Selection of candidate must follow the recruitment and selection process administered by the Office of Institutional Equity.
There are a variety of factors that should be used to determine an appropriate salary offer. The more prominent considerations are as follows:
- Credentials of the candidate
- Relevant experience
- Relevant licenses and certifications
- Specialized skills
- Difficulty in filling the position
- Market analysis
- Relationship to market range and median zone
- Internal comparison to similarly situated staff
- Salary expectations of the candidate
A salary offer cannot be below the market range minimum. It is very common to offer a salary below the median zone following an assessment using the considerations above. A salary within the median zone may be offered if the assessment leads to that conclusion. If candidate’s credentials, responsibilities, market analysis and other considerations support a salary above the median zone, a higher salary may be approved by University Human Resources, not to exceed the market range maximum. In exceptional circumstances, a salary offer may exceed the market range maximum with compelling market analysis and approval by the Dean/VP of the college or division and University Human Resources.
Prior Approval of Salary Offer
Org level Human Resources approval required for all salary offers.
University Human Resources must approve the salary offer if any of the following criteria are met:
- The salary offer is above the median zone.
- The classification is in an open pay range.