While dozens of URA-AFT members have earned upward reclassifications of their positions so far this calendar year, far fewer have requested or been awarded In-Grade Salary Adjustments.
An upward reclassification has a different criterion than an in grade adjustment. An in grade offers up to 10 percent increase when approved and only requires a supervisor’s signature to confirm that the duties written are accurate.
In order to utilize Article 61-Self Initiated In-Grade Salary Adjustment, a URA member must be in their current position for at least five years, has not had another in-grade salary adjustment review in the past 12 months, and is not serving in an Acting Appointment at application time.
A salary in range or grade may be requested for the following reasons:
Additional Duties: When job duties significantly change, and the employee’s scope, depth and complexity of work includes permanent additional responsibilities that become a regular part of the job which do not warrant an upward reclassification of the employee’s grade. Salary adjustment cannot exceed 10% without a policy exception requiring the Senior Vice President for Human Resources approval. Please note: an increase in the volume of activity or transactions without additional duties does not justify additional pay or increase in pay.
Lateral transfer to new position: When an employee transfers to a different position within the same salary grade and assumes a demonstrable increase in the scope, depth and complexity of job functions and their outcomes as a result of the new position. Salary adjustment cannot exceed 10% without a policy exception requiring the Senior Vice President for Human Resources approval.
Counteroffer: When an employee received a written external employment offer where the external position is at a comparable level to the employee’s current position at Rutgers and within a comparable job market, and a counteroffer would not result in internal equity issues within the requesting department.
Equity: Used to address salary inequities among individuals who are in positions that require similar skills, responsibilities and experience. Equity reviews may also be requested to address pay compression, pay inequity, or to ensure that an employee’s salary appropriately reflects his/her skills, knowledge, experience, and performance. In order to provide for an equity adjustment as a result of substantiated internal and/or external market conditions.
From: Human Resources General Knowledge Base – Salary In-Range/Grade Requests
Related: In-Grade Raise: One Member’s Story
ICYMI Last Week: Why You Deserve An Upward Reclassification
