Human Resources Information Systems
Tel: 780-5628 - Fax: 780-5554 - Email: HRIS
© 2003 USM - HRIS
A Member of the University of Maine System
U N I V E R S I T Y O F S O U T H E R N M A I N E
POLICY #: 104.1
SUBJECT: PROFESSIONAL SALARY PROGRAM
APPLIES TO: ALL PROFESSIONAL STAFF
ISSUED BY: USM PRESIDENT
EFFECTIVE DATE: 06/01/88
REVIEW/REVISION DATE:
The policy of the University of Southern Maine in regard to its
Professional Salary Program is as follows: salary levels will be
established in compliance with the principles of non-
discrimination, internal equity, and maintaining a competitive
position in labor market(s).
The following have been designed to carry forward this policy:
All positions will have up-to-date written job descriptions.
Managers will make sure that employees have copies of
their job description and when responsibilities change
that the job description is updated to reflect the
change.
When the responsibilities of a position change, the
manager will notify the Division of Human Resources so
that it may be evaluated for appropriateness of level.
Where the responsibilities of a position change to
include the supervision of other professionals the
position description must be updated. This may also
result in the position becoming excluded for
collective bargaining purposes.
All positions will be evaluated according to standardized
criteria and assigned to an appropriate level and salary
range.
All new positions will be evaluated before the
recruitment process begins.
Before a vacant position is filled, the position
description will be reviewed and updated if necessary.
Program Definitions
The following define the levels to which all professional jobs
are assigned and the evaluation criteria used in making the
assignment.
Levels
Levels I - III Entry Level Positions
Levels IV - VI Middle Level Management and
Professional Positions
Levels VII - VIII Upper Level Management and
Professional Positions
Level IX Deans, Senior Directors and
Vice President Positions
Job Evaluation Criteria
Education: Refers to the requirement of knowledge and mental
development acquired through regular education or special
training.
Previous Experience: Refers to the requirement of additional
knowledge, skill, and mental development acquired through
previous progressive experience in work similar or related to
that of the evaluated class of positions, such experience having
been obtained within the institution or in other organizations.
Supervision Exercised: Refers to the requirement of
responsibility for exercising supervision over others. It is
limited to the responsibility that a supervisory person,
regularly and authoritatively assigned, has for the performance
of employees under his/her charge.
Policy and Methods: Refers to the requirement of involvement in
the carrying out, interpreting, enforcing, originating,
developing, and approving policies and/or methods essential for
efficient operation, administration, and management.
Assets: Refers to the requirement of responsibility for
effective and economical use, operation, maintenance,
safeguarding, processing, purchasing, or storing of machinery,
equipment, materials, or products, or for planning or engineering
in connection therewith; and for generating handling,
safeguarding, or authorizing expenditure of funds or other
negotiables.
Personal Contacts: Refers to the requirement of responsibility
for securing cooperation and agreement, meeting, dealing with,
and maintaining contacts with management and legislative
officials, representatives of the general public, outside
organizations and other departments or divisions.
Records and Reports: Refers to the requirement of responsibility
for gathering, recording, and preparing informational data for
records, reports, or for other purposes, and/or maintaining,
reviewing, approving and presenting operational, financial,
technical, or personnel records and reports.
Safety of Others: Refers to the requirement, either by statuary
authority, accepted professional standards, or the inherent
nature of the job, for complying with or enforcing compliance
with standard safety measures, public health care, good
housekeeping practices, and the exercise of care to assure the
safety of, and prevent illness of, the general public or other
employees (excluding subordinates) in connection with public and
employee safety, public health, and similar types of work.
Mental Skills: Refers to the amount of mental attention,
application, concentration required and unusual pressures
involved in performing the duties of the position.
Physical Demands: Refers to the necessity for physical exertion
in performing the duties of the position and the dexterity in
limb or body movement necessary for satisfactory performance.
Unavoidable Hazards: Refers to the hazards, both accident and
health, present on the job, even though all reasonable safety
precautions have been taken.
These pages are designed and
maintained by
Human Resources Information
Systems
Tel: 780-5628 - Fax: 780-5554 - Email: HRIS
© 2003 USM - HRIS
A Member of the University of
Maine System