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 supervising the employee.

This committee is ad hoc and may be convened by the Vice President of Administration and Finance when substantive changes must be made to the SAP. Committee members will include division representatives, the university budget director (or designee), and the director of HR who will chair the committee. The committee will provide recommendations to the Vice President and Human Resources when substantive revisions to the SAP are JMU initiated and not as a result of Department of Human Resource Management mandates or internal JMU process related.

As the university’s senior administrators, persons at this level shall administer the SAP accordingly:

• Establish a plan and designate levels of approval authority.
• Hold departments and managers accountable for salary decisions and proper application of the university’s SAP.
• Assess overall priority of potential pay issues for departments.
• Assess potential EEO impact of salary decisions, role allocations, and other decisions affecting pay or potential pay.
• Monitor compliance with rules and regulations of the classified compensation program.
• Review summary reports regarding pay decisions to ensure compliance with program guidelines.
• Evaluate the impact of all compensation programs.

This administrative level shall:

Hold departments and managers accountable for salary decisions and proper application of the SAP.
• Communicate information concerning the commonwealth’s Compensation Management System and the university’s SAP to supervisors and employees.
• Assess salary priorities and departmental needs in developing and acting on pay practices.
• Assess the potential EEO impact of salary decisions, role allocations and other decisions affecting pay or potential pay.
• Encourage participation in training 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.
• Negotiate salaries with potential and current employees with the support of HR.
• Approve pay actions when appropriate with the support of HR.
• Respond to employee appeals.
• Review reports regarding pay decisions.

This administrative level shall:

• Provide employees with information on the commonwealth’s Compensation Management System and the university’s SAP.
• Partner with HR to conduct training on classified compensation and the university’s SAP.
• Encourage and coach employee career development.
• Provide feedback to employees on performance.
• Review staff salaries and employee position descriptions regularly for accuracy and classifications.
• Recommend pay actions to upper management.
• Encourage participation in training.
• Monitor compliance with rules and regulations of the compensation program.
• Complete appropriate forms related to this plan.
• Gather information to support the requested pay action, including
  • Percentage increase
  • Source of funding
  • Total percent of previous increases during the current fiscal year
  • Justification for percentage of pay action requested using the 13 pay determination factors; noted in section VI.
• Negotiate salaries with potential and current employees as appropriate and in collaboration with HR.
• Review reports regarding pay decisions.
• Assist employees with organizational change issues.

Human Resources, specifically HR consultants, shall assist university administration and employees in implementing the university’s SAP and the commonwealth’s Compensation Management System:

• Collaborate with managers and provide review/consultation on pay actions.
• Chair and facilitate the University Compensation Committee
• Provide employees with information on the commonwealth’s Compensation Management System and the university’s SAP.
• Provide training to managers and employees.
• Provide tools and resources to manage compensation flexibility.
• Create reports regarding pay decisions.
• Comply with rules and regulations of the classified compensation program.
• Assess potential EEO impact of pay decisions, role allocations, and other decisions impacting pay or potential pay.
• Review regularly and recommend changes/modifications of the SAP to the Compensation Committee.

JMU employees shall:

• Leverage self-development and application of new skills, competencies and manage career development.
• Stay informed about the university’s SAP.
• Attend applicable training and informational workshops.
• Adhere to policies and guidelines regarding university compensation and the university’s SAP.