Compensation and Classification

Campus Address
121-11 USB
Mailing Address

121 University Services Building, Suite 11
Iowa City, IA 52242-1911
United States

To recognize career promotion to a new classification in a higher pay level (whether same or different function/family), demonstrated by significant and sustained changes involving new duties, additional key areas of responsibility, expanded scope, and to the extent that the key areas of responsibilities of another classification have become the best fit overall for the work performed.

Requests for career promotion may be initiated by the staff member, the department or jointly and are submitted to the college/division (org). Denial of a request for a change in classification would follow the existing procedures for classification review within the org.

The new duties and responsibilities should be performed for an appropriate period of time that is sufficient enough to evaluate the employee’s performance and continuing success in the role. The evaluation period is at the discretion of the college/division, and is often between 3 and 6 months.  The new responsibilities must not have been recognized in previous classification and/or compensation decisions.  If it is later determined that the employee is unable to continue performing the new duties and responsibilities, their salary and classification should be changed accordingly.  For any promotion of more than two pay levels, University Human Resources may work with the Office of Institutional Equity to determine whether a P&S Search Waiver would be needed.

P&S status and associated dates will not be impacted unless the employee is changing from career status to an At Will classification, or vice versa.

Approval of the new classification by University Human Resources is required to assure the correct University classification is assigned. The procedures for requests, approval and appeal of classification change/review are outlined in the University Policy Manual, Part III Section 3.4.

Salary increase is typically 1-10% dependent upon relative position to the new median zone and consistent with the responsibilities and performance of others within the same budgetary unit.  For promotions involving a change of more than one pay level, it is recommended that the college/division consult with University Human Resources to determine an appropriate salary increase.

  • If the current salary is below or within the new median zone, the recommended salary increase is 5-10%.
  • If the current salary is above the new median zone, the recommended salary increase is 1-10%, but not to exceed the market range maximum.  
  • In exceptional cases, the employee’s responsibilities, performance, and market analysis may support a salary increase outside of the defined parameters.  Any increase outside of the normal range must be approved by University Human Resources, not to exceed the market range maximum.

Approval of Salary Increase

  • Org level Human Resource approval if new salary is below or within median zone.
  • University Human Resources must approve any new salary above the median zone, or for any classification in an open pay range.
  • Any lesser salary increase amount proposed due to exceptional circumstances must be discussed with the staff member and approved in advance by University Human Resources, regardless of the salary relationship to the median zone.

Effective date is the 1st day of the month following University HR approval.

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