Human Resources Administrative Practice Manual:
Classification, Compensation, and Payroll
|Official Title||Policy on Entrance Salary|
|Abbreviated Title||Entrance Salary|
|Responsible Office||Human Resources|
The salary of a new employee in the University System shall normally be at the beginning salary range level for the classification or position to which the person is appointed. The Chief Human Resource Officer at an institution has the discretion to approve a higher salary level with appropriate review and justification. In addition, pursuant to the Policy on Position Classification, institutions are authorized to develop and administer wage and salary administration programs that may allow the salary of a new employee to exceed the beginning of the salary range.
Reason for Policy
This policy ensures consistency in compensation practices among institutions of the University System while affording the appropriate level of flexibility needed at the institutional level.
Entities Affected By This Policy
All units of the University System of Georgia are covered by this policy.
Who Should Read This Policy
All Human Resources and management personnel within the University System of Georgia should be aware of this policy.
|Office of Human Resourcesfirstname.lastname@example.org|
|Institution Chief Human Resources Officers||See University System HR Officer Listing at http://www.usg.edu/hr/officers/|
Website Address for This Policy
These definitions apply to these terms as they are used in this policy:
Board of Regents: The governing body of the University System of Georgia
Salary Range: The institutionally approved pay range for a position, usually designated by a minimum salary amount and a maximum salary amount.
Good compensation practices are needed to attract and retain good employees. When determining salaries, various factors should be taken into consideration, including but not limited to: internal alignment and equity, external market conditions, job responsibilities and required qualifications. Before employing an individual at a rate higher than the entry level salary, institutions are strongly advised to review the salary levels of all other current employees in the same or similar classifications.
Institutions are authorized to develop and administer a wage and salary administration program for utilization at the institutional level to ensure consistency in applying this policy.
Each institution shall establish procedures to implement this policy.
The responsibilities each party has in connection with the Policy on the Entrance Salary are:
|Vice Chancellor for Human Resources, USG||Maintain policy, provide guidance to institution human resources officers on effective utilization of policy, and monitor campuses for compliance.|
|Institution Chief Human Resources Officers||Ensure all hiring managers are aware of the policy. Provide guidance to management on appropriate application of the policy. Ensure that an appropriate process or institutional level policy is in place to facilitate fair and equitable evaluations of requests to extend offers above the minimum of a salary range. Ensure requests are properly evaluated and administered in accordance with policy and applicable federal and state laws. Ensure appropriate documentation is maintained when necessary.|
Garnishment of Pay