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V. RESPONSIBILITIES

The following is an outline of the types of actions for which each level at the university will be responsible in order to implement the Commonwealth's Compensation Management System at JMU. The goal is to designate these decision-making functions to the first appropriate level overseeing the employee.

President/Division Heads
As the university's senior administrators, persons at this level will oversee the Salary Administration Plan by:

• Establishing a plan and designating levels of approval authority;
• Holding departments and managers accountable for salary decisions and proper application of the Salary Administration Plan;
• Assessing overall priority of potential pay issues for departments;
• Overseeing compliance with rules and regulations of the classified compensation program;
• Reviewing EEO impact of salary decisions, role allocations, and other decisions impacting pay or potential pay;
• Reviewing summary reports regarding pay decisions to ensure compliance with program guidelines;
• Evaluating the impact of the compensation program.

University Compensation Committee
Committee members will include division representatives to include the University Budget Director and the Director of Human Resources, who will chair the committee. The committee will:

• Recommend strategic planning for the university's salary administration plan;
• Recommend compensation policy for classified employees;
• Review university-wide financial implications of classified compensation practices;
• Monitor compliance with rules and regulations of the classified compensation program;
• Evaluate the program and its impact on classified employees

Deans/Associate Vice Presidents/Assistant Vice Presidents
This administrative level will:

• Hold departments and managers accountable for salary decisions and proper application of the Salary Administration Plan;
• Communicate information concerning the Commonwealth's Compensation Management System and the university's Salary Administration Plan to supervisors and employees;
• Assess salary priorities and departmental needs in developing and acting on pay practices;
• Certify training attendance by managers;
• Encourage and coach employee career development;
• Provide feedback to employees on performance;
• Comply with rules and regulations of the classified compensation program;
• Complete appropriate forms related to this plan;
• Assure that pay actions can be supported by adequate funding;
• With the support of Human Resources, negotiate salaries with applicants and employees;
• With the support of Human Resources, approve pay actions when appropriate;
• Respond to employee appeals;
• Review reports regarding pay decisions;
• Review EEO impact of salary decisions, role allocations and other decisions affecting pay or potential pay.

Department Heads/Directors/Managers/First-Line Supervisors
This administrative level may do the following:

• Provide employees with information on the Commonwealth's Compensation Management System and the university's Salary Administration Plan;
• Partner with Human Resources to conduct training on classified compensation and the university's Salary Administration Plan;
• Encourage and coach employee career development;
• Provide feedback to employees on performance;
• Recommend pay actions to upper management;
• Certify training attendance by managers;
• Comply with rules and regulations of the compensation program;
• Complete appropriate forms related to this plan;
• Gather information to support the pay action, including
• Percentage increase requested
• Source of funding
• Total percent of previous increases during the fiscal year
• Justification for percentage pay action requested using the pay determination factors;
• Negotiate salaries with applicants and employees as appropriate (in partnership with Human Resources);
• Review reports regarding pay decisions;
• Assist employees with change management issues.

Human Resources
Human Resources will assist the university administration and employees in implementing the university's Salary Administration Plan and the Commonwealth's Compensation Management System by:

• Partnering with managers and providing review/consultation on pay actions;
• Chairing and managing the University Compensation Committee;
• Providing employees with information on the Commonwealth's Compensation Management System and the university's Salary Administration Plan;
• Providing training to managers and employees;
• Providing tools and resources to manage compensation flexibility;
• Creating reports regarding pay decisions;
• Complying with rules and regulations of the classified compensation program;
• Reviewing EEO impact of pay decisions, role allocations, and other decisions impacting pay or potential pay;
• Providing regular evaluations and recommending changes/modifications to the Compensation Committee;
• Establishing readiness criteria for decentralization within the university.

Employees
JMU employees will:

• Leverage self-development and application of new skills, competencies and managing career development;
• Stay informed about the university's Compensation Management System and JMU's Salary Administration Plan;
• Attend applicable training and informational workshops.

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