ࡱ> 5@ 0bjbj22 WXX($Z.Z.Z.P.$.<\X00000000WWWWWWW$YRd[X50055X00X5555.00W55W5t526LTP0 0 pA"2wZ.45?PQL,X0\XWP`[J5^[0PP[7QX015K2t2G000XXV" 5V" UAMS ADMINISTRATIVE GUIDE _ NUMBER: 4.2.12 DATE: 10/01/1998 REVISION: 07/01/2003 PAGE: 1 of 5 SECTION:HUMAN RESOURCESAREA:COMPENSATIONSUBJECT:NON-CLASSIFIED SALARY MANAGEMENTPurpose Any activity involving the compensation of a non-classified employee (except faculty) requires that the following procedures be followed in order to provide equitable pay practices for non-classified employees. Definition Out-of-Cycle Salary Increase: An out-of-cycle salary increase is any increase in the salary of an individual who occupies a non-classified position outside of the UAMS regular budget cycle or plan of compensation. Salaries for non-classified incumbents are loaded into the HR/Payroll system effective July 1 of each fiscal year. These amounts will have undergone review and approval through the normal budget submission and review process. Whenever any of the salary action described below, with the exception of a new hire or rehire, occurs that action would be considered an out-of cycle increase. Procedure Department Directors, or their designee, must follow UAMS Administrative Guide policies "Personnel Administration Transactions (4.5.06) and Creating and Modifying Positions (4.5.07) when hiring, promoting or reclassifying employees into a non-classified position. In addition to the policies referenced above, the following documentation and signature authority is required: Newly Hired or Rehired Employees: Compensation level should be comparable to other employees in similar positions with similar education and experience. Human Resources can assist in providing market data at the departments request. PAR must be signed by Division Head or their official designee (Division). The position must have been posted and met the minimum posting requirements (five work days) prior to an employee being placed in the position. The newly hired/rehired employee must meet the stated minimum qualifications for the position, unless a substitution of qualifications has been approved by the Office of Human Resources. Substitutions will be evaluated based on the UAMS Standard Substitution Grid. (See grid, which follows this procedure.)  UAMS ADMINISTRATIVE GUIDE _ NUMBER: 4.2.12 DATE: 10/01/1998 REVISION: 07/01/2003 PAGE: 2 of 5 Reclassified or Promoted Employees: Reclassification: A reclassification is a change in the assignment of a position from one title to another when significant and permanent changes in duties and responsibilities of the position recommended for change has occurred. To determine the requested increase amount, the department should consider the individuals performance, background, knowledge and other relevant skills, as well as internal equity within the area. The employee must meet the standard minimum qualifications for the position, unless the Office of Human Resources has approved a substitution of qualifications. Substitution will be evaluated based on the UAMS Standard Substitution Grid. (See grid, which follows this procedure.) The UAMS Request for Out-of Cycle Increase Request form must also be submitted for review. Promotion: A promotion is defined as movement from a classified position to a non-classified position or movement from a lower level non-classified position to a higher one, as evidenced by Line Item Maximum salary indicated in the UAMS Appropriation Act and/ or level of responsibility. The position must have been posted and met the minimum posting requirement (same as for reclassification above). The employee must meet stated minimum qualifications or substitutions per the UAMS Standard Substitution Grid. The UAMS Request for Out-of-Cycle Increase Request form must also be submitted for review. Compensation level should be comparable to other employees in similar positions with similar education and experience. Human Resources can assist in providing market data at the departments request. Salary changes due to promotion or reclassification where the recommended salary increase is 8% or less must have Division approval. Written justification, using the UAMS Request for Out-of-Cycle Increase Request form, must be maintained in the Division, with copies to the OHR Compensation Section. Salary changes over 8% require written justification from the Department Head, Division approval, Compensation approval, and approval of the Vice Chancellor for Finance and CFO. Division approval, written justification, using the UAMS Request for Out-of-Cycle Increase Request form, along with a PAR, PCQ and current resume/application must be forwarded to the OHR Compensation Section for review. If additional information is required, the Division will be promptly notified.  UAMS ADMINISTRATIVE GUIDE _ NUMBER: 4.2.12 DATE: 10/01/1998 REVISION: 07/01/2003 PAGE: 3 of 5 Departments should initiate requests no later than the published payroll cut-off date for a specific pay period... Requests received after the payroll cut-off will be effective the first day of the next pay period. Employees with Interim Responsibilities: Individuals may be compensated for assuming interim responsibilities of a departing supervisor. This interim salary increase should have both Division and Compensation approval. It should be communicated in writing by the Department or Division to the employee that he/she will return to their former rate of pay, adjusted for fiscal year increase if applicable, when their interim responsibilities end. The UAMS Request for Out-of-Cycle Increase Request form must be submitted with the request. Salary Increase in Current Position: Salary changes are sometimes necessary due to market conditions, either internal or external to UAMS. These are normally necessary due to problems with retention and recruitment. Upon Division approval, Compensation can conduct a market survey for one or more positions in a Division. These should be tied to the budget cycle whenever possible. Departments should allow 2 months when possible for market surveys; however, when market adjustments are of a critical nature, they may be initiated sooner when current market survey data is readily available. Division may then approve salary increases up to market survey levels recommended by OHR Compensation. Appeals: All appeals to decisions made using this procedure should be done so within five days of receiving the decision. The appeals process will function as follows: The department should contact the OHR Compensation Section to initiate the appeal. The OHR Compensation Section will provide further details explaining why the request was denied and what additional information would be required for review of the appeal. The appeal will be reviewed by the UAMS campus-wide OHR Advisory Sub-Group (membership consists of one representative from each of the following divisions: College of Medicine, College of Health Related Professions, Clinical Programs and Campus Operations) Decisions are made within five days, communicated by the OHR Compensation Section, with copies forwarded to the Chancellors Office and the Vice Chancellor for Finance and CFO. For additional information, please contact the Office of Human Resources at 686-5650.  UAMS ADMINISTRATIVE GUIDE _ NUMBER: 4.2.12 DATE: 10/01/1998 REVISION: 07/01/2003 PAGE: 4 of 5 UAMS STANDARD MINIMUM SUBSTITUTION GRID FOR NON-CLASSIFIED/NON-FACULTY POSITIONS.Substitution based on 2 years of related experience, education/training for each year of an academic programStandard Minimum Qualification for Position Substitution AcceptedEducationAssociate's DegreeFour Years of Related Education/Training for Each Year of Academic ProgramBachelor's DegreeEight Years of Related Education/Training for Each Year of Academic ProgramMaster's DegreeTwelve Years of Related Education/Training for Each Year of Academic Program ExperienceCandidates must have either all stated minimum qualifications or a body of substitutableexperience which clearly demonstrates the required knowledge, skills and abilities for thepositions have been acquired. UAMS ADMINISTRATIVE GUIDE POLICY 4.2.12 PAGE 5 OF 5 NON-CLASS SALARY MANAGEMENT Revision: 07/01/2003 UAMS Request for Out of Cycle Salary Increase Form Employee NameDepartment Current titleCurrent salaryCurrent salary splitsEffective date of proposed changeProposed new title, if applicable (please include UAMS title if this is an internal working title)Is this a promotion/transfer? From where? Please attach a copy of the WebXtender application.Is this a reclassification request?Classified to non-classified or non-classified to non-classified? Note: Classified to non-classified requires an audit by OHR, which will be requested by the Deans Office.Is this a replacement position? If so, for whom and what was this persons salary?Proposed new salaryDollar amount increase? Percent increase?Proposed funding for increase include all funding splits. If you are using a fund that is currently deficit, please justify why you are using this account. Comparable salary data for others in similar positions in your department. If not available, please compare to other positions at the College level. If not available, please contact HR for campus level information.Length of time at UAMS. Include other positions held if applicable.Salary history for past three yearsDegree(s) earnedOther related experience, training, certificationsNarrative justification for increase that outlines a change in job responsibilities, addition of new programs, grants, etc.; salary inequity; market adjustment, etc.Please attach a copy of the employees current resume if WebXtender application not included. 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