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Staff
Handbook:
Employment Policies and Procedures:
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Job Classification Levels/Wage Rates
In determining the appropriate classification level
for a particular staff position, the relative magnitude of a number
of factors pertaining
to the position are considered. These include: nature and difficulty
of duties and responsibilities, individual discretion required,
autonomy in performance of duties, confidentiality of information
handled, impact of an error in performance of duties, skills/education/licensing/certification
required, supervisory duties, interaction with key publics, overall
workload (both peak and average), local market conditions, hazardous
materials used, strenuous physical activity required, and hazardous
machinery used/hazardous working environment. In light of the above
factors, a given position is grouped with other positions on campus
into a particular classification level.
Wage rates are set based primarily upon a position's
classification level and an employee's prior continuous service
to Earlham.
Responsibility for determining job classification levels and wage
rates for staff employees will rest with the Assistant Vice President
for
Business
Operations in consultation with the Vice President for Financial
Affairs. Supervisors/department heads are encouraged to provide
any information useful in making such determinations. |
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