Salaried Employee Compensation and Classification Program (SECCP)
Position Review Procedure (Feb. 2008)
A Position Review may be requested by employee or supervisor who believes duties / responsibilities of the position have significantly changed since last evaluated by Human Resources (HR).
Significant change means:
- Results in an increase in the ratings of at least two factors and at least a 10% increase in total points OR
- Position is assigned to a different job with a higher market valuation, resulting in movement to higher salary band.
- Go to http://www.maine.edu/pdf/reqsalclasrev.pdf
- Download and complete Request for Salaried Classification Review (RSCR) form
- Complete employee portion of the Position Description Questionnaire (PDQ).
- Send completed form to your official immediate supervisor.
- Within 20 working days, the supervisor:
- Reviews/discusses PDQ with employee and completes the supervisor portion.
- If employee and supervisor disagree, the supervisor may not require the employee to change the PDQ but indicates the disagreement in the supervisor’s part of the PDQ.
- Supervisor and employee then prepare updated Job Description (JD).
- Send job description, PDQ, and the RSCR to campus HR office.
What Happens With the Position Review Materials?
- HR obtains additional information/clarifications, rates the position, and provides review results within 20 working days.
- Request denied: Changes in the position are insufficient to constitute a significant change. HR sends decision to supervisor, who provides to employee.
- Request approved: If a significant change is confirmed, HR sends decision to the supervisor, and a new salary is established retroactive to date the completed review request was submitted.
- Salary increases normally range from 5-10%
- If position moves to a higher salary band, salary is normally increased to at least the minimum of new salary band or at least a 5% increase for each higher band, whichever is higher.
- Position remains within the same salary band; at least a 5% increase is normal except in exceptional circumstances.
Greater amount may be given if supported by adequate written justification -- subject to availability of funding and internal equity.
Increases to compensate for added responsibilities when the increase exceeds the greater of 16% of the employee's base salary or $5,500 for employees in UMPSA require approval by UMS Chief Human Resources & Organization Development Officer or designee.
Increases resulting in a new base salary of over $90,000 or above require Chancellor approval.
Salaries resulting from a position review may not exceed the maximum for the salary band (except for employees hired prior to 1/1/05, who may be paid up to a 5% increase even if that takes them over the maximum for the band.)
- Appeal Procedure (UMPSA- Represented Employees only)
- Employee may file a written appeal with the System Appeal Committee (SAC) within 20 working days from receipt of the denial from campus HR. Appeal shall state specifically what part of the decision is being appealed.
- The SAC (consisting of one representative from the Association and one from the System) considers the appeal and issues a written response within 30 working days. Consensus decision of the SAC is final and binding.
- If the SAC is unable to reach consensus, the appeal goes to an arbitrator for final and binding decision.
Note: For non-represented employees, the System HR office may accept additional written input from the employee and/or supervisor(s) and reconsider the initial decision.
Alternate versions of documents are available from your university human resources office.
Last Updated: July 13, 2009