Compensation Administration: Difference between revisions
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[[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Flu Season]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]<br /><br /> | [[Employee Leave]] | [[Drug Free Campus]] | [[Employment]] | [[Work Schedules]] | [[Employee Separation]] | [[Compensation Administration]] | [[Dress Code]] | [[Background Check]] | [[Recurring/Additional Payment]] | [[Employee Grievance Process]] | [[Reduction-in-Force]] | [[Outside Employment]] | [[Political Activities]] | [[Employee/Dependent Scholarship]] | [[Employee Recognition and Reward]] | [[Performance Evaluation]] | [[Corrective/Disciplinary Action]] | [[Non-Discrimination/Sexual Harassment]] | [[Tobacco-Free Campus]] | [[Nepotism]] | [[Flu Season]] | [[Consensual Relationships]] | [[AIDS, HIV, and Other Bloodborne Pathogens]] | [[Personnel Action Documentation]] | [[Fitness for Duty]]<br /><br /> | ||
Policy No: <strong>1007</strong><br />Effective Date: <strong>10/31/08</strong><br />Revised Date: <strong>10/26/10</strong><br />Reviewed Date: <strong>12/10/13</strong> | Policy No: <strong>1007</strong><br />Effective Date: <strong>10/31/08</strong><br />Revised Date: <strong>10/26/10</strong><br />Reviewed Date: <strong>12/10/13</strong> | ||
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<big>'''Compensation Administration Policy'''</big> | |||
==Purpose== | ==Purpose== | ||
'''1.1''' To establish the policy regarding the basis and methodology for classification and compensation of University of Nebraska Medical Center (UNMC) employees. | '''1.1''' To establish the policy regarding the basis and methodology for classification and compensation of University of Nebraska Medical Center (UNMC) employees. | ||
Revision as of 16:05, December 16, 2013
| Human Resources | Safety/Security | Research Compliance | Compliance | Privacy/Information Security | Business Operations | Intellectual Property |
Employee Leave | Drug Free Campus | Employment | Work Schedules | Employee Separation | Compensation Administration | Dress Code | Background Check | Recurring/Additional Payment | Employee Grievance Process | Reduction-in-Force | Outside Employment | Political Activities | Employee/Dependent Scholarship | Employee Recognition and Reward | Performance Evaluation | Corrective/Disciplinary Action | Non-Discrimination/Sexual Harassment | Tobacco-Free Campus | Nepotism | Flu Season | Consensual Relationships | AIDS, HIV, and Other Bloodborne Pathogens | Personnel Action Documentation | Fitness for Duty
Policy No: 1007
Effective Date: 10/31/08
Revised Date: 10/26/10
Reviewed Date: 12/10/13
Compensation Administration Policy
Purpose
1.1 To establish the policy regarding the basis and methodology for classification and compensation of University of Nebraska Medical Center (UNMC) employees.
Scope
2.1 The UNMC NU Values Compensation Administration policy is applicable to all UNMC Office/Service and Managerial/Professional positions. This policy is not applicable to Faculty, Academic Administration, and other Academic positions.
Basis of the Policy
3.1
- 7505 Policy – NU Values Administration
- 7510 Policy – Salary Administration
Authorities and Administration
4.1 The UNMC Director of Strategic Staffing and Compensation is responsible for the administration, implementation, and maintenance of the NU Values program at the campus level in consultation with the Assistant Vice Chancellor, Executive Director of Human Resources and the Vice Chancellor of Business and Finance.
4.2 At the University system level, the Vice President of Business and Finance, upon the advice and consultation from the Council of Business Officers, is responsible for the content of the NU Values Program. The Director of Human Resources at Central Administration is responsible for the system-wide administration of the NU Values Program to include ongoing development and maintenance activities.
4.3 Revisions or amendments to the NU Values Program are made through recommendations to the Vice President of Business and Finance from the Director of Human Resources at Central Administration and the campus Human Resources Directors. Actions taken by the Vice President of Business and Finance are taken with the advice and consultation of the Council of Business Officers.
4.4 The Strategic Staffing and Compensation Division is available for consultation on any compensation transaction. There are circumstances which require Strategic Staffing and Compensation Division involvement. Those circumstances are specified in UNMC Procedures No. 1007, Compensation Administration.
Policy
5.1 It is the policy of the University of Nebraska Medical Center (UNMC) to provide competitive compensation levels to support the ability to attract, motivate, and retain qualified employees. The University of Nebraska Medical Center NU Values Compensation Administration policy provides a basis for market relevance and internal equity in pay decisions; as well as the growth and development of employees.
5.2 Jobs at UNMC are categorized into Job Families, defined as a group of jobs related by their common vocations or professions and having a continuum of knowledge, skills, and abilities. Each Job Family is assigned a market competitive pay band, within which, employees are compensated.
Equal Employment Opportunity
6.1 The University of Nebraska Medical Center declares and affirms a policy of equal educational and employment opportunities, affirmative action in employment, and nondiscrimination in providing its services to the public. Therefore, the University of Nebraska Medical Center shall not discriminate against anyone based on race, age, color, disability, religion, sex, national or ethnic origin, marital status, genetic information, sexual orientation, political affiliation, Vietnam-era veteran status, or special disabled Veteran status. Sexual harassment in any form, including hostile environment and quid pro quo, is prohibited.
Additional Information
- Human Resources, Strategic Staffing, at 402-559-2710
- UNMC Procedures No. 1007, Compensation Administration
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