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

Human Resources

• 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 • 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

Department Heads and Managers

Staff

• Collaborate with Human Resources regarding compensation actions and recommendations • Actively participate in education on the specifics of the compensation program (attend trainings, become familiar with tools and other resources available, etc.) • Maintain knowledge of job responsibilities and requirements for function/area of responsibility, and the corresponding characteristics and documentation for staff in those jobs • Establish standards for performance and provide frequent and meaningful feedback • Communicate openly regarding compensation programs to foster transparency and understanding of the University’s compensation programs • Serve as a trusted advisor for staff on development and career progression topics • Maintain documentation regarding job responsibilities and requirements, and participate in regular maintenance of documentation • Actively participate in education on the specifics of the compensation program (attend trainings, become familiar with tools and other resources available, etc.) • Communicate openly and regularly with department head or manager to address any issues and concerns