By SUSAN JONES
The compensation modernization job catalog continues its rollout, with some people seeing pay increases that bring them up to the minimum in their pay range and others questioning why their salary isn’t higher.
The organizers seeking a staff union at Pitt are using the confusion about some parts of the rollout as a recruiting tool.
A recent email from the group, which is represented by the United Steelworkers, said that some employees had been told that “Compensation modernization is mainly for new hires, and someone could be hired tomorrow with the same job title at a higher rate than those who have seniority in the same position,” and that “We are not allowed to apply for our own job if we see it posted with a higher salary.”
The University disputes both these statements and any claims that some salaries might go down under the new plan. “While pay increases were not guaranteed with the development of the new job structure, the University has been clear that no employee would have their salary decreased as a result of this initiative,” the Office of Human Resources said in an emailed response to questions. HR and other University officials have repeatedly said no one’s salary would be reduced.
“Through the Compensation Modernization initiative, the Office of Human Resources identified that there were many positions that needed to be adjusted to better align with the market data, and in doing so, the University decided to raise its minimum wage to $16.50 an hour,” HR said. “This decision, coupled with the commitment to move all current unrepresented staff salaries to the minimum of their new associated pay range, was a vital endeavor by the University as it strives to recruit and retain its valued employees. Another part of the Compensation Modernization initiative is the continued and regular review of salaries to adjust and align salaries with the current labor market.”
James Gallaher, director of HR, told the University Times earlier this month that they recognize that there will be some salary compression initially. He reiterated that this is a three to-five-year project, and “in years out, we'll look to address those (other salary inequities).” But he noted that the 1 percent merit, market and equity salary pool approved by the Board of Trustees for 2023-24 gives responsibility centers “a little window this year to make some of those adjustments, but we know that it's going to take time to really right-size the whole pay structure. You just can't do all that in one year, not and be fiscally responsible.”
As for applying for the same job at a higher salary, HR said, “Individuals are welcome to apply for any vacant posted position that is currently in recruitment, including a job with the same title they currently hold.”
Find a guide on navigating the new job catalog in the Aug. 8 University Times. We also reached out to HR with some questions readers sent us about compensation modernization and some questions we had.
If someone is below the minimum salary for their pay grade, but above the $16.50 an hour mark, will they be getting raises this year to bring them up to the minimum?
Yes, any non-represented staff member that is below the minimum of the associated pay range for their position will have their salary increased to the minimum of the pay range. The lowest minimum pay range starts at $16.50 an hour. (Note from University Times: Some departments have confirmed to us that this has happened with their staff.)
What happens if a person was hired under guidelines that required them to have a master’s degree, but now the job description says it only requires a bachelor’s or high school diploma? Should the person with the master’s be moved to a different job description or be compensated differently?
Each job within the catalog provides a minimum education and experience requirement. Individuals in a job can have a degree that exceeds the minimum education requirement. The duties the individual will be performing determine which job they are placed in. Education, experience, years of service and performance are considered when looking at a specific salary within a pay range.
Can job description or pay grade problems be fixed at the RC level or does HR need to be involved? Can the RC move someone to a new pay grade?
Job descriptions are based on job duties and responsibilities and are standardized and listed in the University’s job catalog. Staff should be assigned to a job based on the primary duties they are performing. Pay grades are associated with each job and are benchmarked to market data. RCs have been involved with the implementation of the Compensation Modernization project and are ensuring that staff are aligned to the appropriate job and associated pay range. If an RC needs assistance with a particular job, they can work directly with the Compensation Department in the Office of Human Resources.
Some people have reported that their job was reclassified from exempt to non-exempt employees under the new pay grades, without their or their supervisor’s knowledge beforehand. How and why did this happen and what can be done?
Each job in the Staff Compensation System has an associated FLSA designation (exempt or non-exempt). The exemption status of a University job is determined by the University's Compensation Department within the Office of Human Resources and is done so in accordance with criteria established by the FLSA, part of the division of wage and time in the Department of Labor. A specific job’s exemption status is listed within the job description in the job catalogue.
Throughout the Compensation Modernization implementation process, RCs have been provided FLSA exemption status for each of the jobs. The exemption statuses also were available during the job-mapping phase of the project.
What happens if someone is making more than the highest level of their pay grade? Does that mean they won’t be eligible for the 3 percent pay raise this year?
All eligible staff and non-represented faculty members who performed at a successful level or higher during the last year may be eligible for a salary increase.
Will there be special information sessions for supervisors on all of this?
The Office of Human Resources conducted two educational sessions for all staff, including supervisors, on how to find and navigate resources regarding the new Staff Compensation System. The Office of Human Resources established a website that provides resources and links to valuable information. The site can be found here (Pitt ID required).
How should part-time employees calculate where they are in the pay scale? Also 10-month employees?
Part-time employees may calculate their annual salary rate by multiplying their current hourly rate by either 1,950 (if working in a job that is a regular 37.5 hour work schedule) or by 2,080 (if working in a job that is a regular 40 hour work schedule). Ten-month employees would calculate the annual rate by multiplying their current monthly pay by 12.
Susan Jones is editor of the University Times. Reach her at suejones@pitt.edu or 724-244-4042.
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