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4.9 Wage and Salary Administration

The Staff Wage and Salary Plan provides an outline and procedure for the cash salary component of total compensation for those College employees who are not members of the teaching faculty or a collective bargaining unit. The other components of total compensation are significant employee benefits that are listed in Section 11.

4.9.1 Wage and Salary for New Employees

New staff employees are normally hired at or near the minimum of the appropriate pay range. Exceptions to this policy may include extraordinary qualifications possessed by the new employee in education, training and/or experience, and any unusual wage and salary market conditions for a particular position.

4.9.2 Wage and Salary for Demotions, Transfers, and Promotions

Staff members who move to a lower pay grade, transfer to a position in the same pay grade, or move to a higher pay grade will have their salaries adjusted using criteria listed in the Employee Wage and Salary Review .

4.9.3 Employee Wage and Salary Review

The annual Wage and Salary review at the College is normally conducted during the spring of the year incorporating the revised Wage and Salary Schedule. The Wage and Salary Schedule, see 4.9, is usually revised annually on June 1 to reflect market changes and the College's salary improvement increment. Recommendations, approvals and implementation plans are normally announced no later than April 1 in preparation for a June 1 effective date. Staff employees will normally receive, by May 1, a salary notice to be effective on approximately June 1st.

In conducting an annual salary review with an employee, or determining an appropriate salary resulting from demotion, transfer, or promotion, the administrator/supervisor should consider the following:

• The published Staff Wage and Salary Plan and the Wage and Salary Schedule

• Specific wage and salary guidelines published by the Human Resources Department for that review period

• The College's objectives on salary

• The staff member's job performance based on the most recent performance evaluation is a primary factor in the annual salary review

• Any significant labor market condition that relates directly to the salary under review

• The staff member's training, experience, and skills

• The employee's growth and development during the past year

• The staff member's current and future contribution to the College

• The departmental and total College financial status

• Other factors determined to be relevant.

The Human Resources Department provides direction for wage and salary administration including specific procedures and funds available for the annual wage and salary review. The Human Resources Department should be consulted in advance to provide assistance concerning the wage and salary to be paid new employees, demotions, transfers, promotions, and the annual salary reviews. If an employee has a dispute regarding salary, he/she should work with the supervisor, the supervisor's supervisor, and consult with the Human Resources Department.

4.9.4 Salaries at or Above the Maximum of a Pay Grade

Staff employees whose salary is at the maximum of their assigned pay grade, or when given a salary increase would exceed the maximum, or who already are above the maximum may receive salary increases as follows:

• A salary increase is permitted only for exemplary performance, documented in writing; and

• the Director of Human Resources, appropriate Direct Report, and the President approve all salary hires and salary adjustments above the maximum of the pay grade.

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