SPEC Kit 344: Talent Management · 43
Generally, we do this annually, but for different groups of staff.
Our plan is to review every three years.
Systematic reviews are usually done campus-wide.
Systematic reviews of library staff salary levels are conducted by university HR. Recommendations for changes in existing
salary levels are provided by HR based on a statistical analysis of staff within a specific university level.
This is an ongoing process and is looked at every year at a minimum.
This review is implemented by the university, not the University Libraries.
We conduct over-all reviews twice annually—at budget development and again at salary setting. In addition to market
data, internal equity and supervisor feedback is considered for retention purposes.
We review equity among librarians and exempt staff annually when setting salaries. Clerical wages are governed by the
union contract and we typically do not make adjustments.
When an anomaly seems apparent, we investigate.
Yearly, after annual evaluations are completed.
Additional Comments N=11
When an employee raises a concern N=4
Although we check when the employee raises a concern, it is more often the supervisor who raises the concern.
No set schedule
Occasional reviews are initiated at the university level.
We do a comparison with ARL salary data about every 3–4 years. We ALSO solicit, *every* year, recommendations
from the AULs about perceived equity imbalances in their divisions, and if the data show that it is truly the case, we try
to make corrections for those to the extent possible within the salary pool.
We don’t make adjustments N=2
Faculty was done. Staff was not (but supposed to be done by the university).
University does not normally address internal equity issues.
Other N=5
Employees are moving around the library to new positions through an “internal opportunity” process position
descriptions are reviewed when this occurs.
Librarians may apply for salary adjustments based, in part, on pay received by others in similar positions at the same
institution. There is no formalized system for other employee groups.
Same answer as above. Any action is driven by campus HR for staff and by provost office for faculty and other
academic personnel.
We typically review salaries at the point of filling a vacancy, for internal compression issues.
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