||Salary Administration: Non-Union Staff
||Date of Present Issue:||
||Date of Previous Issues:
07/90, 02/91, 06/92, 10/92, 07/93, 04/96, 10/99
- Non-union staff salary rates shall be based on ranges determined by an
annual market survey. A market survey must be conducted before any vacancy
is filled or salary determined for an upgraded or changed position. Non-union
staff hired on a less than six-month basis may be hired at less than the
minimum of the established salary range if authorized by the appropriate
Cabinet member. Non-union staff hired on a temporary basis to perform duties
that were previously performed on a full-time basis may not be paid more
than the hourly rate that was being earned at the time of retirement or resignation.
This rate will, however, be inflated by the same percentage increase as other
A/P members have received since the employee's retirement or resignation.
- To avoid inequities and inconsistencies when establishing starting rates
of pay for Administrative/Professional (non-union group) positions, all proposed
starting rates above the pay range mid-point must be reviewed with the Director
of Human Resources prior to any commitments to the potential employee. The
hiring authority, with the recommendation of the Director of Human Resources,
may offer starting rates up to the maximum approved hiring rate as stated
on Form LSSU 372 (Approval of Positions). Starting rates in excess of the
maximum approved hiring rate require the prior approval, in writing, of the
President of the University.
- Employees hired January 1 or later in a fiscal year will not be eligible
for a salary increase until the July following the completion of at least
one year of service.
- Academic deans, by virtue of their status as senior faculty, may receive
compensation for educational attainment comparable to that which their faculty
receive, and are subject to the promotional process delineated in Procedure 2.1.5.
(This does not apply to other staff not covered by union contract.)
- Exempt staff employees who perform work outside the normal expectation
of their assigned duties may receive extra compensation. Normal work duties
are defined in the job description. It is assumed that the work for which
extra compensation is received will not interfere with these normal work
duties. The supervisor determines whether extra compensation is warranted
for work performed and must give prior approval. Work for extra compensation
should not be performed during regular workday hours. Exemptions to this
stipulation can only be granted by the senior cabinet officer ultimately
responsible for the employee seeking such exception.
Full-time A/P personnel may teach for LSSU but will not receive additional
compensation for the teaching if done during the defined normal University
working hours - Monday through Friday, 8:00 a.m. - 5:00 p.m. They may
teach during normal working hours only with the approval of the respective
A/P staff may teach after 5:00 p.m., Monday through Friday, or on weekends
and receive additional compensation, but only with Vice President approval.
- To maintain pay equity, those regular, non-exempt positions which are exempted
or excluded from the ESP Union because of part-time status, but which perform
duties similar to positions included in the ESP Union, (and are not excluded
by the ESP Union contract Recognition Clause) will be classified by the ESP
Union Classification System, and will be paid according to the ESP Union
pay schedule. Applicable rate increases for these positions will be effective
July 1 of the year ESP rates become effective.
Such positions include all regular status part-time clerical and maintenance
positions. Benefits accruing to these positions will follow the Administrative/Professional
benefit schedule on the appropriate pro-rated basis.
- Temporary (less than six months in duration) hires in clerical/food service/maintenance/security
positions will be paid a standard hourly rate, to be determined each year
by the Director of Human Resources in consultation with the Budget Director,
and will accrue no benefits (current rate is $9.00 per hour for clerical
positions and $6.00 or $7.00 per hour for food service positions).
Starting or Promotional Rates:
||1. Determines maximum hiring rate when position is approved on Form LSSU
372 - Approval of Positions.
||2. When requesting a starting rate above pay range mid-point, reviews
request with the Director of Human Resources.
|Director of Human Resources
||3. Reviews request to determine potential employee's education and experience
4. Recommends starting rate based on relationship to other similar
positions and incumbents to maintain internal consistency.
||5. Submits request to the University President when requesting starting
or promotional rates above the approved maximum hiring rate established
||6. Makes final determination of all requests for starting and promotional
rates exceeding the approved maximum hiring rate; approval will be in writing.
||7. If salary is below mid-point of range, or consistent with pre-approved
hiring rate, processes payroll authorization in accordance with procedure 3.19.7.