(Approved by USM BOR on April 21, 2017; UMGC President on July 1, 2017)
Purpose and Applicability
This policy governs and establishes guidelines for the revision and adjustment of salary structures and for the assignment of Job Classes to Pay Ranges within salary structures; for the administration of individual salaries; and for the development and maintenance of a job evaluation program. This policy is applicable to all University of Maryland Global Campus (UMGC) Job Classes and positions within the Nonexempt Job Group. Nonexempt Staff employees who are included in the representation of the collective bargaining unit are subject to the Memorandum of Understanding (MOU) and applicable UMGC HR Policies; where there is a conflict between the two, the MOU will prevail.
Adjustment of Salary Structure and Assignment of Job Classes To Pay Ranges
The Board of Regents (BOR) for the University System of Maryland (USM) has established a Pay Program for Nonexempt Job Classes and positions that apply to UMGC Nonexempt Staff employees. The BOR maintains its authority to revise and adjust the salary structures within the USM Pay Program upon the recommendation of the Chancellor.
The BOR has granted authority to the President to assign Job Classes to Pay Ranges. The President has delegated authority to the CHRO to create Institution Specific Job Classes for UMGC and to assign any Job Class used by UMGC to the appropriate Pay Range according to its job market.
It is the goal of UMGC to maintain the midpoint of Pay Ranges within the applicable salary structure equal to the current average salary paid for comparable Job Classes within the appropriate job market.
According to USM policy, USM has developed a process to determine the competitive market position of the salary structures by conducting a biennial market salary survey and providing findings and a recommendation report to the BOR. UMGC shall participate in the USM market survey in cooperation with the Systemwide Compensation Classification Committee chaired by the USM Office (USMO). The CHRO may conduct and utilize additional market surveys as appropriate. The President or designee may utilize the market survey results to adjust UMGC salary structures and assign Job Classes to Pay Ranges within the applicable salary structure.
Impact of Adjustments to Pay Ranges
Increase in Pay Range
When the Pay Range of a Job Class is changed to a new Pay Range that has a higher minimum salary, the salaries of all employees who are below the minimum of the new Pay Range shall be moved to the minimum salary for their respective Job Class.
Decrease in Pay Range
In the event that the Pay Range of a Job Class is changed to a new Pay Range that has a lower maximum salary, the incumbents of positions within the Job Class shall not experience a reduction in current salary.
Unless otherwise provided by UMGC policy, employees whose salary exceeds the maximum of the Pay Range are eligible for increases to base salary for Cost of Living Adjustment (COLA) increases only, until their salary falls within the Pay Range.
In years when merit increases are awarded, the value of the employee’s merit increase may be awarded as a one-time payment rather than as an addition to base salary, until the employee’s salary falls within the Pay Range.
UMGC Job Evaluation Programs
The BOR has delegated authority to the President to establish, implement, and maintain a job evaluation program for UMGC.
The development and maintenance of Systemwide Job Class Specifications and other Systemwide methods of job evaluation shall be coordinated by the USMO.
The development and maintenance of UMGC Specific Job Class Specifications shall be the responsibility of the CHRO.
The UMGC President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the UMGC community; and to post the policy and any applicable procedures on the UMGC website.
USM BOR VII-9.10: Policy on the Pay Program for Nonexempt Staff Employees