PROGRAM GOVERNANCE

Our University Senior Leadership plays a pivotal role in ensuring that the salary program is competitive and equitable, administered in accordance with its design, and maintained to ensure ongoing relevance. Specific responsibilities include the following:

• Partner with Human Resources to maintain policies and programs that are aligned with institutional needs and promote just, equitable, fair and competitive compensation
  
• Support and promote the program by ensuring managers and staff understand and adhere to the program 

Human Resources is responsible for evaluating the compensation program and providing relevant data and processes to ensure compensation decisions are just, competitive, equitable, and meet regulatory standards. Human Resources will partner with managers and leaders, providing specialized experience and expertise to:

• Develop programs, plans, structures, and administrative guidelines
• Administer and maintain Villanova’s pay structure
• Provide detailed review, analysis, data, and recommendations to support compensation and classification decisions
• Provide information, education and advice on market practices, trends, and analysis to leaders, managers, and staff
• Partner and support managers in compensation determination decisions
• Administer classification and compensation decisions and actions
• Participate in compensation surveys
• Audit how salaries are administered to ensure legal compliance, equity and alignment with effective compensation practices

Managers play a critical role in ensuring credibility, consistent application of the guidelines and communication with staff. Specifically, managers are responsible to:

• Obtain and maintain knowledge of the program and how it impacts staff in their area(s) of responsibility
  
• Support the program by following its guidelines and providing thorough and accurate information when recommending compensation and classification changes for staff
• Consult with Human Resources to ensure alignment to compensation and classification guidelines
• Communicate positively and proactively with staff to educate on program components and impact

While staff are not responsible for making compensation decisions or actively managing the program, they do have other important responsibilities such as:

• Understand the program by familiarizing themselves with the information provided by the University
• Discuss questions or concerns with their manager
• Perform job responsibilities effectively and ask for guidance when necessary