Salary Upon a Competitive Hire of an Internal Candidate

Selection of candidate must be approved by the Office of Equal Opportunity and Diversity prior to offer, following current policy and practice.

Salary

If fully competent in the full range of responsibilities for the classification, the salary offer should be consistent with the responsibilities and performance of others within the same budgetary unit, and between the minimum of the market range and the top of the median zone.

If not fully competent or with less than full responsibilities, salary offer may be between the minimum of the market range and the bottom of the median zone. Salary offer cannot be below market range minimum.

If new salary is to be above the median zone, the amount will be dependent upon the type of hire. 

Prior Approval of Salary Offer

Org level Human Resources approval required for all salary offers.

University Human Resources must the approve salary offer if any of the following criteria are met:

  • The salary is to be above the median zone.
  • If it is a lateral transfer salary increase in excess of 5% and the new salary is above the beginning of the median zone.
  • If a change to a lower pay level results in a salary increase.
  • The classification is in an open pay range.
Type of hire

 Proposed salary is below the top of the new median zone

 Proposed salary is above the top of the new median zone

Internal candidate to a higher pay level. If fully competent in the full range of responsibilities for the classification, the salary offer should be consistent with the responsibilities and performance of others within the same budgetary unit, and between the minimum of the market range and the top of the median zone. If not fully competent or with less than full responsibilities, salary offer may be between the minimum of the market range and the bottom of the median zone. Salary offer cannot be below market range minimum. If candidate’s responsibilities, performance and market analysis support a salary above the median zone, a higher salary may be approved by University Human Resources, not to exceed the market range maximum.
Internal candidate to the same pay level. University Human Resources suggests a salary increase of 0-5% of current salary
  • Requests for a salary increase greater than 5% and above the median zone low may be considered but must be approved by University Human Resources in relation to the level of responsibility and performance.
  • The salary increase may be more than 5% if it does not exceed the median zone low, without approval by University Human Resources.
  • May offer a lower salary depending upon level of responsibility, performance and relationship to the median zone.
Salary increase is typically 0-5% of current salary
  • Requests for a salary increase may be considered but must be approved by University Human Resources based upon compelling and validated market analysis and in relation to the level of responsibility and performance, not to exceed the market range maximum.
  • May offer a lower salary depending upon level of responsibility, performance and relationship to the median zone.
Internal  candidate to a lower pay level University Human Resources suggests no salary increase if current salary is below the top of the new median zone
  • Exceptions may be approved by University Human Resources in relation to the level of responsibility and performance.
  • May offer a lower salary depending upon level of responsibility, performance and relationship to the median zone.
No salary increase if current salary is above new median zone
  • Limited exceptions may be approved by University Human Resources based upon compelling and validated market analysis, and in relation to the level of responsibility and performance, not to exceed the market range maximum.
  • May offer a lower salary depending upon level of responsibility, performance and relationship to the median zone