The goal of KSAS Human Resources is to provide fair and equitable compensation to all staff for work performed. Pay is determined by weighing the factors of skill level, experience, and performance. KSAS HR partners continuously with University Compensation to evaluate individual job requirements and benchmark them with others in and out of the University.

Salaries and salary ranges are based on an evaluation of the complexity of skills required to do a particular job. The first step in skill evaluation is the development of a job description (see section entitled, "Job Descriptions".) The University's Classification System enables our Compensation Analysts to develop an individual profile for each position, assign a pay grade based on the profile, and determine appropriate salary ranges for each pay grade based on surveys of other salaries in the (job) market.

Hiring Salaries:
Generally, staff new to the University is hired at a salary that is below the midpoint of the salary range for the specific pay grade. It is assumed that experience in the job is necessary before an individual can be "fully functioning" in their position. Midpoint salaries indicate the "market" salary for someone who is proficient and fully functioning in a job. Usually, it takes 2-3 years of doing the same job to become proficient at it. Similarly, it takes 2-3 years in a job to reach the midpoint of the salary range. (See http://www.jhu.edu/~hr1/pol-man/sectn5.htm#D.)

Salary Reviews and Salary Review Dates:
JHU believes that staff should be compensated for good performance. Therefore, each staff member should receive a performance evaluation by his/her supervisor at least once a year. (See http://www.jhu.edu/~hr1/pol-man/sectn5.htm#G.) The evaluation should be an objective and accurate documentation of the individual's job performance over the entire preceding year. The KSAS Performance Appraisal Form is initiated by the staff member and completed by the supervisor; a face-to-face meeting should be held to discuss the evaluation and to set mutual goals for the upcoming year. See Performance Appraisal Guidelines (MS Word format).

Once the performance evaluation is completed, the supervisor recommends an appropriate merit increase that is reflective of performance and current budget constraints. Guidelines for merit increases for KSAS staff are distributed each spring by the Associate Dean for Finance and Administration for the upcoming fiscal year and are based on University Guidelines distributed by Audrey Smith, Vice President of Human Resources. The recommended FY2003 merit increase for excellent performance is 3.5% of the midpoint of the incumbent's pay grade. Increase amounts should be modified up or down to reflect actual performance and available funding. See FY2003 Midpoint Percentage chart (MS Word format).

The Salary Review Date for merit increases is the annual anniversary date of the date hired or promoted into the most recent position.

Salary Planning:
Once the University Guidelines for annual salary increases are released to the departments in KSAS, the department Administrator and department Chair are asked to review current salaries for staff and project increases in compensation for the upcoming fiscal year. The Salary Planning Worksheets are used for budget forecasting as well as for equity review. Department Chairs/Administrators should review their staff salaries for equity and market comparisons and project appropriate changes in compensation. In addition to projecting the % of merit increase for the upcoming fiscal year, other adjustments in salary may be necessary (see possible increase/adjustments list below.)

The completed Salary Planning Worksheet for each department is forwarded to the KSAS HR Manager, Joan Spoltore, for further equity review. Requests for additional compensation amounts over the recommended guideline increase must be accompanied by written justification. Once approved and signed, the HR Manager will send the Worksheet back to the department, with a copy to HR Payroll. Insert Meghan's worksheet.

Please note: a Performance Appraisal Form must still be completed on the Salary Review Date to ensure that performance and salary projections are still accurate and appropriate. Increases will not be put through Payroll without a completed Appraisal Form.

Possible Increases and/or Salary Adjustments:
In addition to performance based, or merit, increases given on the SRD (Salary Review Date), salary increases may be given for the following situations.

Below the Minimum Increase: at any time an individual's salary falls below the minimum of the pay grade range (usually July 1 of the new fiscal year), an increase must be given to bring the salary to the minimum.

First Quartile Increase: if an individual's salary falls within the first quartile of the salary range for his/her pay grade, an adjustment of up to 5% of the midpoint of the pay grade may be given every six months until the salary reaches the second quartile. (See http://www.jhu.edu/~hr1/pol-man/sectn5.htm#E.)

In Grade Adjustment: if performance warrants, a staff member may be eligible for an in-grade salary adjustment as a result of changes in job responsibilities (not significant enough to warrant a reclassification), internal equity, or market changes. ( See http://www.jhu.edu/~hr1/pol-man/sectn5.htm#F.) This adjustment can include a midpoint adjustment if the incumbent has been in the same position for 3 or more years, is fully functioning in that position, and is a good performer, he/she can receive a salary increase to the midpoint for the pay grade salary range.

Salary Supplements:
Salary supplements, other than normal overtime required by the FLSA, are given only in unusual circumstances and must be approved by the KSAS HR Manager, Joan Spoltore. Supplements may be given for work over and above the normal scope of the position. In addition to falling outside the normal scope of duties, it is usually done outside of the normal work hours. Supplemental pay is given via an ESUP and does not count towards the FTE or benefits base of the position. Please contact KSAS HR for more information regarding supplemental pay.

HR Manager, Joan Spoltore
Telephone: 410-516-4138
FAX: 410-516-8480

HR Generalist, Bethany Bauer-Tindell
Telephone: 410-516-7062
FAX: 410-516-8480

Office of Compensation

 

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