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Administrative Manual - 204 Classification and Compensation

204.05 Salaries

  1. DEFINITIONS

There are numerous terms used to describe the amounts of money paid to employees to perform their jobs and the systems used in developing those amounts. In order to eliminate as much confusion as possible, only the following terms will be used in this section. Other terms will be defined and used, when appropriate, in other sections of this manual.

    1. Compensation - The standard rates of pay which have been established for the respective classes of work, as set forth in Appendix A of the JSA/DOE Contract.
    2. Pay Rate - A specific dollar amount, expressed as either an annual or an hourly rate. This term also is used in a general sense.
    3. Salary - A base pay rate, usually expressed as an annual amount, which is exclusive of additional compensation for overtime work, shift differential, holiday work, etc.
  1. STARTING SALARIES

An employee's starting salary is based on: his/her education, training, skills, and applicable experience; appropriate external market considerations; and internal equity relationships. An employee shall be paid within the rate range for his/her job classification. Starting salaries shall be determined by Human Resources after consultation with the appropriate Associate Director/Dept Head.

  1. MAXIMUM OF SALARY RANGE

Employees shall not receive a salary above the maximum of the salary range for their classification.

  1. SALARY ADJUSTMENTS
    1. Compensation Increase Plan

A compensation increase plan is established with DOE approval for each fiscal year. The plan is based on the comparison of JSA to relevant market survey data, relevant internal factors, and on JSA's policy and practices.

      1. After the plan has received final approval from DOE and the Director, the Divisions/Offices are informed by Human Resources of the funding allocated for salary increases. It is the responsibility of each Division/Office to stay within that allotted amount for the fiscal year.
      2. Human Resources shall issue the merit guidelines in the form of percentage ranges based on employee performance evaluation/ratings.
    1. Salary Increases
      1. Annual Review
        1. Employees normally shall be considered for a merit and/or equity salary increase once a year.  Typically, the salary review occurs on March 1st. Subject to the availability of funds, an employee's salary increase shall be based upon the following criteria:
          1. Performance as measured against management's expectations, standards and objectives.
          2. Market comparisons with similar positions.
          3. Equitable internal alignment with comparable staff having similar responsibilities, performance, and experience.
        2. The employee's annual performance review shall be documented according to the annual performance appraisal cycle timeline to support the fiscal year merit distribution.
        3. New employees whose start date is prior to June 1 are eligible for an annual merit increase in the following fiscal year.
        4. Employees whose start date is June 1 or after are not eligible for an annual merit increase in the following fiscal year.
      2. Promotion

Upon reclassification or promotion to a higher classification, an employee shall receive a salary adjustment based on internal equity and external market considerations within the context of availability of funds. Typically, promotion increases range up to 7%.

      1. Completion of Probationary Period

Satisfactory completion of a probationary period by an employee does not warrant a salary increase.

    1. Other Salary Adjustments: Demotions and Downgrades

Employees who are demoted or whose positions are downgraded will receive a pay rate corresponding to their new, lower classification. (See Policy 204.03)

  1. APPROVAL AUTHORITY

The cognizant Associate Director/Dept Head approves all new hire and salary adjustment actions. Human Resources reviews all salary adjustments to assure they are within policy and guidelines. Human Resources approves all new hire salaries. If necessary, and after an appeal has been made, the Director or designee resolves disputes on salary adjustment actions.


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