Contact

Director:
Christina Shen-Austin

Main HRS Office
College Hall, Room 106
(202) 250-2284 (videophone)
(202) 651-5352 (voice)
(202) 651-5344 (fax)
Email

Payroll Office
College Hall, Room 114
(202) 559-5362 (videophone)
(202) 651-5687 (voice)
(202) 651-5344 (fax)
Email

Staff Compensation

The Gallaudet University wage and salary administration program provides for the establishment of internally equitable and externally competitive salary ranges for all regular and extended temporary status, exempt and non-exempt, non-union staff positions.

The specific objectives of the salary administration program are to:

  • Maintain a system that is fiscally responsible and defensible to Gallaudet's funding sources.
  • Pay competitive salaries as a basis for attracting and retaining highly qualified employees and motivating them to do their best.
  • Establish and maintain internally equitable job relationships.
  • Provide opportunities for salary and professional growth.
  • Comply with local and federal laws and regulations.

Please view the current Staff Pay Schedule here.

JOB DESCRIPTION AND JOB EVALUATION

JOB DESCRIPTION

A job description lists the duties and responsibilities of the position and describes the minimum qualifications needed to perform the job satisfactorily.   Job descriptions are used for a variety of reasons, such as a tool for recruiting, determining salary levels, conducting performance reviews, clarifying missions, and establishing titles and pay grades.  A job description gives an employee a clear and concise resource to be used as a guide for job performance. Likewise, a supervisor can use a job description as a measuring tool to ensure that the employee is meeting job expectations.

It is the responsibility of the supervisor to prepare job descriptions for new positions and to update job descriptions when the duties of an incumbent change. Every three years, supervisors are required to review the job descriptions for the employees in their unit(s) to make sure they are current. Updates to job descriptions may be made earlier or more often if necessary. Employees have a responsibility to bring needed changes to the attention of the supervisor and to assist with the revision if requested. All job descriptions must be approved by the unit administrator and senior administrator before being sent to Human Resources Services for evaluation and/or inclusion with the permanent records.

Procedures for creating or updating a job description

JOB EVALUATION

Job evaluation is a systematic method for determining the relative values of jobs. Job evaluation is concerned only with the duties and responsibilities that comprise the job and with the minimum amounts of education, skills, training and experience needed to perform the job satisfactorily. The evaluation does not necessarily reflect the qualifications of the incumbent, and it does not represent the manner in which the tasks are carried out.

Using information from the job description, Human Resources Services evaluates each job and assigns a pay level.  When determining a job classification the following factors are used: freedom to act, problem solving, scope, supervisory responsibilities, responsibility for resources and experience. Other sources of information used are: internal and external comparison of job duties, internal hierarchy, the value of the job to Gallaudet, organizational charts, market salary data, recruitment and retention factors, unique skills required, funding levels and the scope of programs and services.  When analyzing market salary data,   

PROMOTION AND RECLASSIFICATION

PROMOTION

A promotion is defined as movement to a vacant position of increased responsibility or increased technical or professional proficiency with a higher salary range classification. An employee who is promoted to a higher level position may receive a salary increase to appropriately recognize the increased level of responsibility. If the new job is classified one pay level higher (or the equivalent) than the employee's current pay range, the salary increase should not exceed 10 percent.  If the new position is classified two or more levels higher than the employee's current pay range, a supervisor may consider adding up to three percent for each additional level (or the equivalent). The employee must receive at least the minimum of the new salary range. In no instance can the promotion increase result in a salary above the maximum of the range. All promotion increases must be approved by the appropriate administrators and the Director of Human Resources Services.  

An exception to the above may occur if the employee’s current salary is very low in the pay level of the new position (after an internal equity review). However, no increase will be granted if the incumbent is at or above the range maximum of the new pay level.  Any exception must be approved by the Senior Administrator, Administrative Officer, and Director of Human Resources Services.  

RECLASSIFICATION

A job reclassification can be requested when job duties have increased or decreased substantively, for the creation of a new position or when the job description needs to be changed to meet current departmental needs. A reclassification can happen when changes to a position result in at least 50% of a job’s duties being at a higher or lower level. This does not mean that 50% of the job must change.  Factors not taken into consideration are person related such as: longevity, future projects, speed, performance, retention, financial need, dedication and personality. Put simply we reclassify the job not the person. Reclassifications usually occurs as a result of one of the following:

1) A vacant position exists that a supervisor wants to change to a different position to better meet the needs of the department.
2) An employee in a current position has mastered all job elements to the point they now meet the requirements of an existing higher level position (career ladder).

An employee whose position is reclassified to a higher level may receive a salary increase to appropriately recognize the increased level of responsibility.  If the new job is classified one pay level higher (or the equivalent) than the employee's current pay range, the salary increase should not exceed 10 percent. If the new position is classified as two or more levels higher than the employee's current pay range, a supervisor may consider adding up to three percent for each additional level (or the equivalent). The employee must receive at least the minimum of the new salary range. In no instance can the reclassification increase result in a salary above the maximum of the range. All salary increases must be approved by the appropriate administrators and the Director of Human Resources Services.   

An exception to the above may occur if the employee’s current salary is very low in the pay level of the new position (after an internal equity review). However, no increase will be granted if the incumbent is at or above the range maximum of the new pay level.  Any exception must be approved by the Senior Administrator, Administrative Officer, and Director of Human Resources Services.  

NOTE: Changes in the volume of work assigned or performance of an individual are not considered justification for a reclassification.  This should be noted in their annual performance reviews instead.

Procedure for requesting a job classification review

 

Gallaudet

800 Florida Avenue NE
Washington, DC 20002

Gallaudet

800 Florida Avenue NE
Washington, DC 20002