Salary Administration

A major topic of interest to study the area of human resources, salary administration.

Some details that I can show to you regarding this issue, start with this question:

What is it?

The salary administration process refers to all components of Rensselaer's formal pay program. Staff compensation is impacted by the following:

• Career Ladders
• Salary Ranges
• External Labor Market Analysis and Internal Equity
• Pay Adjustments

• Performance-Based
• Promotion
• Reclassification
• Equity Adjustment
• Special/Premium Pay

Starting Salaries

For employee groups with negotiated salary ranges, starting salaries are mandated in the collective agreements and are outlined in published salary scales.

Job postings list salaries from the minimum to the midpoint of the job’s salary range, since most people will be hired between these two pay levels.

Those hired at the minimum of the range are generally recent graduates, or someone who has all of the qualifications, but very little experience. It is expected that these new hires will take a number of years to become fully proficient in the job.

Those hired at the midpoint of the range possess all the necessary qualifications, as well as sufficient experience to “hit the ground running” in the job, that is they will become proficient in the position in very little time.Salary Upon Hire: A department must offer at least the minimum rate of pay for the pay level associated with the position. Prospective employees with knowledge, skills and demonstrated abilities above the minimum qualifications for the position may be offered up to 10% above the minimum pay rate following an internal equity analysis by the department. No rate of pay higher than 10% above the minimum rate of pay may be committed to a candidate without prior consultation and approval from Human Resources and the division Vice President. Refer to section 2.8 for the approval process for salary offers over 10% above entry of the pay level.

Salary Upon Hire: A department must offer at least the minimum rate of pay for the pay level 

associated with the position. Prospective employees with knowledge, skills and demonstrated abilities above the minimum qualifications for the position may be offered up to 10% above the minimum pay rate following an internal equity analysis by the department. No rate of pay higher than 10% above the minimum rate of pay may be committed to a candidate without prior consultation and approval from Human Resources and the division Vice President. Refer to section 2.8 for the approval process for salary offers over 10% above entry of the pay level.

Procedures for Staff Positions Without Established Pay Levels

The following positions do not have established pay levels:

• President/Chancellor
• Vice President/Vice Chancellor
• Chief of Staff
  
  
• Chief Auditor
• Athletics Director
• Coach/Assistant Coach 

Salary Upon Hire: The starting salary rate for a vacant position without an established pay level will

be determined by the hiring authority taking into consideration the recommendation by the Human 

Resources department after a review of the position for external and internal equity.Administrative Procedure, Revised June 2011Salary AdministrationPage 5 of 5

 Merit Salary Increases: A staff member is eligible for review and recommendation for a salary 

increase within the Merit Program Guidelines communicated and in accordance with the general 

provisions outlined in section 2.2 of these procedures.

Special or Other Salary Increases: Statutory or other special increases may be granted as deemed 

appropriate by the President and/or Board of Regents.