The staff wage and salary program at Gallaudet University provides for the establishment of internally equitable and externally competitive salary ranges for exempt and non-exempt staff positions. The specific objectives of the staff salary program are to:
- Maintain a wage and salary system that is fiscally responsible and defensible to Gallaudet's funding sources.
- Pay competitive salaries as a basis for attracting and retaining highly qualified employees and motivating them to do their best.
- Establish and maintain internally equitable job relationships.
- Provide opportunities for salary and professional growth.
- Comply with local and federal laws and regulations.
Salary survey data is collected and analyzed annually in an effort to keep Gallaudet's salary ranges competitive. In determining appropriate salary ranges, the following factors are considered:
- Funding levels and Gallaudet's ability to pay.
- Salaries paid at local universities and school systems.
- Salaries paid at educational institutions nationwide, particularly comprehensive universities and institutions of comparable size, both in terms of student population and budget.
- Salaries paid at relevant industrial and nonprofit organizations, if appropriate.
- The scope of Gallaudet's programs and services.
- The relative value of the job to Gallaudet.
- Recruitment and retention factors.
- The unique skills required of Gallaudet's employees.
Decisions regarding fiscal year adjustments to salary ranges and to individual staff salaries are made by the President based on funding levels and institutional priorities.
A major component of the staff salary program is the performance evaluation system. Annual performance evaluations provide a regular, systematic appraisal of an employee's skills, contributions, and potential for assuming greater responsibility. While the primary purposes of evaluating performance are to identify strengths and weaknesses, to determine training needs, to give deserved recognition, and to enhance promotion and transfer opportunities, the evaluations are also used as a basis for recommending merit increases. The procedures for evaluating performance are described in the University's Staff Compensation Manual. Merit increases are contingent upon the availability of adequate funding.
The President is responsible for the overall administration of the staff salary program. Administrative officers are responsible for the management of salary programs within their divisions. Each administrative officer is responsible for remaining within the budget provided for staff salaries. The Director of Human Resources has day-to-day responsibility for ensuring that the staff compensation program is being followed throughout the institution.