To establish guidelines that will ensure equitable compensation through consistently applied practices for non-faculty positions in order to attract, employ and retain a well-qualified workforce.
2.1 Compensation: remuneration for performance of work, including wages or salary, fringe benefits and other perquisites.
2.2 Fringe Benefits: perquisites or advantages of employment having cash value, including, but not limited to, longevity pay, hazardous duty pay, group insurance premium sharing contributions, employer paid retirement plan contributions, etc.
2.3 Job Classification: analysis of job as determined by the office of Human Resources, including job title, pay grade, exempt/non-exempt status, etc., based on internal and external comparison and evaluation of compensable factors.
2.4 Rate of pay: base rate of salary or wages computed on hourly, monthly or annual basis.
2.5 Exempt position: a position that is defined by the Fair Labor Standards Act (FLSA) to be exempt from the overtime provisions of the law and paid on a monthly basis.
2.6 Non-exempt position: a secretarial, clerical, technical, service or craft job defined by FLSA to be eligible for the overtime provisions of the law and paid on a bi-weekly basis.
2.7 Non-faculty position: a position without faculty rank.
2.8 Externally-funded position: those positions paid through the university’s payroll system but funded by a source external to UHCL, such as a grant or contract administered by a separate entity. Such positions are usually of limited duration and the anticipated lifetime of these positions may be specified in writing when the position is established. Externally-funded positions are subject to the same benefits and privileges as regular university positions, and are subject to UHCL and UHS policies and procedures.
It is the policy of UHCL that each non-faculty position will be assigned an equitable rate of pay for the duties and responsibilities defined for the job. Job classification and compensation rates will be determined by consideration of a variety of elements, including the following:
a. Job responsibilities and duties
b. Skills, experience, and education required to perform the job
c. Consideration of market criteria
d. Value of fringe benefits as part of overall compensation
e. Turnover analysis within job group
f. Other factors deemed by the president to be compelling and in the best interest of the university.
5.1 Consideration of Market Criteria
a. In developing exempt and non-exempt pay plans for positions without faculty rank, UHCL will consider compensation rates for comparable positions from a variety of primarily public-sector employers. UHCL will develop and maintain compensation rates designed to compare with prevailing rates and trends consistent with the university’s ability to pay. In general, the markets to be considered for comparison to various job groups will be:
Non-exempt: local and Houston metropolitan area
Exempt, Administrative support and professional: Houston metropolitan area and regional
Exempt, senior administrative and senior professional: National market and other public institutions of higher education with comparable size in terms of student enrollment and budget
b. UHCL will seek to establish and maintain rates that are competitive and considered fair. This goal is dependent on a number of factors including, but not limited to, availability of funds; value of fringe benefits as part of overall compensation; analysis of turnover within respective job groups; and job placement within the overall hierarchy of jobs.
Externally funded positions are occasionally essential to university programs and progress. To provide the flexibility required to accommodate such positions, UHCL will observe the following guidelines:
a. Except for the Principal Investigator and personnel specifically identified by name in the grant proposal, all hiring will be conducted in accordance with accepted affirmative action guidelines.
b. UHCL will require that the salary for the externally funded position be comparable to internally funded positions of similar rank and responsibility.
c. The president may approve exceptions to the salary guidelines of (b) above in circumstances deemed critical to the interests of UHCL. However, any such exception must be supported by written documentation from an informed source that the approved salary is consistent with the rate that would be paid for a position of similar rank and responsibility.
d. To the extent possible, sufficient funds for salary and fringe benefits increases must be built into the budgets of externally funded grant and contracts proposals to accommodate state-mandated increases that occur during the life of multi-year contracts.
Pay plans will be reviewed by the Office of Human Resources and considered for revision every two years. Changes to the exempt and non-exempt classifications and pay plans will be recommended by the Office of Human Resources and approved through the university’s shared governance process.
Job evaluations and classifications will be the responsibility of the Office of Human Resources. Department managers may request an evaluation by sending the justification for the request to the executive director of human resources and affirmative action. If a change in classification results in a pay adjustment for any incumbent, the department must be able to base fund such pay change.
The Office of Human Resources will be responsible for assigning job titles and salary ranges that reflect the duties and responsibilities of each position in comparison to other jobs. Generic standards for both exempt and non-exempt jobs will be defined by the Office of Human Resources.
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