Comparison markets used for benchmarking and maintaining the salary structure will reflect the realities of the competitive environment for different job families and roles.
- For positions found primarily in higher education, the comparison market will be a group of doctoral and masters institutions at the national, regional, or local level, depending upon the position. This group of public and private comparison institutions was selected by the President’s Cabinet in collaboration with our compensation consultant as both competitive and aspirant institutions.
- For positions in Information Technology, Finance and Accounting and other key non-academic positions, broad industry markets will be used in addition to the identified universities to develop and maintain the salary structure.
- For support positions which are not higher education specific, general industry comparison data for the Philadelphia Metro area will be used.
Job content and role determine the salary band to which a job is assigned, and the specific responsibilities and scope, combined with the skills, knowledge, experience and performance of the incumbent determines his/her salary within the band.
- Job responsibilities, requirements, complexity, and impact will determine the salary band assignment, not the job’s title. There must be a clear and current job description for each job to ensure that Human Resources has the job content information needed to properly band jobs. Salary ranges will be competitive with our respective, defined markets
- Skills, knowledge, experience, and performance of the individual will determine the actual salary
- Internal equity and market competitiveness will be monitored regularly to ensure continued program effectiveness
There are ten broad bands, D (entry level) to M. The Band Definitions outline each band’s core criteria used in evaluating jobs:
- Job Scope (University, Division, Departmental, Work Unit, etc) and Major Responsibilities
- Job Complexity and Impact on the University
- Knowledge, Skills, and Competencies required to perform the job
- Education and Experience required to perform the job
Jobs in the Administrative Assistant job group are further detailed in a matrix which provides examples of the scope, knowledge and job complexity for each of the five levels of administrative assistant. All jobs in the Administrative Assistant job group are non-exempt.