Applies to: (examples; Faculty,Staff, Students, etc)
Faculty , Staff
Faculty , Staff
This policy defines base pay and supplemental pay categories for employees. Defining different pay classifications assists the University in maintaining a compensation structure that is internally equitable, externally relevant to labor markets, compliant with regulations and contracts that impact pay, and emphasizes alignment in pay with the University’s mission and goals.
Term |
Definition |
Base Salary |
Base salary is the annual compensation paid by the University for an employee’s position whether that employee’s time is spent on research, teaching or other activities. In general, the base salary is established by each College/Department in consideration of the employee’s performance, relevant skills, job experience, external labor market, internal equity, UHSP salary ranges and budgetary constraints. Base salary includes base salary and certain salary components (such as additional administrative responsibilities) but excludes bonus, honorarium and incentive payments. Base salary for hourly staff is based on budgeted, regular scheduled hours. |
Supplemental Pay |
Supplemental or additional pay for employees may be appropriate and can include:
|
Authority for salary administration
Much of the salary and wage administration process takes place within Human Resources, however; it is the responsibility of the Deans, Department Heads, Vice Presidents and other members of management to support equitable application of salary administration within the University. Human Resources is responsible for working with University Administration to develop and administer compensation standards, including but not limited to:
Salary reporting for sponsored work
In all submissions for funding for sponsored work, the Base Salary is used as the employee’s salary. Base Salary may not be increased as a result of replacing UHSP salary funds with National Institutes of Health grant funds or other grant or contract funds. Base Salary and full-time equivalent (FTE) (as shown in the payroll system) of an employee will not be increased or decreased during a fiscal year as a result of receipt or loss of salary support from grants, contracts, clinical income or other revenues.
The regulations issued by the federal agencies or other sponsors often include restrictions covering direct salary limits for individuals charged to grants, cooperative agreements and contracts. This includes caps on salary that can be charged. These salary caps can change from year to year based on the agency. Direct salary is exclusive of fringe benefits and facilities and administrative (F&A) expenses, also referred to as indirect costs. Compensation for individuals under awards from federal agencies and most other sponsors cannot exceed a stipulated rate of pay per year or per academic appointment. Guidelines generally state the amount charged to a grant cannot exceed a stipulated annual rate of pay. Since some faculty members have academic year appointments, the applicable salary cap for those individuals calculates to 75% of the annual salary cap rate.
The term “rate of pay “can be further described as follows: the rate of salary or wages that an individual earns for services performed (weekly, bi-weekly, monthly). The appropriate salary cap rate must be applied to competing and non-competing awards based upon the federal fiscal year (FFY) (10/01/YYYY – 09/30/YYYY) or other defined measurement period in which the notice of grant award was issued. For faculty members who receive a salary that exceeds the applicable rate, the amount of salary requested/charged to the award must be limited to their effort percentage multiplied by the salary cap rate, as defined grant sponsor. Faculty and administrative staff in the academic departments are responsible for applying the appropriate salary cap rate in all applicable proposals and existing awards.
Changes to Base Salary
Base Salary may be changed at the beginning of any fiscal year, and may be increased or decreased at that time. During a fiscal year, Base Salary of an employee generally will not be changed, except in the following limited circumstances:
Position/Office/Department |
Responsibility |
Human Resources |
Work with Vice Presidents/Deans on salary administration issues as appropriate documenting changes, rationale and communication and submitting changes for processing |
Vice Presidents/Dean |
Communicate with Human Resources regarding salary changes and salary issues within their unit including internal inequity, need for position or unit salary review, position classification (exempt/non-exempt) review, and/or market analysis. |
Name |
Contact Information |
Dan Bauer, Director HR |
314-446-8308, Daniel.Bauer@uhsp.edu |