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At The University of Texas at Dallas, compensation decisions are a collaborative effort between the hiring manager or supervisor, responsible higher-level administrators, and Human Resources. Implementation of consistent and appropriate practices are instrumental to our ability to attract, motivate, and retain qualified employees, and to ensure compliance with appropriate rules, regulations, and laws. The success of our compensation program hinges on our ability to appropriately compete with external labor markets, to recognize and reward exceptional performance, and to maintain a shared sense of internal equity and fairness. In addition, UT Dallas policy prohibits discrimination based on gender expression or gender identity. The Human Resources team is responsible for managing the campus-wide processes for UT Dallas’ hiring and compensation practices, performance management, review of promotional opportunities, and for providing assistance to non-faculty staff. The Office of the Provost is responsible for all faculty hiring and compensation decisions, though much of the hiring, performance assessment, and compensation decisions are made at the level of the academic schools by deans or their designees. The principles described herein apply explicitly to all non-faculty staff, but, in some cases, apply implicitly to faculty, as well.
For example, the guidelines regarding merit-based salary adjustments, one-time merit awards, market-based adjustments, and compression or inversion issues are equally applicable to faculty and staff. Further, institutional equity and fairness issues are also equally applicable, though partially separated administratively. A salary range is an established range of pay organized into salary grades. Each job is assigned a salary grade that represents employees performing similar work utilizing similar knowledge, skills and abilities.
Since employees have different levels of experience and education, we utilize quartiles to determine where an employee should be placed in the salary range. The second quartile of the range is intended for employees who have gained experience and skill and who are becoming more proficient in the position for which they were hired. The midpoint represents the market rate for this position, and represents fully experienced employee at that level. The fourth quartile of the range is normally reserved for individuals who are considered the subject matter expert in their position with a depth of knowledge that extends beyond their primary responsibilities. This example represents guidelines for salary range placement. Other factors may be considered if necessary. The minimum of the salary range equates to the minimum qualifications required of the new job.