Salary Equity Review

I.Purpose
The University's salary equity review process is designed to resolve the problems associated with salary differentials that affect members of protected classes of employees. The University's policies prohibit discrimination,regardless of intention,on the basis of gender, race, color, religion, national origin, age, disability, veteran status, sexual orientation, or political affiliation.Salary equity review process is designed to eliminate statistically significant salary differentials that may have arisen due to discrimination.This policy does not deal with salary differentials that have arisen because of other factors such as salary compression.

II.General Procedures
The President approves these guidelines. Funding to support any salary increments made as a part of this salary equity review process will be a part of the salary funds allocated to each unit. The Assistant Vice President of Institutional Equity and Diversity, who reports to the President, is responsible for the implementation of the guidelines and the ongoing operation of the salary equity review process. Ordinarily, the Assistant Vice President of Institutional Equity and Diversity will begin accepting any requests for salary equity review by February 15th of each year. These requests will be acted upon in a timely fashion so that any salary adjustments that result will take effect on July 1st.

III.Specific Procedures

A.The Office of Institutional Equity and Diversity assembles required salary information to be used in the review process

B.Salary equity review requests may come from any source, including a specific faculty, staff or administrative employee, from an administrative superior of the employee, from a constituent group such as the Women's Caucus, the Coalition of Black Faculty and Administrators, the Hispanic & Latino Employee Association, the Asian Caucus or from the Assistant Vice President of Institutional Equity and Diversity. All requests must be forwarded to the Assistant Vice President of Institutional Equity and Diversity. All supporting data and materials must accompany these requests.

C.The Assistant Vice President of Institutional Equity and Diversity will analyze these requests and forward them to the appropriate Vice President, along with the Assistant Vice President's comments.

D.The Vice President, on the basis of supported information, will determine any salary equity adjustments.

E.The Vice President submits his/her final list of salary recommendations, with all other salary increase recommendations, to the President, who will consult with the Assistant Vice President of Institutional Equity and Diversity.

F.The President approves the Vice President's recommendations, in whole or in part, and may choose to ask for additional information and analysis.

G.The Budget Office prepares a memorandum for the President's signatures that reflect his/her final salary equity review decision.