8.1 Starting Salary
8.1.1 Authority. The Board of Trustees delegates to the campus Chief Executive Officers the authority to establish starting salaries for exempt/non-exempt staff members. The responsibility for approving salaries that fall within the guidelines in 8.1.2. is delegated to the campus Human Resources Office after consultation with appropriate deans or directors.
8.1.2 Exempt/Non-exempt Staff (Exempt category includes Extension Educators)
8.1.2.1 The starting salary of a new staff member having only the minimum qualifications for the classification will normally not exceed the range minimum.
8.1.2.2 With documentation showing qualifications far in excess of the minimum, the CEO, or her/his designee, may authorize hiring hourly rates for Operation Staff above the first quartile. Documentation supporting such hires shall be maintained in the campus HR office.
8.1.2.3 Starting salaries for new non-exempt staff may not exceed the first quartile. Starting salaries for exempt staff that are in excess of the first quartile will be subject to the approval of the campus Chief Executive Officer or his/her designee.
8.1.2.4 If a new staff member has academic preparation and/or directly related experience in excess of the minimum acceptable qualifications for the job, a guideline of five percent for each applicable year of education, training or directly related experience may be added to the minimum. In no instance shall an employee be hired above the job range maximum. See USY V.F.3.1.2
8.1.2.5 If an individual is a candidate for more than one position, the chief campus Human Resources Officer will mediate and coordinate efforts between the prospective employers to establish a single salary offer to the candidate.
8.1.3 Faculty
8.1.3.1 Authority. The Board of Trustees delegates to the campus Chief Executive Officer the authority to establish starting salaries for all new faculty members. The responsibility for determining the starting salary is delegated to either the campus Human Resources Officer or the Chief Academic Officer after consultation with appropriate deans, department chairs or directors. Such consultation will include appropriate market data. Where applicable, such consultation will conform to collective bargaining agreements.
8.1.4 Principal Administrators (see USY V.F.1.4.1)
8.2 Promotion
8.2.1 Authority. The Board of Trustees authorizes the Chancellor to establish policies for personnel actions involving promotion. The campus Human Resources Office is delegated the responsibility for determining salaries for promotions based on the guidelines set forth in 8.2.3 through 8.2.7.
8.2.2 Definition. A promotion is an assignment to a vacant position with a higher salary range. A staff member has the right to pursue and be considered for employment opportunities in other areas of the System without prejudice to his/her current responsibilities. Promotions will be made on the basis of individual merit and qualifications.
8.2.3 Starting Salary. The starting salary and placement within the new range for a staff member will be based on the individual's own qualifications and the guidelines and philosophy for starting salary as outlined in 8.1, not on the individual's placement in the former range. When a staff member is promoted to another position, the placement and salary level within the new range will normally be determined according to the following guidelines:
a promotion of one pay range would result in a salary adjustment of no more than 5 percent or to the minimum of the new pay range,
a promotion of two pay ranges provides a salary adjustment of no more than 7.5 percent or to the minimum of the new pay range, or
a promotion of three or more pay ranges provides a salary adjustment of no more than 10 percent or to the minimum of the new pay range.
8.2.4 Eligibility for Promotion. Staff members on an initial introductory period are not normally eligible for promotion until the end of the introductory period.
8.2.5 Service Credit. Staff members who are promoted to a different position, either within the same institution or to another, will suffer no loss of service credit or benefits.
8.2.6 Eligibility for Evaluation/Salary Increase. Promoted staff members will be evaluated after five and one-half months on the new job and then annually thereafter.
8.2.7 Non-exempt to Exempt. In cases of promotion from non-exempt to exempt staff the following guidelines should be considered in determining the appropriate salary.
8.2.7.1 If on a 37.5-hour week, the staff member's current salary should be converted to a 40-hour weekly equivalent.
8.2.7.2 Since exempt staff do not receive longevity, the longevity increment, if applicable, should be added to the new salary base.
8.2.7.3 After these computations have been made, final placement within the new salary range should be made in accordance with salary guidelines shown in 8.2.3.
8.3 Transfer
8.3.1 Authority. The Board of Trustees authorizes the Chancellor to establish policies for personnel actions involving transfers. The campus Human Resources Office is delegated the responsibility of approving all transfers before commitments are made and for determining salaries based on the guidelines set forth in USY V.F.8.3.3.
8.3.2 Definition. A transfer is the voluntary acceptance of another position within the University System, or a reclassification, to a classification in a lower or the same pay range, and will normally effect no change in service date or benefits for the staff member.
8.3.3 Transfer salary. At the time of transfer, the campus Human Resources Office, in conjunction with the hiring department, will determine the staff member's salary at the time of transfer, based on the staff member's qualifications and the guidelines and philosophy for starting salary (USY V.F.8.1) as well as the philosophy described in compensation for equity (USY V.F.9.5). This salary will be communicated in writing to the staff member at the time of transfer.
8.3.3.1 If the transfer results in no change or a higher salary or rate of pay, the new/continuing salary or rate of pay increase can be immediate.
8.3.3.2 If the transfer results in a lower salary, there will be a transition period of not less than three months during which the hourly or salary rate of the staff member will be maintained at his/her current rate. The transition period is inclusive of any notice period in cases where the staff member is a successful candidate in a search.
8.3.4 Eligibility for transfer. Staff members in an introductory period are not normally eligible for transfer until the end of the introductory period.
8.3.5 Non-exempt to Exempt. In cases of a transfer from non-exempt to exempt staff, the following guidelines should be considered in determining the appropriate salary.
8.3.5.1 If on a 37.5-hour week, the staff member's current salary should be converted to a 40-hour weekly equivalent.
8.3.5.2 Since exempt staff do not receive longevity, the longevity increment, if applicable, should be added to the new salary base.
8.3.5.3 After these computations have been made, final placement within the new salary range should be made in accordance with salary guidelines in USY V.F.8.3.3.
8.4 Reclassification
8.4.1 Authority. The Board of Trustees authorizes the Chancellor to establish policies for personnel actions involving reclassifications. The Chancellor has delegated the responsibility for classification review of all non-exempt positions to the campus Human Resources Office. Responsibility for classification reviews of existing exempt positions has been delegated to a System-wide committee appointed by the Chancellor.
8.4.2 Definition. A reclassification is the reassignment of a position to another generic or AMS classification which is based on changes in the duties and responsibilities of the job since its last review. If a position is reclassified, it may be assigned to either the same, a higher or lower range within the salary schedule. Operating staff who are reclassified to PAT will have their job performance evaluated after five and one half months and then annually during the designated evaluation period.
8.4.2.1 Approval. The supervisor through the department head makes requests for approval of exempt classification reviews to the appropriate Principal Administrator.
8.4.2.2 Effective Date. All reclassifications for exempt positions reviewed by the USNH Classification Committee will be effective no earlier than the Monday following the meeting at which the position was first reviewed. Reclassifications for non-exempt positions will be effective no earlier than the Monday following the classification determination by the campus Human Resources Office.
8.4.2.3 Appeals. Classification determinations by the USNH Classification Committee may be appealed either in writing or through a personal appearance by the supervisor at one of the Committee meetings. Such appeals must contain additional information that was not included for the initial review.
8.4.3 Reclassification Pay Changes. A position reclassification may result in an increase, decrease or maintenance of earning potential. If the reclassification is to a higher salary range, the staff member's placement and salary level within the new range will normally be determined according to the following guidelines:
a reclassification of one pay range would result in a salary adjustment of no more than five percent or to the minimum of the new pay range,
a reclassification of two pay ranges provides a salary adjustment of no more than 7.5 % or to the minimum of the new pay range, or
a reclassification of three or more pay ranges provides a salary adjustment of not more than 10 % or to the minimum of the new pay range.
8.4.3.1 Nonexempt to exempt. In cases of reclassification from non-exempt to exempt staff, the appropriate salary adjustment is determined as follows:
8.4.3.1.1 If on a 37.5-hour week, the staff member's current salary should be converted to a 40-hour weekly equivalent.
8.4.3.1.2 Since exempt staff do not receive longevity, the longevity increment, if applicable, should be added to the new salary base.
8.4.3.1.3 After these computations have been made, final placement within the new salary range should be made in accordance with salary guidelines shown in 8.4.3.
8.4.3.2 Maintenance of Former Salary. At the time of reclassification, the former salary level may be retained when the new classification assignment is to a pay range that is either lower or the same.
8.4.3.3 Limitations. In all reclassifications, the staff member may not be paid less than the minimum or more than the maximum of the new pay range.
8.4.3.3.1 Exceptions. In circumstances where the current salary or hourly rate is above the maximum of the new pay range, the salary or hourly rate will be maintained until such time as the pay range increases to encompass the salary/hourly rate, or maintained for a period of one year from the date of the reclassification.
8.5 Demotion
8.5.1 Authority. The Board of Trustees authorizes the Chancellor to establish policies for personnel actions resulting in demotion. The campus Human Resources Office is delegated the responsibility: (a) of approving all demotions before commitments are made, and (b) for determining salaries and transition period based on the guidelines set forth in USY V.F.8.5.3-4.
8.5.2 Definition. A demotion is the involuntary change of a staff member to a lower pay range and may occur as a result of: (1) the assignment of a staff member to a position in a classification with a lower pay range than the staff member's former position; or (2) a reclassification when the position is assigned a classification in a lower pay range than the previous classification. Demotion is not recommended for any individual who has not yet completed the initial introductory period. (See USY V.C.8.4)
8.5.3 Salary. At the time of the demotion, a staff member's salary may be maintained, or it may be reduced following a transition period (see USY V.F.8.5.4). The campus Human Resources Office will be involved in determining the staff member's salary. This salary will be communicated in writing to the staff member at the time of the transition. The hourly or salary rate after the transition period will normally be made according to the following criteria:
8.5.3.1 A change of one pay range lower provides a pay rate reduction of no more than five percent, but no lower than the range minimum, and normally no higher than the maximum, of the new range.
8.5.3.2 A change of two pay ranges lower provides a pay rate reduction of no more than 7.5%, but no lower than the minimum, and normally no higher than the maximum of the new range.
8.5.3.3 A change of three or more pay ranges lower provides a pay rate reduction of not more than 10%, but no lower than the minimum and normally no higher than the maximum of the new range.
8.5.3.4 Exception. If the staff member’s hourly or salary rate at the time of demotion exceeds the new pay range, the new range maximum will normally be assigned. However, the Human Resources Office may authorize a salary over the range maximum when warranted by such considerations as the staff member’s length of service and institutional desirability of the transition.
8.5.4 Transition period salary. If the hourly or salary rate of the staff member will be reduced as a result of the demotion, his/her current rate will be maintained for a transition period of not less than three months, and normally not more than one year. The length of time of the transition period is determined by the hiring department in consultation with the Human Resources Office and will consider such factors as equity, the staff member’s length of service, and the institutional desirability of the transition.
8.6 Interim Appointment
8.6.1 Authority. The Board of Trustees authorizes the Chancellor to establish compensation policies for interim appointments. Such appointments are made at the initiation of the campus and the campus Human Resources Office is delegated the responsibility for personnel actions involving interim appointments.
8.6.2 Definition. Interim appointments are applicable to positions which are not to be carried forward into the next or future fiscal periods, but which fill a need for the current or upcoming fiscal period. In such situations the staff member appointed does not retain a significant proportion of his/her permanent status position's duties/responsibilities. In unusual circumstances, an interim appointment may be given to a person who is not a USNH employee.
8.6.3 Length of appointment is normally for six months or more.
8.6.4 Monetary payment is benefits eligible and will be in effect for the duration of the appointment. The amount of pay will be determined by the position's supervisor in consultation with the campus Human Resources Office. At the termination of the interim appointment, the staff member will revert back to the compensation for his/her permanent status position with any salary increases added that might have occurred during the period of the interim appointment