807  Classification and Compensation Plan for Classified and Administrative Positions

Approved by President
Effective Date: June 5, 2017
Responsible Division: Business and Finance
Responsible Office:  Human Resource Services
Responsible Officer:  Assistant Vice President, Human Resource Services

I.  Purpose

This policy outlines the administration of the compensation plan for administrative and classified positions at Middle Tennessee State University (MTSU or University).

II.  General

The Classification/Compensation Plan at MTSU includes all classified and administrative positions. Each position has been classified, evaluated, and allocated to an appropriate skill level in accordance with the level and complexities of the duties and responsibilities as assigned to the position. This system of classification and position evaluation attempts to provide equal pay for equal work, facilitate orderly promotional opportunities, and provide information concerning duties, responsibilities, titles, and rates of pay for classified and administrative positions at MTSU.   

III. Definitions

When used in this policy, these terms shall have the following meanings:

A.  Class.  A group of positions with duties, responsibilities, and requirements sufficiently similar that the same title and schedule of compensation may be applied to each position in the group.

B.  Skill Level. A specific rank or rating which each position is assigned on the basis of job value.

C.  Promotion.  An increase in position or rank brought about by means of assuming the duties of a vacant position of higher classification or assuming duties which warrant a reclassification of the present position to one at a higher level.

D.  Demotion.  A decrease in position or rank brought about by means of assuming the duties of a vacant position of lower classification, the realignment of duties presently performed which warrant a reclassification of the present position to one at a lower level, or the assignment of a position at a lower classification subsequent to the disciplinary procedure or disqualification from present position based on inability to perform essential duties of the position.

E.  Lateral Transfer. The assumption of duties of another position at the same level.

F.  Reclassification.  When an employee’s duties and responsibilities change, which may include an appropriate salary adjustment.

IV. Classification Plan

Classifications and Specifications:

Each individual position in the Classification Plan has been allocated to an established class. Each class has an established Class Specification. These Class Specifications are not to be confused with a "job" or "position" description that is a description of an individual position. A Class Specification is a description of a class of positions that may include several individual positions, i.e., the class of positions of secretary.

As new positions are created, Human Resource Services is responsible for assisting in the creation of the new position description and placing it in the appropriate job classification, skill level, and salary grade, dependent on the specific job duties and responsibilities.   

If significant, additional duties are added to an existing position and the additional duties and responsibilities have been performed for a minimum of six (6) months, a request may be made for a review of the position for possible reclassification. Requests for reclassification audits may only be submitted by the employee’s supervisor. If the audit results in denial of  the reclassification of the position, another audit request may not be submitted for one (1) year from the date of the audit results.

V. Compensation Plan

Each classified and administrative position is placed in an appropriate salary range consistent with the duties and responsibilities of like positions. A schedule of ranges and skill levels is available on the Human Resource Services web site and in the Office of Human Resource Services.

VI. Preparation of the Compensation Plan

Human Resource Services shall review all relevant compensation factors and options and make recommendations for approval of a comprehensive compensation plan to establish rates of pay for services performed. The MTSU Board of Trustees will approve all changes to the compensation plan. Salary ranges are updated as needed within the budgetary limitations of MTSU.    

VII. Administration of the Compensation Plan

A.  Upon initial employment at MTSU, the rate of pay shall be determined by Human Resource Services based on the incumbent’s years of relevant work experience that qualifies the candidate for the position and the assigned skill level of the position up to ninety (90) percent of the midpoint. Exceptions can be approved by the Division Vice President, up to the midpoint of the salary range. Exceptions over the midpoint of the salary range require the approval of the President.

B.  A salary adjustment can occur as a result of several possible actions, such as promotion, reorganization, demotion, or salary increases resulting from legislative/administrative actions.

C.  An employee who is promoted to a higher skill level shall have his/her salary increased based on the relevant years of work experience that qualifies the employee for promotional opportunity. The employee will be placed in the new range up to ninety (90) percent of the midpoint. Exceptions can be approved by the Division Vice President up to the midpoint of the salary range. Exceptions over the midpoint of the salary range require the approval of the President.

D.  Voluntary or involuntary demotions may occur when an employee moves from a job at a higher skill level to a job in a lower skill level. In the case of demotions, the Department Head, along with Human Resource Services, will determine if a reduction in the employee’s salary is appropriate. The Division Vice President will review and approve the recommendation.

E.  An employee who makes a lateral transfer to a position in the same skill level to which his/her present position is assigned shall not receive a salary change.

F.  An employee in a position that has been reclassified should receive a salary increase to the minimum of the new skill level range or a three (3) percent increase of his/her current salary, whichever is greater. If the employee is at the maximum of the new skill level range, a salary increase will not be recommended by Human Resource Services.  Any exceptions would fall under Item G.

G.  When an employee reaches the maximum salary step, or is at a rate of pay outside the established range of his/her assigned skill level, eligibility for further salary increases is prevented unless exception is granted by the President or mandated by legislative action.  

H.  The pay rate for persons re-employed at the same or higher skill level within three (3) years of terminating their employment shall be either the minimum rate for a higher skill level position (pay grade is higher than the one held prior to leaving MTSU) or the salary at the time of termination (if returning to a position that is the same skill level that employee was in prior to leaving MTSU). The pay rate for persons re-employed in lower skill levels shall be assigned at rates equitable with other salaries in that level.

I.  Permanent part-time positions covered by the Classification Plan shall be compensated at a rate determined by the following formula: percentage of time worked times skill level assigned.

J.  Subsistence and maintenance in the form of meals, lodging, laundry, etc., received in lieu of cash are considered a part of the total salary. Maintenance allowances are reported to the retirement systems as earnings, but are exempt from taxation.

Forms:  none.

Revisions: none.

References: none.