Classification & Compensation Guide
The key to an accurate and timely review is requesting the correct process and providing the appropriate supporting documentation.
The following Classification & Compensation Guide provides direction on developing and submitting position changes. If you have questions, at anytime throughout the process, please feel free to reach out to our Classification & Compensation team via AskHR@wm.edu for additional guidance.
Classification & Compensation Review Request Type and Submission Requirement
The first step in the process, is determining the type of review request to submit. The various options are outlined below:
Position Changes
Request submitted through PeopleAdmin. Reclassifications require a Classification & Compensation Review form attached to the request when the position is not vacant.
- Reclassification (different duties, similar level): Change of duties of 20% or more that generally does not result in a significant increase of two or more classification factors (i. e. scope, complexity, autonomy, accountability, and/or impact). May result in title change with or without range change.
- Reclassification (increased responsibility): Evaluation of position duties, tasks, or responsibilities in comparison to the differences in similar positions of similar responsibility; review of the classification of certain jobs or positions when there is an increase of 20% or more of scope, complexity, responsibility, etc. over sustained period.
- Title Change: Change to better align title with the position duties; does not change position or pay; it is merely more descriptive of the work performed.
Person
Request submitted through PeopleAdmin with a completed Classification & Compensation Review form.
- Alignment (person): Internal evaluation of compensation of one or more individual's duties and responsibilities and/or compensation in comparison to the perceptual differences in the pay of other individuals doing similar work in same classification. Results in potential pay adjustment of incumbent(s) if warranted.
Organizational Level Changes
Must be discussed with Deputy CHRO, CHRO, HR Consultant and/or Classification & Compensation Manager. Method of submission depends on the actions.
- Reorganization/Realignment: Changes to multiple positions that are interconnected or a change in mission, focus, operations, etc. Requests submitted with a memo of the proposal, before/after organizational charts, impacted positions, and employees.
- Market Adjustment to Positions: A review of a position or a group of positions relative to what the market is paying for similar positions.
- Equity Evaluation: Internal and/or external alignment analysis of pay based upon perceptual differences in similar positions or people by gender, race, age, or other demographic protected class factor.
Performance
A bonus request is submitted via a Personnel Action Form; requires UHR approval. A base salary increase is submitted through PeopleAdmin with a completed Classification & Compensation Review form.
- Performance Increase or Bonus: UHR approval required to ensure consistency, fairness, and equity across divisions for similar innovations, noteworthy impact, and performance outcomes. Pay increase or bonus depends on the nature of the action and length of performance. For instance, a bonus is warranted for excellent work on a project and an increase is warranted for exceptional performance over the period of a year or more.
