Classification and Compensation: Staff Classification & Compensation Administration Policy
Subject: Human Resources
Policy: Staff Classification and Employee Compensation Administration
Effective Date: January 1, 2019
Revised:
Review Date: Three (3) years from Effective Date above
Responsible Party: University Human Resources
Applicability: This policy applies to all employees as specified in the policy
1. INTRODUCTION AND PURPOSE
Montana State University is committed to attracting, developing, and retaining talented faculty and staff to achieve the MSU mission. This policy sets forth the general principles governing classification of positions covered by the MUS Staff Compensation Plan and the requirements for compensation administration of all employees.
2. BOARD OF REGENTS AUTHORITY
The Board of Regents is authorized under state law to appoint employees and determine their compensation. Section 20-25-301 (9), MCA. Therefore, the Board of Regents is responsible for the establishment of the classification and compensation structure for employees of the Montana University System.
3. CLASSIFICATION AND COMPENSATION FOR CLASSIFIED EMPLOYEES
a. The policies for classification and compensation for classified employees is set forth in the Montana University System Staff Compensation Plan.
b. Initial salary for classified employees is established by the Staff Compensation Plan and by applicable Collective Bargaining Agreements.
c. Salary adjustments for classified employees are governed by Flexible Pay options for classified employees as established by the Board of Regents and by
applicable Collective Bargaining Agreements.
4. UNIVERSITY HUMAN RESOURCES RESPONSIBILITY
University Human Resources administers the MUS Staff Compensation Plan. Establishing the correct classification for a classified position will occur at recruitment and, as necessary, when duties are changed. University Human Resources personnel may conduct an audit of assigned and actual duties of employees, at its discretion, to determine correct classification and compensation at any time.
5. OBTAINING APPROVAL FOR SALARY OFFERS AND SALARY ADJUSTMENTS
Compensation is typically driven by the employment category, funding source, union affiliation, and duration of a position. The salary that may be offered to an employee at hire must be approved through the appropriate approval process. Depending on the position being filled, approvals from University Human Resources for classified employees and the appropriate administrators (e.g. – Dean, Provost, President, Commissioner of Higher Education) for faculty and contract employees must be obtained prior to entering into any salary discussions with potential employees.
Before making a proposal for a salary adjustment for any employee, the appropriate supervisor must contact University Human Resources and follow the required procedures for obtaining approval prior to discussion of the adjustment with the employee. See, Salary Guidelines for Nonfaculty Contract Employees.