Roles and Responsibilities To ensure that the program is administered in a consistent, impartial manner, the roles and responsibilities for key constituents involved in compensation decision making are defined in the table below:
Senior Leadership Team
• Serve as a champion/sponsor for compensation program development, implementation, and maintenance • Foster transparency regarding the University’s compensation programs through consistent, clear, and open communication • Develop and communicate compensation philosophy and goals to the University at large • Prioritize funding of resources to maintain the salary program, while acknowledging budget limitations or constraints • Reinforce accountability for University leaders and managers with respect to the compensation programs • Approve aspects of compensation program design, administration, and maintenance, as appropriate
Human Resources
• Lead the efforts to develop, administer, and maintain the compensation programs, in collaboration with University leadership • Provide strategic and operational advice to University leadership regarding compensation issues, market trends, and relevant regulations • Serve as a trusted advisor for University leadership and managers when making compensation decisions • Communicate openly regarding compensation programs to foster transparency and understanding of the University’s compensation programs • Provide tools to managers and employees to promote the development of and updates to job descriptions for staff • Commit time and resources to the regular maintenance of the compensation programs; specifically the collection and evaluation of market data, competitive market assessments, and recommendations for adjustments to the compensation programs to maintain alignment with market practices • Establish procedures to evaluate the effectiveness of compensation programs, practices, and policies
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