IV:07:13 Classification-Compensation Plan and Pay Administration for Basic Occupations (Clerical and Supporting Types)
I. GENERAL CLASSIFICATION-COMPENSATION POLICY
The Classification/Compensation Plan at MTSU includes all classified positions and is incorporated as part of the total Tennessee Board of Regents (TBR) non-exempt Job Classification/Compensation Plan and is subject to all related TBR guidelines and policies. Under this plan the TBR has established a group of Core Class Titles, Class Specifications, and corresponding skill levels to be used and to be maintained with consistency and fairness throughout the TBR system. Each class has been evaluated and allocated to an appropriate skill level in accordance with the level and complexities of the duties and responsibilities as assigned to each class. This system of position classification attempts to provide equal pay for equal work, facilitate orderly promotional opportunities, and provide information concerning duties, responsibilities, titles, and rates of pay for many clerical and supporting positions in service for MTSU as well as each University throughout the system. MTSU has the authority to establish additional Class Titles, Class Specifications and corresponding skill levels to meet the needs of the institution.
II. THE CLASSIFICATION PLAN
A. MTSU Responsibility for Maintenance of the Classification Plan
Maintenance of the TBR Plan occurs on a decentralized basis with each TBR institution having responsibility for maintaining the daily operation of its plan. Internal procedures for processing classification, job evaluation, and job audit requests received from departments at MTSU are the responsibility of the Human Resource Office. Changes to the Plan not requiring TBR approval such as classifications, reclassifications, and job evaluations for allocation of positions to classes shall be accomplished following studies and recommendations made by the Office of Human Resource Services.
B. Class Specifications
Each individual position in the Classification Plan has been allocated to an established class. Each class has an established Class Specification. These Class Specifications are not to be confused with "job" or "position" descriptions or “job functions questionnaire” that are a description of an individual position. A Class Specification is a description of a class of positions that may include several individual positions, i.e., the class of positions of Secretary.
C. Position Establishment and Revision Procedures
The Office of Human Resource Services has responsibility for the review of assigned duties and responsibilities on all classified positions including new positions to be established and current budgeted positions already established. If significant, additional duties and responsibilities are added to an existing position and the additional duties and responsibilities have been performed for a minimum of six months, the job should be reviewed for possible reclassification. When a department requests to establish a new position or add significant additional duties and responsibilities to an existing classified position, they shall submit the following to the Office of Human Resource Services using the PeopleAdmin system: (1) A Position Description complete with requested information regarding the position’s required knowledge and abilities as well as percentage of time spent on essential duties and the physical demands of the position; (2) a current organizational chart of the department; and (3) for existing positions only – provide a short memo that identifies the significant additional duties and responsibilities that were added to the position and performed a minimum of six months. Once these items have been submitted and approved via the PeopleAdmin system, a representative of Office of Human Resource Services will contact the department to schedule a position review which may include a site audit.
III. THE COMPENSATION PLAN
The Compensation Plan for the Basic Occupations shall consist of a schedule of annual ranges of pay for each skill level and titles showing the skill level that each class is assigned. A schedule of salary ranges and skill levels is available on the Office of Human Resource Services web site and in the Office of Human Resource Services.
IV. PREPARATION OF THE COMPENSATION PLAN
A Compensation Plan for those classes of positions in the Basic Occupations shall be developed in accordance with TBR policies and guidelines and within budgetary limitations of the University. The Office of Human Resource Services shall review all relevant compensation factors and options and make recommendations for approval of a comprehensive plan to establish rates of pay for services performed.
The following terms, when used in this policy statement, shall have the following meanings:
“Class" means a group of positions with duties, responsibilities, and requirements sufficiently similar that the same title and schedule of compensation may be applied to each position in the group.
"Skill level" means a specific rank or rating which each position is assigned on the basis of job value.
"Promotion" means a change in status from a position in one class to a position in a class with a higher skill level and salary range.
"Demotion" means a change of status from a position in one class to a position in a class with a lower skill level and salary range.
"Lateral Transfer" means a change from one position to another with the same skill level.
“Reclassification” occurs when the duties and responsibilities of the position increase to the extent that another classification title is more appropriate.
VI. ADMINISTRATION OF THE COMPENSATION PLAN
A. Upon initial employment at the University, the rate of pay shall be determined by the Office of Human Resource Services based on the incumbent’s years of relevant work experience that qualifies the candidate for the position and the assigned skill level of the position up to 90% of the midpoint. Exceptions can be approved by the Division Vice President up to the midpoint of the salary range. Exceptions over the midpoint of the salary range will require the approval of the President.
B. A salary adjustment can occur as a result of several possible actions, such as promotion, reorganization, demotion, or salary increases resulting from legislative/administrative actions.
C. An employee who is promoted to a higher skill level shall have his/her salary increased based on the relevant years of work experience that qualifies the employee for promotional opportunity. The employee will be placed in the new range up to 90% of the midpoint. Exceptions can be approved by the Division Vice President up to the midpoint of the salary range. Exceptions over the midpoint of the salary range require the approval of the President.
D. Voluntary or involuntary demotions may occur when an employee moves from a job at a higher skill level to a job in a lower skill level. In the case of demotions, the Department Head, along with the Office of Human Resource Services will determine if a reduction in the employee’s salary is appropriate. The Division Vice President will review and approve the recommendation.
E. An employee who makes a lateral transfer to a position in the same skill level to which his present position is assigned shall not receive a salary change.
F. An employee in a position that has been reclassified should receive a salary increase to the minimum of the new skill level range or a three percent increase of his/her current salary, whichever is greater. If the employee is at the maximum of the new skill level range, a salary increase will not be recommended by the Office of Human Resource Services. Any exceptions would fall under Item G.
G. When an employee reaches the maximum salary step or is at a rate of pay outside the established range of his/her assigned skill level, eligibility for further salary increases is prevented unless exception is granted by the President, mandated by legislative action, or directed by the Board of Regents.
H. The pay rate for persons re-employed at the same or higher skill level within three (3) years of terminating their employment shall be either the minimum rate for a higher skill level position (pay grade is higher than the one held prior to leaving the institution) or the salary at the time of termination (if returning to a position that is the same skill level that employee was in prior to leaving the university). The pay rate for persons re-employed in lower skill levels shall be assigned at rates equitable with other salaries in that level.
I. Permanent part-time positions covered by the Classification Plan shall be compensated at a rate determined by the following formula: percentage of time worked times skill level assigned.
J. Subsistence and maintenance in the form of meals, lodging, laundry, etc., received in lieu of cash are considered a part of the total salary. Maintenance allowances are reported to the retirement systems as earnings, but are exempt from taxation.
Revisions: February 1, 1987; August 20, 2003; August 16, 2010; October 23, 2015.