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Employee Handbook
Table of Contents

1 - Purpose of the Employee Handbook

2 - Facts about Macalester

3 - Staff Employment

4 - Staff Wage and Salary Plan

5 - Staff Training and Development

6 - Faculty Personnel Policies and Procedures

7 - Curricular Policies and Procedures

8 - Academic Department and Program Policies and Procedures

9 - Faculty Professional Activities Programs

10 - Faculty Directory, Officers and Committee Memberships

11 - Employee Benefits

12 - Additional College Policy Statements

13 - Health and Safety

14 - HIPAA Policies and Procedures

Handbook Index

Faculty Constitution and By-Laws

4.8 Job Evaluation Review Procedure

4.8.1 Pay Grade Assignment

All staff positions are assigned to a pay grade based on the Employment Services Department's evaluation of the job. New positions are assigned a pay grade based on a job description furnished by the hiring department/office.

With the expressed support of the appropriate line officer, an employee and/or his/her supervisor may request a formal pay grade review of the position based on a substantial change in job duties. In this event, a new job description will be required. If the job description does not provide sufficient detail to allow analysis, a job analysis questionnaire will be requested from the supervising department/office.

4.8.2 Job Pay Grade Review

After careful review of the job description by a panel from the Employment Services Department, the Employment Services Department will either confirm the present assigned pay grade, or assign a new pay grade.

At a minimum, a job description for a non-exempt position must address the following content areas:

• complexity of duties
• mental-visual demands
• supervision received
• personal contacts
• effect of error or confidential nature of position
• scope of supervision of subordinate employees
• basic knowledge required
• minimum related ability or experience required

Model non-exempt job description

At a minimum, a job description for an exempt position must address the following content areas:

• judgment and decision making
• scope and degree of analysis required
• degree of initiative and creativity required
• consequence of potential errors on the operation of the department and/or College
• nature, purpose and level of College and public contacts
• accountability for results
• basic knowledge required
• minimum related ability or experience required

Model exempt job description

4.8.3 Pay Grade Appeal Procedure

Step One: Review by the Director of Employment Services

The employee and/or the supervisor may appeal, in writing, within thirty days after receiving the pay grade assignment from the Employment Services Department. Appeals should be sent to the Director of Employment Services. The Director of Employment Services will review the pay grade assignment, any new information provided by the employee or supervisor, and respond in writing within thirty days to both the employee and supervisor.

Step Two: Review by the Vice President for Administration and Finance

The employee and/or the supervisor may appeal in writing the decision by the Director of Employment Services. This appeal must be sent to the Vice President for Administration and Finance within thirty days of the Director of Human Resource's decision. The Vice President for Administration and Finance will respond in writing to the employee and the supervisor within thirty days. The Vice President for Administration and Finance's review and decision will be final.

Macalester College · 1600 Grand Avenue, St. Paul, MN 55105  USA · 651-696-6000
Comments and questions to hr@macalester.edu