In keeping with the staff classification system and good compensation principles, temporary pay increases for exempt or classified staff should be based on performing significantly additional tasks at a higher classification level. If the additional duties are temporary (six months or less) use this procedure. If the duties are long-term or permanent, consider a reclassification request for the position. If the duties do not warrant a temporary change in pay, you may consider this in the merit pay decision with the next salary cycle.
Temporary Work Performed at a Higher Classification
Supervisors of a classified or exempt staff employee who require that employee to temporarily perform work at a higher level must take into consideration all available and comparably skilled employees within the department for that opportunity. The Chief Diversity Officer should approve the request from this perspective. Once approved, and prior to assigning the work, Human Resources must confirm that the majority of the duties assigned to that employee are at a higher level and will be worked for a period of not less than four weeks. The employee should receive work-out-of-class pay, at a minimum, of not less than 5% of their current salary or not less than the minimum salary in the higher classification range, whichever is greater. The pay difference should be determined based on a salary compression analysis by Human Resources. Work performed at a higher classification may continue until the position is filled, eliminated or six months, whichever is shorter.
Prior to the work beginning, please complete the required form
and send it to your HR Business Partner.
Approved by the Vice Presidents July 30, 2013