Íøºì±¬ÁÏ

(Approved by USM BOR on April 21, 2017; Íøºì±¬ÁÏ President on July 1, 2017)

1. Purpose and Applicability

   This policy governs the University of Maryland Global Campus (Íøºì±¬ÁÏ) Pay Program and Pay Administration for positions in the Exempt group and applies to all Exempt and Overseas Staff employees of Íøºì±¬ÁÏ.

2. Principles of the Pay Program

   Íøºì±¬ÁÏ shall compensate employees according to the following principles:

   1. Market Based: Pay Ranges and structures shall be appropriately competitive within Íøºì±¬ÁÏ's employment market.

   2. Internal Job Value: Assignment of jobs to Pay Ranges shall reflect the relative value of jobs within Íøºì±¬ÁÏ.

   3. Individual Pay: The Íøºì±¬ÁÏ Pay Program is based on the philosophy of pay for performance. Thus, employees shall be paid according to their performance, job value and their contribution to Íøºì±¬ÁÏ's mission

3. Pay Program Design

   Íøºì±¬ÁÏ is responsible for design and administration of the Íøºì±¬ÁÏ Pay Program for Exempt and Overseas positions consistent with the principles delineated in Section II above. Any substantive changes to this program shall be submitted to the Board of Regents for informational purposes and to the Chancellor for approval every two (2) years. Subjects to be addressed in the Pay Program may include, but are not limited to:

   1. Pay Program Philosophy

   2. Establishment of Positions

   3. Determination of Salary for Exempt and Overseas Positions

   4. Salary Upon Entrance into Íøºì±¬ÁÏ Service

   5. Salary Upon Transfer or Reclassification (Promotion, Lateral, or Demotion)

   6. Change in Duties/Reclassification

   7. Acting Appointments

   8. Salary Upon Reinstatement

   9. Salary Upon Re-Employment

   10. Priority for Processing Simultaneous Pay Transactions

   11. Cost of Living Adjustment (COLA)

   12. Merit Pay for Performance-Based Salary Increases

   13. Variable Compensation as Permitted by Law

   14. Non-Cumulative Cash Bonuses

   15. Salary Structure Adjustments According to Job Market

   16. Salary Structure Adjustments Due to COLA

   17. Within-Range Salary Adjustments

   18. Salaries Exceeding the Maximum of the Pay Range

Implementation Procedures

The Íøºì±¬ÁÏ President has designated the Chief Human Resources Officer (CHRO) to administer this policy; to develop procedures as necessary to implement this policy; to communicate this policy to the Íøºì±¬ÁÏ community; and to post the policy and any applicable procedures on the Íøºì±¬ÁÏ website.

Replacement for: 

• USM BOR VII-9.11: Policy on Pay Administration for Exempt Positions

• Íøºì±¬ÁÏ OS 11.00: Policy on Salary Increases