Staff Salary Action Approval Chart
ACTION* |
APPROVALS REQUIRED* |
|
Salary Offers to New Employees – Current budgeted position, salary within budget |
HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area |
|
Salary Offers to New Employees - Exceptions |
HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area plus VP Finance & Operations |
|
Promotional or Career Development Increases if within budget for position |
HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area |
|
Promotional or Career Development Increases Exceptions |
HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area plus VP Finance & Operations |
|
Salary Decreases due to Job Change to Lower Group
|
|
|
Annual Merit Increase |
Based on HR guidelines, Supervisor recommends to Sr. Leader for area |
|
Annual Merit Increase Exceptions |
Supervisor recommends to Sr. Leader for area, plus HR and VP Finance & Operations |
|
Special Mid Year Salary Adjustments or Change of Broadband Compensation Group |
HR, VP over area and VP Finance & Operations |
*If next level of management is VP, then only exceptions require additional approval level. Exceptions include salary actions not included in budget, salary actions that are above the matrix guidelines, and any salary action which places an employee in the third tritile or above the maximum of the salary for the group. Suggested pay changes must be within current budgetary guidelines of Belmont University and are subject to change at any time. In the event of a disagreement over a request for a pay change, appeals with appropriate documentation should be made to the Office of Human Resources.
On a monthly basis, HR and Vice President of Finance and Operations will discuss any salary requests that are outside of the guidelines. The VP Finance & Operations or President has final decision-making authority concerning any compensation-related dispute. The President, or the VP Finance & Operations must give final approval for any special mid-year salary adjustment or new position, whether newly created or an upgrade in salary and job responsibilities in a current position that results in an upgrade in the compensation group.
For more information about the staff compensation system, please speak to your supervisor or contact the Office of Human Resources.