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Working at Cornell
Cornell Employment: Staff Compensation Program
Cornell recognizes the importance, contribution, and performance of its staff in pursuing, achieving, and supporting the university’s overall mission. In concert with Cornell’s Core Human Resource Values and Principles, Cornell is committed to establishing compensation policies and programs that provide competitive, performance-based pay within the framework of equitable position classification. In addition to the policies noted below, refer to the compensation program pages. More information for Cornell staff and faculty, and especially geared for managers and supervisors, can be found under the HR Tools and Resources, Recruiting, Hiring, and Orienting and Staff Position Classification and Job Titles pages.
Job Evaluation and Classification
The university’s job-evaluation program establishes and maintains the overall staff job structure in an equitable and flexible manner. A job represents a group of positions that require similar skill, effort, responsibility, and working conditions. Staff job classifications at Cornell are based upon position content. Jobs are organized into job families and are separated into bands. See HR Policy 6.7.2: Position Classification Process for details. Cornell employees should also consult the HR Tools and Resources: Staff Position Classification and Job Titles pages on the OHR Web site.
Pay Structure
The pay structure for nonacademic, non-bargaining unit staff encompasses both nonexempt positions (which are eligible for overtime pay) and exempt positions (which are ineligible for overtime pay). Each staff member’s position is classified under a particular university job title and pay band. Additional information on the pay band structure may be obtained from the local HR office or the departmental business office. See HR Policy 6.7.1: Staff Compensation Administration for details. Cornell employees should also consult the Jobs and Pay pages on the OHR Web site.
Position Descriptions and Working Titles
When a position is created, it is documented with a written position description and working title. The position description contains the unique set of duties, responsibilities, essential functions, required qualifications, and reporting relationships that establish the position. The required qualifications noted for each position description shall be in concert with those stated for its university job title. This position description shall be reviewed annually by the supervisor, preferably in conjunction with the annual performance review. See HR Policy 6.7.2: Position Classification Process for details. Cornell employees should also consult the HR Tools and Resources: Staff Position Classification and Job Titles pages on the OHR Web site.
DISCLAIMER: The policies contained in this handbook are not conditions of employment, and are not intended to create a contract between the university and its employees. The university reserves the right to amend or revoke the policies in this handbook at any time without notice. The university reserves the right to change the content of this handbook at any time. Nothing contained in this handbook constitutes a promise or guarantee of continuing employment or benefits.