Staff Compensation Philosophy
Juniata seeks to recruit, retain, and motivate a highly skilled and productive team of staff members that will achieve sustained success.
The total compensation package consists of direct pay, benefits, and working environment and is designed to:
Pay for performance, modeling the qualities found in the Leadership Philosophy.
Facilitate the development of employees and movement along career paths, recognizing the desire for professional growth. Maintain open communication regarding factors that impact our work.
Effectively utilize Juniata’s total compensation dollars while preserving the College’s fiscal health. It should recognize the different markets in which Juniata competes for staff- local, regional, and national.
Assist Juniata in meeting our long-term strategic goals and objectives.
Utilize compensation strategies to fulfill our commitment to diversity.
Recognize the importance of developing work/life balance programs providing the flexibility to manage work and personal life.
Recognize and reward excellence, as outlined in our mission statement.
Staff Compensation Policy
Many staff come to the College because of identification with the mission and principles for which Juniata stands.
Staff at Juniata strive to provide services that enrich the educational experience of the students enrolled here. Therefore, Juniata strives to provide compensation to staff employees based on the prevailing practices in the community and markets for work of a similar nature, equity within the college, and the availability of financial resources. Ultimately, job performance plays the biggest role in determining individual compensation beyond market factors.
Positions requiring similar duties, skills, and qualifications are given the same category, and compensation is made in accordance with the College Compensation Plan. Positions will be aligned in descriptive categories based on the primary function of the position:
Descriptions for new positions must include a completed job description questionnaire and be submitted to the Human Resources Office, where a classification description and appropriate pay category will be recommended. If an existing description does not reasonable describe the new position, a draft classification description will be prepared for review and approval. The appropriate Vice-President must make recommendations to fund new positions to the President.
Requests to reclassify positions may be initiated by the staff member with the concurrence of the supervisor and appropriate Vice-President. Such requests should be based on a belief that duties and responsibilities of a position have materially changed (at least 30% of the job has changed) since the position was last reviewed. A job description questionnaire should be fully completed and set to Human Resources for review, illustrating what changes have occurred. Human Resources will conduct an analysis of the duties and recommend the appropriate category, whether the same or a change.
Salaries and wages are reviewed periodically (generally once each year), and increases are recommended based on merit. Recommended adjustments to pay grades will be made based on market reviews conducted by Human Resources. On occasion, minimum rate adjustments may require across-the-board raises. The across-the-board adjustments are purposely minimized, however, in preference to rewarding individuals in terms of work performance.
Employees are eligible to receive salary increases at the start of the fiscal year. Requests for increases outside of this time frame will be reviewed on a case-by-case basis and must meet our compensation budget parameters.
The college pays for overtime hours more than forty (40) hours in a workweek for non-exempt positions. Those eligible for overtime compensation will be paid at a rate of time and one-half for time worked in excess of forty (40) hours per workweek. Any hours worked more than the regular workweek but less than forty (40) hours will be paid for at the straight time rate. Employees who are exempt from the overtime provisions of the Fair Labor Standards Act are not eligible for overtime compensation. The Human Resources Office maintains a list of exempt positions.
Employees promoted may be given a salary increase in keeping with the College Compensation Plan, normally and amount of at least 5%.
Salary increases will generally not be approved for employees transferring from one position to another at the same level (lateral transfer) or at a lower level (demotion). Decreases should be discussed with the Human Resources Office before departmental action.
All employees shall be hired at least at the minimum rate established for the category. Employees with exceptional qualifications may be employed above the base of the category, depending on qualifications. The extent of qualifications should be discussed with the Human Resources Office, where an analysis of experience, education, and skills will be made. The Director of Human Resources must approve a salary offer above the base of the pay grade.