human Resources Assistant Information Systems Assistant I Programmer/Analyst I Purchase Assistant Sponsored Programs Assistant I Accountant II Administrative Staff Assistant II Attorney*** + Auditor II+ Business Analyst I Computer Operations
10 Analyst E.3 $32,498 $97,495 E.4 $37,698 $113,095 Database Administrator I Editor II Information Systems Assistant II Programmer/Analyst II Sponsored Programs Assistant II Accountant III Administrative Staff Assistant III Auditor III+ Business Analyst II Database Administrator II Editor III Human Resources Associate Programmer/Analyst III Purchase Associate Sponsored Programs Associate I Accountant IV Administrative Staff Assistant IV Auditor IV+ Database Administrator III Editor IV Programmer/Analyst Specialist
11 Programming Project Leader Senior Attorney*** + E.5 $43,729 $131,189 Senior Business Analyst Sponsored Programs Associate II Administrative Staff Associate Assistant Director Associate Attorney*** + E.6 $50,727 $152,180 Business System Manager Contract & Grant Specialist I Human Resources Coordinator Information Systems Audit Manager Lead Auditor+ Licensing Associate Programming Project Manager Purchase Coordinator Senior Accountant Sponsored Programs Coordinator Associate Director Contract & Grant Specialist II Senior Associate Attorney*** +
12 E.7 $58,843 $176,529* E.8 $84,793 $223,544 E.9 $98,360 $259,312 Senior Programming Project Manager Senior Administrative Staff Associate Affirmative Action Officer+ Assistant Vice President Comptroller+ Deputy Director Director Vice President+ Senior Associate Provost Senior Vice President+ * A salary maximum of $224,067 is authorized for positions in this schedule at SUNY Health Science Centers. ** The Fair Labor Standards Act (FLSA) requires all exempt employees to be paid a minimum of $23,660 annually and/or $455 weekly regardless of Full Time Equivalent (FTE). *** This position is not subject to Fair Labor Standards Act (FLSA) minimum. + Central Office Position only. Salary Schedule 6 Nonexempt Salary Structure FY * All non-exempt salaries displayed as an annual amount may be converted and paid as an hourly rate. For employees on a 37.5 hr. work week divide annual salary by 1950, and those on a 40 hr. work week divide by Note: Normally administrative and clerical salaries are treated as indirect expenses on federal and federal flow through awards. However, under limited circumstances they may be appropriately charged as direct expenses. All requests of this nature must be carefully evaluated to ensure allowability prior to placing the charge on a federally sponsored award. Please refer to the guidance document Major Projects and Charging Administrative and Clerical Salaries to Sponsored Programs.
13 Pay Range Minimum Maximum Title N.1 $15,080 $30,430 Office Aide Services Worker I Teacher s Aide Teacher's Aide - Child Care Center N.2 $16,636 $33,777 N.3 $18,466 $37,493 Assistant Teacher Child Care Center Medical Laboratory Worker Patient Care Aide Radio Announcer Research Lab Worker Assistant News Director Assistant Radio Engineer Clerk I Medical Office Assistant Secretary I Services Worker II Services Worker II (Driver) Teacher (Preschool/Infant/Toddl er)- Child Care Center Teacher (School age) - Child Care Center
14 Teacher s Assistant N.4 $20,498 $41,617 N.5 $20,684 $48,263 N.6 $22,959 $53,572 Console Operator I Medical Laboratory Technician I Patient Care Technician Research Technician I Clerk II Lead Teacher (Preschool/Infant/Toddl er) - Child Care Center Secretary II Support Services Specialist Administrative Assistant I Clerical Specialist I Console Operator II Medical Laboratory Technician II Patient Care Specialist Publications Assistant I Research Technician II
15 N.7 $25,485 $59,466 N.8 $28,289 $66,007 Senior Medical Office Assistant Services Worker III Services Worker III (Driver) Administrative Assistant II Clerical Specialist II Console Operator III Perfusion Technologist Programming Specialist Publications Assistant II Radiological Specialist Research Technician III Senior Patient Care Specialist Analyst Clinical Research Assistant Console Operator IV Engineering Design Assistant Information Systems Technician Programmer Senior Administrative Assistant Senior Clerical Specialist
16 N.9+ $7.25/hr. $15.44/hr. N.10 $8.27/hr. $28.70/hr. Services Specialist Data Collector Project Aide Research Aide Research Analyst Senior Research Aide Tutor N.11* $8.93/hr $91.83/hr Facilities Technician Project Support Specialist Research Graduate Assistant Research Support Specialist Senior Research Analyst Trainer N.12 $31,426 $77,426 Clinical Practice Plan Specialist Medical Coder Medical Laboratory Technologist Registered Nurse Senior Radiological Specialist Senior Perfusion Technologist
17 + The minimum hourly rate at this grade level is equivalent to minimum wage and will increase whenever that rate increases. * A maximum hourly rate equivalent to $224,067 per annum is authorized for positions in this schedule at SUNY Health Science Centers.
Salary Plan For April 2014 March 2016
Salary Plan For April 2014 March 2016 TABLE OF CONTENTS 1. Introduction... 1 2. Factors Affecting Salary... 1 3. Salary Administration... 1 4. Salary Adjustments... 2 5. Series Title vs. s...4 6. Salary
More informationFlorida Atlantic University SP Pay Plan
Florida Atlantic University SP Pay Plan Code Title Pay Grade 1427 Accountant 21 24,519.60 74,125.80 Nonexempt 0H 0710 Administrative Assistant 23 26,213.25 79,426.20 Nonexempt 0H 4274 Admission/Registrar
More informationUNIVERSITY OF CENTRAL FLORIDA STAFF CLASSIFICATION TITLES
UNIVERSITY OF CENTRAL FLORIDA STAFF CLASSIFICATION TITLES Below are the UCF staff classification titles grouped in job family order UCF Human Resources website: http://hr.ucf.edu Title (Job Code) Art Senior
More information2015 Colleges Job Titles
220010 Academic Records Assistant I Academic Affairs 220020 Academic Records Assistant II (Senior) Academic Affairs 221675 Associate Dean - Career Development Academic Affairs 220460 Box Office/Ticket
More informationSALARY SCHEDULE Office of the Chancellor Human Resources
The California State University SALARY SCHEDULE Office of the Chancellor Human Resources www.calstate.edu/hradm/salaryschedule/salary.aspx Fiscal Year 20 TABLE OF CONTENTS HR-ISA SECTION I C99 - CONFIDENTIAL
More informationSALARY SCHEDULE Office of the Chancellor Human Resources
The California State University SALARY SCHEDULE Office of the Chancellor Human Resources www.calstate.edu/hradm/salaryschedule/salary.aspx Fiscal Year 20 TABLE OF CONTENTS HR-ISA SECTION I C99 - CONFIDENTIAL
More informationSALARY SCHEDULE Office of the Chancellor Human Resources
The California State University SALARY SCHEDULE Office of the Chancellor Human Resources www.calstate.edu/hradm/salaryschedule/salary.aspx Fiscal Year 201 TABLE OF CONTENTS HR-ISA SECTION I C99 - CONFIDENTIAL
More informationSALARY SCHEDULE Office of the Chancellor Human Resources
The California State University SALARY SCHEDULE Office of the Chancellor Human Resources www.calstate.edu/hradm/salaryschedule/salary.aspx Fiscal Year 2007/2008 TABLE OF CONTENTS SECTION I C99 - CONFIDENTIAL
More informationDivision of Human Resources Temporary Job Codes and Descriptions
0012 0013 Executive, Administrative, Managerial Requires a Duties & Responsibilities Form (see HR Forms Library) Other Professional (Support/Service) Requires a Duties & Responsibilities Form (see HR Forms
More informationBRIGHAM AND WOMEN S HOSPITAL
BRIGHAM AND WOMEN S HOSPITAL HUMAN RESOURCES POLICIES AND PROCEDURES SUBJECT: COMPENSATION POLICY #: HR- 201 EFFECTIVE DATE: January 1, 2008 POLICY Brigham and Women s Hospital maintains an employee compensation
More informationMapping of All 2014-2015 Biennium Classification Titles to the 2016-2017 Biennium Master List - Texas State Auditor's Office
The State Auditor's Office's State Classification Team partnered with the Office of the Comptroller of Public Accounts to produce a manual to assist agencies with changes the 84th Legislature made to the
More informationSalary Schedules 2015-2016
Salary Schedules 2015-2016 Approved by the Board of Trustees Effective 12/09/2015 HCC-District Office HILLSBOROUGH COMMUNITY COLLEGE 2015-2016 SALARY SCHEDULES Table of Contents Page GENERAL PROVISIONS
More informationWhat is the Career + Compensation Program?
The Career and Compensation Program (CCP) is a new pay and career framework designed to enhance the University's Canes What is the Career + Compensation Program? Total Rewards package by providing the
More informationSALARY SCHEDULE Office of the Chancellor Human Resources
The California State University SALARY SCHEDULE Office of the Chancellor Human Resources www.calstate.edu/hradm/salaryschedule/salary.aspx Fiscal Year 2011/2012 TABLE OF CONTENTS SECTION I C99 - CONFIDENTIAL
More informationMONTANA DEPARTMENT OF LIVESTOCK. Department Salary Analysis. Prepared for. Montana Board of Livestock. Christian Mackay, Executive Officer
MONTANA DEPARTMENT OF LIVESTOCK Department Salary Analysis Prepared for Montana Board of Livestock By Christian Mackay, Executive Officer September, 2015 OVERVIEW In 2007, the Montana Legislature passed
More informationEastern Kentucky University. Pay Administration Procedures Guide
Eastern Kentucky University Pay Administration Procedures Guide This document contains standard operating procedures for pay administration at Eastern Kentucky University. This document is also included
More information2013-2014. Pay and Classification Plan. Approved
2013-2014 Pay and Classification Plan Approved June 21, 2013 TABLE OF CONTENTS SECTION CONTENTS PAGE Part I General Regulations 3 Part II Position Classifications 11 Part III Salary Schedules: 17 Admin
More informationCompensation Basics For Managers and Supervisors
Compensation Basics For Managers and Supervisors Truths About Compensation Truth #1: Compensation management is more of an art than a science. 2 Truths About Compensation Many elements influence pay decisions
More informationAtlanta Public Schools Salary Administration Guidelines
Atlanta Public Schools Salary Administration Guidelines TABLE OF CONTENTS Section Page I. COMPENSATION PHILOSOPHY... 3 II. OBJECTIVES... 5 III. PROGRAM OVERVIEW... 6 IV. JOB EVALUATION... 7 Definition
More informationClassified Salaries - Senate
Classified Salaries - Senate Summary of Requests and Recommendations for Classified Salaries Prepared by LBB Staff As of March 24, 2015 at 8:00 PM 1 Cross-Article Total, Cross-Article Article I, General
More informationOverview of Changes to Regulations. Among other changes, the new regulations:
On April 20, 2004, in an attempt to better accommodate the realities of the modern workplace, the United States Department of Labor ( DOL ) published regulations changing the standards governing whether
More informationHow To Fund The High Needs Program
SUNY High Needs Program Request for Proposals 2015-16 I. Introduction Central to the SUNY Excels performance plan is the State University of New York s commitment to serve as a key engine of revitalization
More informationAPPENDIX A NON UNION CLASSIFICATION PLAN
7 5 15 APPENDIX A NON UNION CLASSIFICATION PLAN SALARY GRADE ELECTED OFFICIALS COUNCIL APPOINTEES POSITION TITLE MAYOR CITY COUNCILORS CITY CLERK CITY MANAGER CORPORATION COUNSEL 15 DEPUTY CITY MANAGER
More informationKNOX COUNTY BOARD OF EDUCATION SALARY SCHEDULE ADMINISTRATIVE SECRETARY I (C060) 7762 2010-2011 EFFECTIVE 7/1/2010
KNOX COUNTY BOARD OF EDUCATION ADMINISTRATIVE SECRETARY I (C060) 7762 Experience Hourly Rate Annual Salary 0 10.45 17,564 1 10.66 17,915 2 10.88 18,274 3 11.10 18,640 4 11.32 19,010 5 11.54 19,391 6 11.77
More informationStaff Wage and Salary Guidelines
Staff Wage and Salary Guidelines Preface These procedures apply to staff employed by the University of Southern California. In the event of a discrepancy between these procedures and guidelines and a collective
More informationTEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES
TEXAS SOUTHERN UNIVERSITY MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number 02.02.01 AREA: Compensation SUBJECT: Pay Guidelines for Staff Employees I. PURPOSE AND SCOPE This
More informationUNIVERSITY OF ILLINOIS AT CHICAGO HUMAN RESOURCES DEPARTMENT - COMPENSATION SECTION OPEN RANGE COMPENSATION PLAN *** EFFECTIVE 08/19/2012 ***
5004 ACCREDITATION AND REGULATORY SPECIALIST 28 26.03 54,142 52.72 109,658 40 EXEMPT 0172 ADMINISTRATIVE ASSISTANT II 29 27.31 53,255 55.30 107,835 37.5 EXEMPT 2702 ADMINISTRATIVE NURSE III 31 30.09 62,587
More informationIowa State University University Human Resources Classification and Compensation Unit 3810 Beardshear Hall uhrcc@iastate.edu
Iowa State University University Human Resources Classification and Compensation Unit 3810 Beardshear Hall uhrcc@iastate.edu Table of Contents INTRODUCTION... - 3 - SECTION I - EXTERNAL COMPETITIVENESS...
More informationFY 2015 SALARY POLICIES. Actions Requested: Consider approval of the following effective July 1, 2014:
JUNE 4-5, 2014 Contact: Marcia Brunson FY 2015 SALARY POLICIES Actions Requested: Consider approval of the following effective July 1, 2014: 1. Nonorganized professional and scientific salary policies
More informationIT PAYS TO STAY IN SCHOOL
IT PAYS TO STAY ATLANTA REGION NO H.S. DIPLOMA Regional Director George Grandy, Jr. Assistant Regional Directors Reginald Bigham Katrina Carter Data Dissemination Specialist Marilyn Stephens $983,000 IN
More informationKirsten Volpi Senior Vice President for Finance and Administration
TO: FROM: Board of Trustees Kirsten Volpi Senior Vice President for Finance and Administration DATE: May 23, 2011 SUBJECT: FY 2012 Budget I. BACKGROUND INFORMATION Fiscal Year 2012 Operating Budget Summary
More informationNAPCS Product List for 5613: Employment Services
Industry Subject Area Working Group Code Trilateral Can Méx US Title Definition NAICS Industries Producing the Product 5613 1.1 X Permanent placement services Recruiting, selecting and referring candidates
More informationPolicies of the University of North Texas Health Science Center
Policies of the University of North Texas Health Science Center 05.306 Salary Administration Chapter 05 Human Resources Policy Statement. The University of North Texas Health Science Center strives to
More informationThe System categorizes positions into the following groups:
SYSTEM REGULATION 31.01.01 Compensation Administration June 22, 1998 Revised May 3, 2002 Revised July 23, 2002 Revised April 1, 2003 Supplements System Policy 31.01 1. COMPENSATION PHILOSOPHY The System
More informationCalifornia State University
California State University Office of the Chancellor The Fair Labor Standards Act (FLSA): White Collar Exemption Guidelines Human Resources Administration 2004 The FLSA and White Collar Exemption Guidelines
More information2009 Hay Group Healthcare Industry Jobs
Chief Executive Officer Executive Management Corporate Executives Chief Operating Officer Executive Management Corporate Executives Chief Administrative Officer Executive Management Corporate Executives
More informationADMINISTRATIVE POSITIONS
OZARKS TECHNICAL COMMUNITY COLLEGE GUIDELINES FOR SALARY FISCAL YEAR 2015/16 SALARY VACATION CATEGORY FOR 12 MONTH ADMINISTRATIVE PROVOST/VICE CHANCELLOR V 3 VICE CHANCELLOR $110,000 $160,000 $1,500 CAMPUS
More informationExempt or Not Exempt? The Fair Labor Standards Act (FLSA)
Exempt or Not Exempt? The Fair Labor Standards Act (FLSA) Background and Purpose The Fair Labor Standards Act (FLSA) is a U.S. Federal Law enacted in 1938 to prohibit employers from taking advantage of
More informationOrganize Your Job Search in 6 Easy Steps. 7 Ways to Use Social Media to Land a Job
Organize Your Job Search in 6 Easy Steps 1. Know what you want. Before starting your journey, you should have an idea of where you d like to go. 2. Set specific goals and parameters. While your ultimate
More informationEXEMPT VS. NON-EXEMPT Identifying Employee Classification
EXEMPT VS. NON-EXEMPT Identifying Employee Classification Employee Classification Keeping it all straight The comptroller of a small company notices that her accounting clerk works a lot of overtime. In
More informationMINIMUM HOURLY MAXIMUM ANNUAL 4755 ACADEMIC CONTRACT SPECIALIST 22 20.00 39,000 38.92 75,894 37.5 NONEXEMPT
4755 ACADEMIC CONTRACT SPECIALIST 22 20.00 39,000 38.92 75,894 37.5 NONEXEMPT 5004 ACCREDITATION AND REGULATORY SPECIALIST 28 26.75 55,640 54.17 112,674 40 EXEMPT 2702 ADMINISTRATIVE NURSE III 31 30.92
More informationManager of Networks & Communications 9520 E 1 $59,000. Manager of User Support Services 9939 E 1 $54,000
Academic Department Head 7020 E 2 Negotiable Accountant I 9511 A 3 $29,000 Accountant/Contracts Administrator 9315 A 3 $36,000 Administrative Supervisor 9210 A 3 $30,000 Advanced Practice Nurse/ Physician
More informationTexas Southern University FY 2013 Staff Title List. Titles Pay Grade FLSA Job Family. Academic Advisor 8 EX Enrollment Management & Planning
Academic Advisor 8 EX Enrollment Management & Planning Academic Advisor Athletics 8 EX Enrollment Management & Planning Accountant 8 EX Fiscal and Accounting Services Accountant I 8 EX Fiscal and Accounting
More informationSalary Schedules 2013-2014
Salary Schedules 2013-2014 Approved by the Board of Trustees Effective 1/1/2014 HCC-District Office HILLSBOROUGH COMMUNITY COLLEGE 2013-2014 SALARY SCHEDULES Table of Contents Page GENERAL PROVISIONS Salary
More informationThe monthly Remuneration Received by each of the Faculties/Officers and Employees (as on 15 th October 2014).
The monthly Remuneration Received by each of the Faculties/Officers and Employees (as on 15 th October 2014). Faculties of AIIMS Sl. Designation Pay Scale 6 th CPC No. 1. Director Rs.80000 (Fixed)+NPA
More informationUNIVERSITY OF CENTRAL FLORIDA STAFF CLASS SPECIFICATIONS
UNIVERSITY OF CENTRAL FLORIDA STAFF CLASS SPECIFICATIONS Below are the UCF class specifications grouped in job family order. UCF Human Resources website: http://hr.ucf.edu Title (Job Code) Art Graphic
More informationMontana State Government's Pay Audit
Montana State Government Leading by Example Montana State Government's Pay Audit Executive Summary, Report and 2014 Contents Introduction... 3 Pay Audit Overview... 3 Agency Distribution... 3 Figure 1...
More informationFLSA Compliance: Exempt vs. Non-Exempt Classification Audit **FEDERAL**
FLSA Compliance: Exempt vs. Non-Exempt Classification Audit **FEDERAL** State exemption tests may vary. When state laws differ, employers must follow the rules that most favor the employee. Please call
More informationLeague of Minnesota Cities Model Classification and Compensation Plan Framework for Smaller Cities
INTRODUCTION League of Minnesota Cities Model Classification and Compensation Plan Framework for Smaller Cities Personnel management is increasingly important in local government for many reasons. One
More informationUnderstanding Exemptions Under the FLSA
Understanding Exemptions Under the FLSA Introduction The Fair Labor Standards Act (FLSA) was passed in 1938. It set standards for child labor, minimum wage and overtime pay. Since the passage of the Equal
More informationBACHELOR OF SCIENCE IN HUMAN RESOURCE DEVELOPMENT A GUIDE TO UNDERSTANDING THE REQUIREMENTS FOR YOUR DEGREE
BACHELOR OF SCIENCE IN HUMAN RESOURCE DEVELOPMENT A GUIDE TO UNDERSTANDING THE REQUIREMENTS FOR YOUR DEGREE Upon Graduation, you will have earned a Bachelor of Science with a major in Human Resource Development
More informationAtlanta Public Schools Fiscal Year 2015-2016 Salary Schedule - Instructional Support (formerly the ST salary schedule)
Fiscal Year 2015-2016 Salary Schedule - Instructional Support (formerly the ST salary schedule) Years of Experience IS4 - AB Scale Bachelors' 191 Day Work Schedule IS5 -MS Scale Masters' IS6 ED Scale Speciality
More informationARTICLE 5 COMPENSATION
ARTICLE 5 COMPENSATION A. GENERAL PROVISIONS 1. Effective date of salary increases The initial year one increases shall be effective on January 5 th, 2014 (January 1 st, 2014 for monthly paid). All other
More informationDecision-Making on Exempt/Non-Exempt Status. A Resource for Department/Office Heads and Other Managers
Human Resources Decision-Making on Exempt/Non-Exempt Status A Resource for Department/Office Heads and Other Managers If you have any questions about these materials, please contact Human Resources DECISION-MAKING
More informationSTUDENT EMPLOYMENT HANDBOOK 2015-2016
STUDENT EMPLOYMENT HANDBOOK 2015-2016 Table of Contents PREFACE... 3 MISSION STATEMENT... 3 OVERVIEW OF STUDENT EMPLOYMENT... 4 FINDING EMPLOYMENT AT STONY BROOK... 4 TYPES OF EMPLOYMENT AVAILABLE TO STUDENTS...
More information2013 Regional Wage Survey GUIDE - Job Type/Family and Job Title Listings
2013 Regional Wage Survey GUIDE - Job Type/Family and Job Title Listings The following is a list of job types or families you will be asked to choose from. It is important that you look through the job
More informationSALARY SCHEDULE Revision 2, October 21, 2008
SALARY SCHEDULE Revision 2, October 21, 2008 To preserve proper pagination with two-sided printing, this page is intentionally left blank. -ii- HILLSBOROUGH COMMUNITY COLLEGE 2008-2009 SALARY SCHEDULE
More informationCITY OF LOS ANGELES. Detail of Positions and Salaries. Supplement to the 2005-06 Proposed Budget 2005-06
CITY OF LOS ANGELES Detail of Positions and Salaries Supplement to the 2005-06 Proposed Budget 2005-06 Prepared by the City Administrative Officer - April 2005 DETAIL OF POSITIONS AND SALARIES 2005-06
More informationJOB CODE # CLASSIFIED TITLES
8561 A/V Equipment Maintenance Technician Non Exempt 3087 Academic Advisor Exempt 9170 Account & Records Retention Technician Non Exempt 9162 Accountant Exempt 9172 Accounting Clerk I Non Exempt 9171 Accounting
More informationIt is the responsibility of the Agency Head, or their designee, to determine whether any exemption is applicable to particular employees.
Page 1 of 10 EXEMPTION OF EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL, AND COMPUTER EMPLOYEES UNDER THE FLSA The exempt or non-exempt status of any particular employee must be determined on the basis of whether
More informationTHE TEXAS A&M UNIVERSITY SYSTEM. System Offices. Pay Plan
THE TEXAS A&M UNIVERSITY SYSTEM System Offices Pay Plan Fiscal Year 2016 The Texas A&M University System Offices Pay Plan Table of Contents Chapter 1: Compensation Philosophy and Administration... 1 Chapter
More informationJoint Budget Development Committee Q&A. Response to Questions from the JBDC
Joint Budget Development Committee Q&A Response to Questions from the JBDC Request by: School Board Member Storck Question: Response: Provide additional information on the market-based pay studies used
More informationJOB PAY SALARY JOB TITLE CODE TYPE RANGE MINIMUM MIDPOINT MAXIMUM
Gaston County Pay Plan Page 1 Job Codes with pay grades beginning with "9" are established for those classifications which require salaries to be set on the basis of unique market conditions, specialized
More informationFLSA and IWC Compliance: Exempt vs. Non-Exempt Classification Audit **CALIFORNIA**
FLSA and IWC Compliance: Exempt vs. Non-Exempt Classification Audit **CALIFORNIA** California s Industrial Welfare Commission (IWC) sets the rules for exempt status by way of Wage Orders applicable to
More informationChoosing a Career: A Look at Employment Statistics. Student Activities: Choosing a Career: A Look at Employment Statistics
Lynda R. Wiest College of Education University of Nevada, Reno October 2002 Choosing a Career: A Look at Employment Statistics Suggested Grade Levels: 7 and up Possible Subject Area(s): Occupational Education;
More informationThe University of Georgia Positions of Trust (Classification Level)
The omission of any title on this list does not preclude it from becoming a Position of Trust in the future. This list will be revised as appropriate in the best interest of the university. In addition,
More information2015 Non-Management Job Codes & Title Map Accounting Job Code 2014 Job Title 2015 Job Title
Codes & Title Map Accounting Code 2014 Title 2015 Title 0101 Accounting Clerk Accounting Clerk 0102 Cashier Cashier 0103 Insurance (Billing Clerk) Insurance (Billing Clerk) 0104 Payroll Clerk Payroll Clerk
More informationUNIVERSITY OF PENNSYLVANIA. Termination: Policy and Procedures
UNIVERSITY OF PENNSYLVANIA Termination Process: In Effect: Review Date: Responsible Office: Office of the Comptroller Termination: Policy and Procedures Policy I. Purpose To establish the policy and procedures
More informationWHAT EMPLOYERS NEED TO KNOW ABOUT RECENT CHANGES TO THE FLSA REGULATIONS
Spring 2005 BY JEFFREY A. DRETLER WHAT EMPLOYERS NEED TO KNOW ABOUT RECENT CHANGES TO THE FLSA REGULATIONS On April 20, 2004, the U.S. Department of Labor (DOL) announced changes to the white collar exemptions
More informationOCCUPATIONS INCLUDED IN THE ANALYSIS
Appendix OCCUPATIONS INCLUDED IN THE ANALYSIS Table A.1 shows the occupations represented in each occupational group in the analysis presented in this report. The table lists the occupational groups (including
More informationTITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20
TITLE, POSITION AND SALARY CONTROL FOR PROFESSIONAL AND ADMINISTRATIVE PERSONNEL PS-20 PURPOSE To describe the pay plan used by the LSU & A&M College campus for its administrative and professional employees
More informationROCKINGHAM COUNTY SALARY PAY PLAN EFFECTIVE - January 1, 2012
1 ROCKINGHAM COUNTY PAY PLAN 50 15,642 19,552 23,463 51 16,282 20,353 24,424 52 17,040 21,301 25,560 53 17,767 22,209 26,652 54 18,583 23,229 27,876 Animal Shelter Technician Custodian Housekeeper Office
More informationUNIVERSITY of PENNSYLVANIA FACULTY AND STAFF MERIT INCREASE PROGRAM
UNIVERSITY of PENNSYLVANIA FACULTY AND STAFF MERIT INCREASE PROGRAM INDEX I II III IV MERIT INCREASE PROGRAM FUNDING PARAMETERS.. FACULTY INCREASE GUIDELINES.. STAFF INCREASE GUIDELINES. 1. SALARY INCREASE
More informationPosition Classification & Pay Plan for Moore County - Effective January 9, 2016
4-H Assistant 101 A 15,904 16,438 16,971 17,506 18,041 18,575 25,718 Compactor Operator 101 A Gym Supervisor 101 A Library Page 101 A Nutrition Site Manager 101 A Park Assistant 101 A Seasonal Maintenance
More informationA POSITION MUST EXIST IN BANNER BEFORE AN EPAF CAN BE PROCESSED This includes Faculty, Staff and Student Positions
POSITIONS Definition A position is a budgetary unit that contains the following data: Organization (ORGN) Code (who owns the position) Position Class [Previously Jobclass Code] (See Position Class Section)
More informationEffective July 1, 2015 FY 2016 Compensation Ordinance Page 2
Effective January 8, 2016, sworn members of the departments of police and fire-rescue shall, if eligible, receive a single step increase based on the tables concerning their compensation attached to this
More information2014 US general market compensation report - professional/managerial levels List of jobs
Accountant I Assistant Brand/Product Manager Business Developer I Compensation and Benefits Manager Accountant II Assistant Computer Operator Business Developer II Compensation and Benefits Specialist
More informationSOUTH FLORIDA STATE COLLEGE SALARY SCHEDULE 2014-15
SOUTH FLORIDA STATE COLLEGE SALARY SCHEDULE 2014-15 Approved by the District Board of Trustees May 28, 2014 TABLE OF CONTENTS INTRODUCTION... 3 CAREER SERVICE EMPLOYEES... 4 PROFESSIONAL STAFF... 6 PART-TIME
More informationDepartment of Health and Human Services Division of Human Resources
Department of Health and Human Services Division of Human Resources Analysis of DHHS Difficult-to-Recruit Job Classifications January 31, 2008 DHHS applicant profile 19,252 permanent and permanent part-time
More informationSURRY COUNTY POSITION CLASSIFICATION PLAN ASSIGNMENT OF CLASSES TO SALARY GRADES AND RANGES
SURRY COUNTY POSITION CLASSIFICATION PLAN ASSIGNMENT OF CLASSES TO SALARY GRADES AND RANGES GRADE SALARY RANGE CLASSIFICATION 48 15,660 23,976 49 16,152-24,960 50 16,656-25,980 (S) CHORE PROVIDER 51 17,256-27,084
More informationGeorgia State University GRADUATE ASSISTANT POLICY
Georgia State University GRADUATE ASSISTANT POLICY 1. Appointment Criteria and Categories for Awarding Assistantships Students must have the permission of their degree program to hold an assistantship.
More informationFLSA : is not an acronym for
FLSA : is not an acronym for Fairly Long Standing Agony The FAIR LABOR STANDARDS ACT Presented by: Jane Allen Fall 2008 Objectives Three Sessions Session I Overview of FLSA Hours Worked Session II Overtime
More informationFREQUENTLY ASKED QUESTIONS FLSA CHANGES FOR 2016
FREQUENTLY ASKED QUESTIONS FLSA CHANGES FOR 2016 1. What is the Fair Labor Standards Act? The Fair Labor Standards Act (FLSA) of 1938 (29 USC 201 et seq.) is the United States federal wage and hour law,
More information08.06 MAURITIUS INSTITUTE OF TRAINING AND DEVELOPMENT
08.06 MAURITIUS INSTITUTE OF TRAINING AND DEVELOPMENT 08.06.01 The (MITD) is a corporate body established under the MITD Act No. 12 of 2009 which has taken over the functions of the Industrial and Vocational
More informationSalaries of HIM Professionals
Salaries of HIM Professionals DATA FOR DECISIONS: THE HIM WORKFORCE AND WORKPLACE Salaries of HIM Professionals This workforce research study is funded through AHIMA's Foundation of Research and Education
More information1. This ordinance shall be known and may be referred to as the Bernards Township Salary Ordinance.
ORDINANCE #2225 An Ordinance to Amend Salary Ordinance #2189, Fixing the Compensation of Certain Officers and Employees of the Township of ernards on and After March 1, 2013 E IT ORDAINED, by the Township
More information2015 CSSP Occupations List
High-Wage-In-Demand Criteria and Expanatory Notes 1. High Demand means the occupation is expected to have at least 20 openings per year between 2012 and 2022. 3. Some occupations are not listed due to
More informationUNIVERSITY OF PENNSYLVANIA FACULTY/STAFF MERIT INCREASE PROGRAM FY 2017 I. MERIT INCREASE PROGRAM 1 II. FUNDING PARAMETERS 1
UNIVERSITY OF PENNSYLVANIA FACULTY/STAFF MERIT INCREASE PROGRAM FY 2017 I. MERIT INCREASE PROGRAM 1 II. FUNDING PARAMETERS 1 III. FACULTY INCREASE GUIDELINES 1 IV. STAFF INCREASE GUIDELINES 2 1. Salary
More informationFLSA EXEMPTIONS FLOW CHART
FLSA EXEMPTIONS FLOW CHART This flow chart serves as a basic outline for an initial analysis of positions being considered for exemption under the FLSA and is meant to serve as one of several tools for
More informationClassified Pay Title/Job Title Listing (All Titles Currently in Use in Higher Education Policy Commission System)
Academic Advising Assistant 6 Counseling/Advising Non-Exempt Academic Advisor 15 Counseling/Advising Non-Exempt Academic Budget Officer 19 Finance & Accounting Exempt Academic Computer Lab Specialist 16
More informationSeptember 2014 Report No. 15-701
John Keel, CPA State Auditor The State s Position Plan for the 2016-2017 Biennium Report. 15-701 The State s Position Plan for the 2016-2017 Biennium Overall Conclusion The State Auditor s Office conducted
More informationUniversity of Wisconsin System New Personnel Systems Work Group Recommendations
Work Group Name: Compensation Date: March 16, 2012 Work Group Lead(s): Karen Massetti-Moran, UW-Milwaukee Work Group Iddi Adam UW Colleges Members: Sasha Showsh UW-Eau Claire Jane Marquardt UW-Extension
More informationExecutive Exemption Current Long Test Current Short Test Proposed Standard Test Salary $155/week $250/week $425/week Duties Employee s primary duty is
Executive Exemption Salary $155/week $250/week $425/week Duties duty is managing his/her enterprise or a regular department thereof; Employee regularly directs two or more other employees; Employee manages
More informationBREVARD COUNTY MERIT SYSTEM PROCEDURES PROCEDURE II
BREVARD COUNTY MERIT SYSTEM PROCEDURES PROCEDURE II Title: PAY PLAN I. PURPOSE AND SCOPE To implement the Pay Plan Policy. II. DEFINITIONS AND REFERENCES Merit System Policy II, Pay Plan. III. AMENDMENTS
More informationAugust 2014 Report No. 14-705
John Keel, CPA State Auditor A Report on Executive Compensation at State Agencies Report No. 14-705 A Report on Executive Compensation at State Agencies Overall Conclusion The decisions of state agencies
More informationHUMAN RESOURCES MISSION STATEMENT FY10 ADOPTED BUDGET $547,900 CORE SERVICES. FUNDING SOURCES Interdepartmental Charges 24%
MISSION STATEMENT To provide employment/human resource services to the public and CBJ departments. ADOPTED BUDGET $547,900 CORE SERVICES Classification 15% Recruitment 15% Training 5% Labor/ Management
More informationUNIVERSITY OF FLORIDA POSITION SALARY DATA AND RELATED INFORMATION FOR SELECTED MAJOR ADMINISTRATIVE POSITIONS SINGLE CAMPUS INSTITUTION 1998-99
102.00 Chief Executive Officer of a Single University President M $229,439 Institution (President/Chancellor) Reports to Board of Regents 201.00 Chief Academic Officer Provost and Vice President, F $225,025
More informationPOSITION CLASSES BY SALARY RANGE ROWAN COUNTY, NC JULY 1, 2015. 09 $ 41,021-65,564 EMS Battalion Chief
STATE COUNTY ANNUAL SALARY SALARY SALARY GRADE GRADE RANGE POSITION CLASS TITLE 02 $ 15,080-24,960 Election Assistant Park Attendant I Student Intern 03 $ 16,145-16,473 Library Page Park Attendant II EMS
More informationFlorida Workforce Trends and Demands STATE BOARD OF EDUCATION WORKFORCE WORKSHOP
Florida Workforce Trends and Demands STATE BOARD OF EDUCATION WORKFORCE WORKSHOP Adrienne Johnston, Chief, Labor Market Statistics Florida Department of Economic Opportunity June 21, 2016 Florida s Labor
More informationFISCAL YEAR 2015 2016 ATTACHMENT A
SALARY AND STAFFING ORDINANCE SALARY SCHEDULES FISCAL YEAR 2015 2016 ATTACHMENT A SALARY SCHEDULE C FOP -PENDING CONTRACT NEGOTIATIONS- PAY POSITION CLASSIFICATION GRADE HOURLY ANNUAL Probationary Police
More information