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Salary Administration Program
The classification and compensation plan at Amherst College is designed to achieve the following objectives:
- provide for the continued retention and attraction of competent employees
- enhance employee's motivation to perform effectively
- assist in compliance with federal regulation and diversity goals
- assure equitable salary administration throughout the College
- provide guidelines for salary recommendations
- include a salary grade schedule tailored to the needs and organization of the College.
Every regular staff position has a job description (prepared and approved by the supervisor and department head) to communicate information about the duties, responsibilities and minimum qualifications for the position. Employees are given a copy of their job description to ensure they understand their job responsibilities. Each job title is assigned a salary grade through the use of a point-count evaluation method that consistently applies the following eight well-defined factors to each position:
- Personal Interaction
- Physical Demands
- Information Technology
- Decision Making
- Problem Solving
- Supervision Provided
The grade structure establishes position groupings which are judged, through the classification system, to be comparable in terms of the eight factors cited above.
Review of Position Descriptions and/or Grade Classifications
When an employee, supervisor or department head believes that changes in a job description are significant enough to warrant a review of the position, a new Job Description Questionnaire is prepared for review by the Office of Human Resources.
When a position becomes vacant, the department head is expected to review the current description before recruitment begins.
Each grade has a salary range with a minimum, midpoint and maximum dollar value. Salary ranges are reviewed by the Office of Human Resources annually and adjusted subject to labor market conditions.
Salary Administration and Salary Increases
Normally, employees are hired at or near the minimum of the salary range to which their positions have been assigned. Exceptional qualifications or experience, internal salary equity within a grade, or external prevailing wage may warrant a higher initial salary in some cases with prior approval by the department head and the Office of Human Resources.
Movement through the range is achieved through merit increase awards, which are contingent upon performance. These merit increases are payable on July 1. The size of the merit increase pool is determined by the Trustees during budget approval.
The range of awards for employees will be determined by a schedule developed annually, and based on merit rating category and individual salary placement in grade range.
Employees whose current salary exceeds the grade range maximum will not be eligible for an increase to their base pay until their salary moves back within the grade range or they move to a higher graded position and salary within the new grade range.