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.
Smith seeks to pay competitively taking into consideration individual qualifications and experience. A starting salary outside of 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.
Employees in regular and limited-term positions are eligible for a salary increase effective July 1 of each year based on factors such as individual performance and funding. Unless approved by the Office of Human Resources at the time of hire, salary increase eligibility for new hires for the following fiscal year is prorated as follows:
|Hire Date||Increase Proration|
7/1 – 9/30
10/1 – 12/31
1/1 – 3/31
4/1 – 6/30
|0%; Eligibility begins for the following fiscal year|
A promotion occurs if you move to a new position at a higher grade level and may be accompanied by a salary increase. The amount of the salary increase is determined on an individual basis and considers a variety of factors including the level of your current salary within the new grade range, internal equity and external salary markets.
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. Generally, 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 may result in a reduction of pay based on individual pay relative to the grade range of the lower-level position, internal equity and external salary markets.
If your position is reclassified to a higher grade, you may receive 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. 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 depending on factors such as your pay as compared to pay for the temporary role. 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 or lower 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.