HR made some changes to the position description and the information needed when requesting a reclassification/pd update, equity increase or stipend. Below, we are providing some details on these, as well as information regarding above mid-point offers and increases for lateral moves; pay increases at the time of a contract extension; and Rehired Retirees.
Recruitments
- Minimum Qualifications – limited to no more than 7
- Preferred Qualifications – limited to no more than 4
- No longer using Job Expectations
- Need to provide Location (aka: Building) and cubicle (aka: Workspace)
- Even if a position description (pd) is consider a straight replacement, we need to edit it to fit into the new PA format, including the limits to the MQs/PQs. At some point in the future there will be pds that are truly straight replacements, needing no edits.
Equity Increase
- Equity Reason needed – select one of the reasons below:
- Significant additional responsibilities not resulting in reclassification
- Less experienced new hire salary exceeds current employee
- Difficulty retaining or recruiting staff due to specialized skills or high market demand
- Salary compression between supervisors and their employees
- Salary inequity between employees with comparable job responsibilities
- Explanation or justification for request
- Effective Date
- Salary increase, either by percent, step or amount
Stipends
- Stipend Reason needed – select one of the reasons below:
- Acting/Interim Appointment
- Temporary Assignment
- Employee Name or Position Description number where additional duties come from
- Allocation % of time employee will perform higher level/significant additional duties
- Description of the higher level/significant additional duties in support of the stipend
- Rationale supporting selection of this employee for stipend
- Explanation/justification for request
- Begin and end date of stipend
- Stipend amount, either by percent, step or amount
- Provide approval of Dean or delegate (pdf of email is fine)
Reclassification
- Provide justification
- Provide anticipated increase in pay
- Minimum Qualifications – limited to no more than 7
- Preferred Qualifications – limited to no more than 4
- Remove Job Expectations
Offers Above Mid-Point or for Lateral Moves
- HRBP should work with their Compensation Analyst prior to making verbal offer for above mid-point offers.
- HRBP should contact AUSS-C (Tiffany or Lucy) to verify the employee’s current salary grade and salary
- If a lateral, HRBP should work with Compensation Analyst prior to making verbal offer
- CASE Submitter should mention that approval has been obtained when asking for official offer
Pay Increase at Time of Contract Extension
- Provide justification for increase
- AUSS-C (Tiffany or Lucy) will contact the Compensation Manager, cc’ing the Recruiter with relevant information
- Comp Manager will approve/deny and more onto the Recruiter; Recruiter will approve/deny and inform AUSS-C
- If approved, AUSS-C will prepare new Contract and it will be sent to the department for signature
Rehired Retirees
- HRBP should obtain approval prior to submitting CASE in AggieService but we realize that this is not always practical and AUSS-C will help as needed
- Prior to Pre-select action is taken, we need to get approval from HR (Karmen Fittes, via Mark Chatman). The following documents are needed:
- Retiree will need to “apply” for the job in TAM
- Retiree will need to complete the new hire process, including the completion of the I9 and Oath prior to or on the start date