Employees meeting the minimum qualifications of the job should normally be paid up to 10 percent over the minimum of the pay range. However, pay rates for new employees possessing qualifications in excess of the minimum qualifications may be placed at pay rates above 10 percent over the minimum of the pay range, with the appropriate levels of approval.
When considering requests for new hire rates, the University will consider whether the salary rate allows sufficient room for growth and relationships to rates paid to similarly qualified or more experienced employees in the job. External salary survey data may be considered, if available.
In establishing new hire rates, the University will continue to comply with all federal and state rules and regulations. This includes the Equal Pay Act of 1963, which prohibits pay differentials on jobs that are essentially equal in terms of skills, effort, responsibility, and working conditions, except when these are the result of a bona fide seniority or merit system, or any other job-related factor other than sex.
When a candidate for a position demonstrates that he or she will meet the job qualifications within six (6) months of hire, and when the employing department has reason to believe the applicant will become a valued employee, provisional employment may be considered. The hiring of such an individual requires approval of the appropriate vice president and the Director of Human Resources. The initial hire rate will be five percent (5%) below the minimum of the salary range for the position. At the completion of the six-month probationary period, and with a satisfactory performance evaluation, the provisional employee will receive an increase in pay to the minimum of the pay range. The hiring unit is responsible for ensuring the evaluation and salary increase are processed.
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