4.03 Wage and Salary Program - Staff

This policy applies to regular and extended temporary staff in all offices and divisions of Gallaudet University, unless specifically covered by collective bargaining agreements made between Gallaudet University and certified bargaining agents.

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.

Gallaudet periodically reviews salary survey data in an effort to keep Gallaudet's salary ranges competitive. In determining appropriate salary ranges, the following factors may be 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.
• Other legitimate factors.

Decisions regarding adjustments to salary ranges are made based on funding levels and institutional priorities.

Performance Evaluation
A major component of the staff salary program is the performance evaluation system. Managers are expected to provide annual performance evaluations, which can serve as a regular, systematic appraisal of an employee's skills, contributions, and potential for assuming greater responsibility. Gallaudet’s performance evaluation period falls from July 1 to June 30. 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 may also be used as a basis for recommending a merit increase. Merit increases are contingent upon the availability of adequate funding.

Administration
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 Human Resources has day-to-day responsibility for ensuring that the staff compensation program is being followed throughout the institution.