Salary Range Assignment & Review for MSUAASF

Overview

Submission Procedure

Documents Required: 

To request a salary range assignment or review, submit the following documents to Human Resources: 

• Position Description MSUAASF (completed and signed) 

  • Include a copy of the previous position description with signatures (if an existing position). 

• FLSA form – Complete the appropriate exemption test (see options below). Contact your assigned HR Generalist with questions. 

  • FLSA – Administrative Exemption Test:
    • The test for the Administrative Exemption is twofold: (1) What type of work is performed? Is the incumbent’s primary duty the performance of work directly to management or general business operations? And, (2) At what level is the work performed? Does it require the regular exercise of discretion and independent judgement on matters of significance? 
  • FLSA – Executive Exemption Test:
    • An employee with the primary duty of managing the enterprise or a customarily recognized department or division thereof may be entitled to the Executive Exemption. Those that qualify are generally responsible for the success or failure of business operations under their management.
  • FLSA – Professional Exemption Test:
    • Learned professional: Primary duty is the performance of work requiring knowledge of an advanced type including the consistent exercise of discretion and judgment in a field of science or learning where the advanced knowledge is acquired by a prolonged course of specialized intellectual instruction.
    • Creative professional: Primary duty involves the performance of work requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor.

• Organizational Chart that shows: 

  • Two (2) levels above and below the position 

  • Position Control Number (PCN) for each position 

  • Job classification title for each position (working titles optional but recommended) 

  • Current employee names or label as “vacancy” 

  • Full-time equivalency (FTE) for each position (e.g., 50%, 100%) 

  • Highlight the position under review 

• Unclassified Personnel Document (UPD) (if the position has a current incumbent) OR ePRF – Position Requisition Form (if the position is vacant). 

• Memo explaining: 

  • Who is requesting the range review (supervisor, employee, or both). 

  • Reason(s) for the request. 

  • Whether the changes were abrupt or gradual, and the timeframe. 

  • How the job duties, knowledge, and skills required for the position have changed. 

  • Any other information HR should consider. 

Important: All documents must be complete and signed before the process can begin. Incomplete packets will be returned and will delay the process.

Review Process

• Human Resources reviews the documentation for accuracy and completeness, including all signatures.

• Once the audit package is complete, Human Resources will convene a meeting of the Campus Evaluation Committee (CEC).

• The employee and supervisor will be invited to present to the CEC as the committee reviews and evaluates the position.

• The CEC evaluates the position using the Position Allocation Matrix and all supporting documentation. The committee then makes a recommendation and completes the evaluation form. 

• The Director or Associate Director of Human Resources reviews the CEC recommendation and makes the final range assignment decision. 

  • If the CEC recommendation is not accepted, rationale will be provided. 

• The assigned HR Generalist notifies the employee and supervisor of the determination and provides information about the appeal process and 30-day appeal deadline. 

Appeal Process:

Using the following procedure, an appeal may be filed with the System Evaluation Committee (SEC). The written appeal and rationale must be submitted to the System office HR representative within thirty (30) calendar days of the final determination notice.

• Write appeal providing the rationale for the appeal and any additional information not contained in the original request for review. Revisions of the originally submitted position descriptions cannot be made as part of the appeal process.
• Submit written appeal and rationale to the campus Human Resources Office so it can be submitted to the System Office within the 30-calendar day appeal deadline.
• If a timely written appeal is not filed, the salary range determination will become final.
• Upon approval in advance by the Vice Chancellor for Human Resources, or their designee, this deadline may be extended. Written correspondence as provided in this provision may be by email.
• All appeal information must be received by the SEC three (3) weeks before the next scheduled SEC meeting.

System Evaluation Committee's (SEC) Role:

• The Vice Chancellor for Human Resources, or designee, will convene regularly scheduled meetings of the SEC as needed.
• The SEC will invite the employee and supervisor to present to the committee as the committee reviews the appeal documentation.
• The SEC will evaluate the position using the Position Allocation Matrix and all supporting documents. The SEC is not limited in its deliberation to the content of the appeal, and may consider all relevant information available to determine the appropriate range assignment of the position.
• The SEC's decision is final and not subject to the grievance procedure in the collective bargaining agreement.
• The Vice Chancellor for Human Resources, or designee, will notify the assigned Human Resources Generalist of the SEC's decision.
• The assigned Human Resources Generalist will then notify the employee, supervisor, and CEC of the SEC's decision. A summary of the process to assign new ASF positions to a salary range, and to review, and when appropriate, change the salary range assignment of existing positions, is outlined below.

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