Now that we are fully integrated onto the Career Tracks structure, we are updating the process to submit exceptional equity requests related to the implementation of Career Tracks. Effective immediately please submit these requests through the Service Request System (SRS) and not the compensation email (as previously requested via HR Update in November 2016). This aligns with the process currently used to submit all other equity and exceptional equity requests.

As a reminder, salary increases for policy-covered staff occurring outside the annual focal equity review are considered exceptional equity increases. The approved list of exceptional equity increases is: 

  1. Salary retention proposal for a key staff member in the face of a bona fide job offer from a competitor;
  2. Equity increases proposed to compensate for a significant increase in the scope and complexity of assigned responsibilities in a position that does not compel a change in the classification level;
  3. Equity increases proposed to alleviate salary compression among policy-covered  supervisors due to aggressive salary movement for the related represented titles;
  4. Equity increases proposed to adjust an entire level or family of staff due to significant, unforeseen movement in the salary market for comparable positions;
    1. i.e. Watch List Jobs 
  5. Equity increases proposed to address significant market lags or internal equity surfaced through the implementation of job families.
    1. All requests to specifically address employee salary as a result of the FY17 Implementation of Career Tracks Job Classification System must be submitted no later than Dec. 31, 2017.

The summary below provides details and instructions for departments to submit a request for an exceptional equity via SRS equity ticket:

  • Ticket should include the following attachments:
    • Equity request spreadsheet with the following information:
      • Reason for the proposed equity increase
      • Additional information on employee that is proposed for increase
      • Details on request(s)
      • Names of internal comparables
    • Copy of resume(s) for employee proposed for increase
  • The following exceptional equity reasons require additional specific items:
    • Equity increases proposed to alleviate salary compression among policy-covered supervisors due to aggressive salary movement for the related represented titles
      • Include a list of represented subordinates with salaries
    • Salary retention proposal for a key staff member in the face of a bona fide job offer from a competitor 
      • Include a copy of offer (actual letter/email)
    • Equity increases proposed to compensate for a significant increase in the scope and complexity of assigned responsibilities in a position that does not compel a change in the classification level 
      • Include a copy of old and new job duty changes noted clearly
      • If reporting structure change, please include a copy of updated org chart
  • Any additional information that will assist HR when evaluating the request, this may include: 
    • If there were any recruitment or retention issues 
    • Equity chart information or resumes of internal comparables

As a reminder, Compensation approval is needed for pay increases related to:

  • Lateral transfers
  • Salary grade reduction
  • Increases over 15 percent
  • Any increase outside of the focal equity process for policy-covered employees

Please contact your HR Generalist with any questions.