HR Policies: 6.7.1
Staff Compensation Administration
Subject: Administering Wages and Salaries
Number: 6.7.1
Issued: 3/1/82
Revised: 6/30/98
Scope
Regular full-time and part-time staff positions (not applicable
to bargaining-unit staff positions).
Objectives
Cornell University recognizes the importance, contribution and performance
of its staff in pursuing, achieving and supporting the university's
missions. Therefore, Cornell is committed to designing and maintaining
compensation policies and programs which ensure equitable job and
position evaluation, competitive pay, and performance-based pay
increases.
The university's compensation policies and programs are designed to assist in creating an environment which will:
- attract, develop, retain, and reward high quality staff at all levels of responsibility;
- provide the foundation for internal equity through consistent application of job evaluation, position evaluation, and pay programs;
- pay wages and salaries which are competitive with the prevailing rates for similar employment in the labor markets;
- foster staff understanding of, and reward staff on the basis of, individual and team performance and contribution to the university's missions;
- enhance staff understanding of career development opportunities;
- plan for and respond to changes in the design, development, and performance of work both at Cornell and in the general marketplace; and
- comply with all state and federal laws and regulations.
Responsibility
The development of compensation programs, including compensation
strategy and pay-for-performance, is the responsibility of the university's
executive officers and the Office of Human Resources. Program responsibilities
are delegated to the Council of Deans and Vice-Presidents, which,
in conjunction with the Office of Human Resources, periodically
reviews the compensation program's overall effectiveness, plans
and proposes to executive officers short-term and long-term refinements.
Each dean/vice-president, in consultation with the local hr representative or designee is responsible for ensuring each staff position description and its university job title equitably reflect the position's current responsibilities, essential functions and required qualifications.
On an ongoing basis, each dean/vice-president, in consultation with the local hr representative or designee is responsible for monitoring and analyzing the effectiveness of its compensation administration program to ensure that an appropriate relationship exists between position description, job title, pay band, performance assessment, and pay increases, and that all compensation administration actions are delivered in a nondiscriminatory manner. (Note: statutory colleges will comply with all applicable New York State regulations)
Each dean/vice-president, in consultation with the local hr representative or designee is responsible for maintaining an ongoing program informing staff about the University Staff Compensation Program with the objective of making all staff aware of the basis for their compensation.
The university reserves the right to amend this policy due to business necessity.
Contact the local hr representative or designee or Compensation Services for more information.