link to Managing Pay Within Grade Tool in pdf
Expanded Responsibilities Guidance
| Scale | Description |
|---|---|
| Minimal or No Difference | -A change in how work is done of the tools used (e.g., automating manual processes, switching to different software package) -May require training to learn new software or methods, but it does not change the purpose of overall accountabilities of the job -Work remains in the same unit, with little or no changes to authority or budget controls -Additional steps or tasks that are similar to current responsibilities -Same types of decisions made, with the same consequence of errors -No additional risk |
| Slightly Noticeable Difference | -Additional competencies or skills are required to successfully perform the work (e.g. courses or training series, but not necessarily leading to a degree or certificate) -Additional supervision of employees performing similar work in the same unit -Slight addition to decision making responsibility, with increased consequence of error and risk -Broader scope of communication, perhaps outside of unit |
| Moderately Noticeable Difference | -Completion of specialized certification or licensure related to position responsibilities required -Draw on greater amount of professional experience that requires increased complexity of problems encountered in the course of work -Increase in breadth of responsibility (e.g. from Unit to University wide) -Expanded budget authority or resources -Additional supervision of employees performing different work, or in a different unit increased autonomy and independence in position -Accountable for communicating metrics and result to higher levels |
| Significantly Noticeable | -Completion of an advanced degree (Masters or higher); or extensive training course (e.g. FBI Academy or SPHR) -Responsibility for compliance and implementation of new State and/or Federal Regulations -Additional supervision or oversight of another unit -Significant increase of spending authority or discretion, or additional funding sources -Increased responsibility to set policy for unit, department, or university -Authority to grant exceptions to policy |
Employee Contribution Guidance
| Scale | Description |
|---|---|
| Entry Level Skills and Experience | -Meets minimum qualifications of job; however may be fairly new to job and field, has little or no direct, related prior experience -On steep learning curve, building both skills and knowledge as well as ability to handle job responsibilities |
| Intermediate Skills and Experience | -Performs (or has demonstrated capability to perform based on prior experience) some/most job responsibilities with increasing effectiveness -Possesses the basic knowledge and skill requirements, but may need to build experience |
| Advanced Skills and Experience | -Performs (or has demonstrated capability to perform based on prior experience) all aspects of job effectively and independently -Experienced in the job and possesses required knowledge and skills -Consistently exhibits desired competencies to perform job successfully -Seasoned and proficient professional |
| Expert Skills and Experience | -Expert (or has demonstrated capability to perform as expert based on prior experience) in all job criteria -Has broad and deep knowledge of own area as well as related areas -Depth and breadth of experience, specialized skills, perspectives add significant value to institution -Serves as expert resource and/or mentor to others |