Rice University Human Resources
Policy No. 436-96
APPLIES TO ALL RICE UNIVERSITY STAFF
Rice University uses a job evaluation system that is used to
determine the appropriate pay range for every non-faculty position.
Each position has an approved job description that describes skill
and experience requirements, defines the essential functions of the
job, and lists other duties and responsibilities. Job content is
analyzed to achieve internal equity with regard to the rating of
positions. External equity and market competitiveness are achieved
through consideration of the appropriate labor market conditions
and practices to determine pay ranges.
The compensation program is administered by Human Resources
(assistant director for compensation). A compensation committee
periodically reviews job evaluations for university-wide equity
considerations. The wage and salary program is evaluated annually.
Surveys of appropriate labor markets are conducted. The program of
annual adjustments to pay ranges and salaries is based on
conditions at the University, fiscal constraints, market
conditions, and the general rate of inflation.
Annual pay adjustments are usually effective July 1, coinciding
with the beginning of Rice's fiscal year. Hourly rates of pay or
salaries are maintained within the established pay ranges, with the
exception that a rate below the minimum may occur if attributable
to performance that needs improvement or is unsatisfactory.
Adjustments that would otherwise result in a rate above the maximum
are awarded as lump sum payments. Through administration of its
compensation program, Rice University attempts to:
- attract and retain outstanding staff with the required
background and skills to perform the work and achieve the mission
of the University;
- recognize quality of performance and encourage development of
qualifications that enhance the individual's potential;
- provide a level of compensation consistent with the general
levels paid in appropriate job markets for similar skills,
responsibilities, educational qualifications, and working
conditions; administer the compensation program in accord with
- establish equitable compensation across the University for
all employees performing similar functions.
Employment Policy and Procedures
Performance Appraisal Policy and Procedures
Promotion and Transfer Policy and Procedures