Salary Administration Guidelines
These salary administration guidelines serve as the basis for consistent and equitable salary decisions within the college. Specific percentage adjustments associated with a change in job responsibility are related to the college's current salary schedule and may be subject to change in the future.
The hiring range for new employees is generally in the lower third of the salary range for the position. A starting salary above the hiring range will be considered only if warranted by the candidate's experience and job knowledge or if external market pressures exist for particular occupations. All salary offers must have the prior approval of the Office of Human Resources so that internal equity and other considerations may be addressed.
A promotion occurs if you move to a new position at a higher grade level. The new position may be in your current department or a new department. A promotion to a higher job grade is normally accompanied by a salary increase, depending on the level of your current salary within the new grade. Promotions of two or more grades normally result in a salary increase of no more than 10 percent or to the minimum of the new grade, whichever is greater.
A lateral transfer occurs if you move to another position classified at the same grade level. Lateral transfers allow employees to gain broader skills in a variety of work settings. No salary adjustment is made in the case of a lateral transfer.
Transfers to a Lower-Level Position
Employee-initiated transfers to positions with a lower grade level normally result in a reduction of pay of 5 percent per grade.
If your position is reclassified to a higher grade, you will normally receive either a salary increase or a lump sum payment that does not increase your base. In certain cases, depending on the position of your salary in the new grade, no increase may be appropriate. Reclassifications of two or more grades normally result in a salary increase of no more than 10 percent, or to the minimum of the new grade, whichever is greater.
All reclassification increases will be determined by the Office of Human Resources.
Work Assignments Outside of Classification
If you are reassigned by your supervisor to fully perform the duties of a position in a higher classification for a period of two months or more to cover a vacancy or leave of absence, you may be eligible for a temporary increase in salary to be determined by your department head and the Office of Human Resources. Such an increase is normally between 5 and 10 percent and is based on the grade level of the higher classified position. At the end of the temporary assignment, your salary returns to its former level. All such temporary assignments and salary adjustments must be approved in advance by the appropriate senior staff member.
If you are reassigned by your supervisor to perform the duties of a position in the same grade classification as your current position, no salary adjustment will be made.
Compensation for Teaching-Related Responsibilities
Exempt/administrative staff may be eligible for a stipend for teaching-related responsibilities at Smith College under the following conditions;
- The staff member's supervisor and department head have approved the teaching-related responsibilities.
- Staff members will not be compensated for teaching-related responsibilities that are considered part of their obligation to the college as defined in their job description.
- If instruction and/or preparation take place during regularly scheduled working hours, the staff member should make up the time.
- Teaching-related responsibilities by a staff member that are subject to a stipend must be approved by the Provost's Office and Human Resources, who will also determine the stipend amount.
- Normally the staff member will not be approved to teach more than four credits a year for compensation.
- Exempt/administrative staff at the grade of "C" or above are not eligible for this policy.