1. 一般保单声明

   Pay determination decisions should support the university's commitment to a market-based pay approach. This ensures the university's ability to attract and retain the talent needed to support Ohio university's mission and initiatives. University human resources ("UHR") manages the pay plans and pay structure to ensure market competitiveness. The university will pay employees without regard to any of the categories listed as protected in policy 40.001，相对于:

   1. Internal equity based upon the 技能 and requirements of positions;

   2. UHR定义的外部市场;

   3. 大学财务管理.

2. 项目目标

   Ohio university will maintain a salary program that:

   1. Is consistent with the general policies of the university;

   2. Is internally equitable and externally competitive with comparable market ranges;

   3. Ensures equitable pay for work requiring similar skill or competency, scope, and responsibility;

   4. Assures that university employees are fairly and justly rewarded for contributing their knowledge, 技能, 能力, and time in accomplishing university 目标 (implies "pay for performance" for all);

   5. Ensures that the salary program is administered with consistency and uniformity throughout the university, with regard to position evaluation and salary structure;

   6. Includes objective job specifications and qualifications as an aid to hiring and promotion;

   7. Provides a system to identify inequities and maintain competitive salary levels;

   8. Provides data for the strategic analysis of compensation costs and forecasts;

   9. Provides data supporting workforce, talent, and succession planning;

   10. Assures compliance with appropriate laws and regulations.

3. 行政责任

   1. 总统

      The president of Ohio university or the appropriate designee has authority and responsibility for the salary plan's goals, 目标, 结构, 和政策. The following are specific delegations of authority in the day-to-day administration of the program.

   2. 首席人力资源官

      Ongoing responsibility for overseeing the program is assigned to the chief human resource officer. 像这样, the following duties are in the chief human resource officer’s purview, although in actual practice they may be assigned to other staff in university human resources:

      1. Drafting and recommending new or revised salary policies and procedures;

      2. Maintaining position descriptions in accordance with retention schedules;

      3. Monitoring the evaluation of new positions and re-evaluation of existing positions;

      4. Auditing the pay structure to maintain market competitiveness and internal equity;

      5. Reviewing compliance with the Fair Labor Standards Act, equal employment opportunity commission regulations, and other governmental regulations including the determination of a position's exempt or non-exempt status;

      6. Maintaining histories of salary and career records in accordance with retention schedules;

      7. Appraising pay plan program effectiveness and recommending program revisions as necessary;

      8. Advising and assisting departments in implementing pay plan policies, 的指导方针, 以及工资管理的程序.

      For specific forms and procedures for drafting a job description, please access the "薪酬管理指引."

   3. 薪酬计划评估

      The vice president for finance and administration shall direct the chief human resource officer to conduct a study of the administrative pay plan every three years, 或者根据需要. The purpose of the study is to evaluate the salary plan in terms of effectiveness in achieving 目标, 外部的可比性, and internal structure and usage by administrative units.

   4. 适当的工作文件

      这些关税, 责任, and specifications of all positions in the program shall be kept on file with university human resources. The job description will provide information regarding the essential functions of the position, specifics with respect to position scope and accountability, and the 技能 and competency level requirements of the position. Managers are accountable ensure descriptions are accurate for each position they supervise, 听取员工的意见.

评论家

Proposed revisions of this policy should be reviewed by:

1. 行政参议院

2. 教师参议院

3. 院长

4. 首席财务和行政官

表格、参考资料和历史

1. 形式

   以下表格适用于本保单:

   1. The "Position Description Questionnaire" is available from University Human 资源, 或透过以下途径上网:  http://www.OHIO.edu/hr/resources/forms

2. 参考文献

   The following items are relevant to this policy:

   1. 薪酬管理指引 are available linked through http://www.OHIO.edu/hr/compensation-pay/pay-administration-guidelines  或从UHR补偿.

   2. The Job Family Grids are available online through http://www.OHIO.edu/hr/compensation-pay/job-framework/job-family-grids，或通过超高压补偿.

   3. 等级指南可在线通过 http://www.OHIO.edu/hr/compensation-pay/job-framework/job-levels-guide  或通过超高压补偿.

   4. 政策 40.001, "Equal Employment and Educational Opportunity."

   5. 政策 40.040，“工作分类系统”."

   6. 政策 40.057研究任命."

   7. 政策 40.106行政任命."

3. 历史

   Draft versions of this policy that were circulated for review, 他们的封面备忘录, 他们的形式, and 评论家' comments on them are available on the 有密码保护的评论网站.

   Prior versions of this policy were approved on:

   1. 2022年5月11日(非实质性变化. 到策略历史文件夹的链接.036, 40.39和40.055被更正和更新). 

   2. 2016年6月8日(重新格式化)

   3. 2015年2月11日

   4. This policy was created by consolidating the prior Policies 40.036, 40.39和40.055; their history folders are preserved on the password-protected review site at:

      1. 40.036
      2. 40.039
      3. 40.055