When you begin your employment at Smith College, your supervisor will give you a written position description which outlines the major duties you are expected to perform. This description is used as the basis for the performance management system and your supervisor will update it as needed. The position description is also used to determine whether your position is exempt or non-exempt, using the provisions of the Fair Labor Standards Act (FLSA). The FLSA sets forth regulations concerning minimum wages, overtime payments, and record-keeping.
Copies of position descriptions, including grades, for all classified positions are available for review in the Office of Human Resources, and members of the human resources staff are available to answer your questions about the system.
Position Evaluation and Reclassification
A position is assigned a job classification and salary grade at the conclusion of an evaluation process which uses information provided to the Office of Human Resources.
Job assignments and duties may change as a result of organizational changes, technological changes, or other factors. If the responsibilities of a position have changed substantially, the department head may request that the position classification be reviewed. Department heads should contact Human Resources to initiate this procedure.
Salary ranges are established for each grade and reflect the competitive job market from which the college hires employees. Salary surveys which include positions comparable to those at the college are used to obtain the competitive job market data.
The midpoint of each grade range represents the average market value for a position. The position of an individual's salary within the grade range typically reflects: 1) the individual's experience and qualifications; 2) the length of time in a particular position; and 3) performance history. The maximum grade range would be used to reward exceptional performance and extended length of service in the position.
Employees receive annual salary increases based on several criteria including individual performance, equity issues within the department or college, and the resources available for salary increases in a particular year.