Type of Change

Guideline

Administration of Salary Range

• All salaries will be within the salary range associated with the grade (i.e., between the minimum and maximum). The grade minimum and maximum represent a discount and a premium against the market respectively. Managing pay within the salary range ensures that salaries are set fairly and equitably across the institution
• Employees whose salaries are at or above the established maximum for their salary grade will have their salaries frozen and will not be eligible for increases to their base salary. Presidential exceptions may be granted for extenuating circumstances.

Movement to a Higher Grade
May be either due to the re-grading of current job or promotion to a new job

• Employee will be compensated in accordance with the new job's grade with position in the range determined based on the individual employee's skills and experience. The new salary will not be greater than the midpoint of the higher grade without the evaluation of the job for the new position
• Salary increase should recognize additional responsibilities and ensure salary for the new job is consistent with market and internal equity. The increase will also take into account the incumbent's skills, knowledge, experience, performance, as well as internal equity of employees in the same or similar jobs

Movement within Current Grade
Lateral move to a new job in the same grade

• Employee's compensation will be re-evaluated relative to the new job
• Salary increase may be recommended based on the incumbent's skills, knowledge, experience, performance, and current position within the salary grade as well as internal equity of employees in the same or similar jobs

Movement to a Lower Grade
May be either through re-grading of current job, demotion to a new job, or voluntary job change

• A demotion is a decrease in the duties and responsibilities assigned to an employee and a reassignment from one job to another job at a lower pay grade or salary range. A demotion can also be defined as a reassignment of duties to a lower level of pay or responsibility even if there is not a change in the employee's job title or position. Involuntary demotions may occur if work is eliminated, abolished or reorganized, as a disciplinary action or if a classified employee is unable to perform the work satisfactorily
• Supervisors who are considering a suspension, demotion or dismissal of an employee must contact Human Resources to ensure that all appropriate laws, regulations and policies are observed.
• Demotions are subject to the policy and guidelines as described in the Business Procedures Manual for the University System of Georgia http://www.usg.edu/hr/manual/dismissal_demotions_or_suspensions

Transfer within Institution or from Another Institution in University System

• Details on the associated benefits, service continuity, and leave policies remain the same as the University System guidelines
• Salary change is subject to the guidelines described above based on the job at GC

Earning a Degree or Other Professional Designation

• Earning a degree by itself does not typically warrant a salary increase. Any associated compensation change will be assessed by HR and the appropriate manager on a case-by-case basis. The manager will initiate the re-evaluation process stated above.

Interim Assignment, Acting Assignment, & Additional Responsibilities

Definition of terms:
• Interim assignments: Assignment of administrator responsibilities due to resignation of administrator or administrator absence for a long period of time. Employee will have authority and responsibility of the office, for a period greater than three months.
• Acting assignments: Assignment of administrator authority due to administrator absence or reassignment for a short period of time. Employee will have authority of the office, but the absent administrator retains the responsibility of his/her job, for a period less than three months.
• Additional duties: Assignment of additional duties, but not full responsibility or authority of a job, for a period of time less than 1 year Guideline:
• The nature of these assignments and associated compensation will be assessed by HR and the appropriate manager on a case-by-case basis