Salary

All requests should include a completed, signed RSA form (PDF) or Supplement form (PDF). The position description in UGAJobs must be current if a permanent change in duties is part of the RSA justification. The RSA packet will be reviewed for completion before acceptance, and all incomplete forms will be returned to the department. The department will be notified of the acceptance or return of RSA materials within 1-3 business days of submission. Once all of the RSA materials have been accepted, the Compensation team will collaborate to reach a final determination of compensation. This decision will be communicated back to the department along with a justification for the decision. Once the decision has been communicated, the department will have the ability to appeal the decision if desired. Details regarding the latest RSA or Supplement status will be viewable by the requestor at any time during the process with a link provided when the ticket has been created.

A request for salary action is needed at the time of hire if the position exceeds the midpoint for the position, (PDF)or anytime a supervisor wants to change an employee’s salary after hire. Requests for Salary Action can be included in the UGAJobs hiring process, saving you time.

RSAs for internal and external hires must be submitted and approved BEFORE an offer is communicated to the successful candidate and PRIOR to submission of a Hiring Proposal. It should outline the specific qualifications of the successful candidate and provide reasons why the candidates’ background and work experience justify a salary above the maximum entry amount for the position. The Compensation Team will review and provide feedback on the requested salary amount so that any inaccurate salary amounts are not first communicated to the candidate. RSA forms for new hires will be given priority and reviewed upon receipt. Approved RSAs are required to be attached to the hiring proposal along with the signed offer letter.

OneUSG Connect: The RSA can be submitted via MSS Adhoc within OneUSG Connect regardless of the reason for request; ie promotion, retention, equity, etc.

UGA Jobs (position evaluation): The RSA can be included as an attachment to the position evaluation (PDF) when reclassifying an occupied position and requesting a proposed salary increase. Simply add this attachment in UGAJobs in the “Supporting Documents” section of the position evaluation.

UGAJobs (hiring proposal): The RSA can be included as an attachment to the hiring proposal (PDF) when hiring an internal or external candidate and requesting a salary above the midpoint (PDF)for the position. Simply add this attachment in UGAJobs in the “Supporting Documents” section of the hiring proposal.

If you need salary approval in advance: If you need to know whether an RSA will be approved prior to your hiring proposal or action, you can submit to the Compensation team. Just email [email protected].

Including these items will help tremendously in ensuring timely RSA approvals.

(1) Divisional signatures (first three signature lines on the RSA form)

(2) Supporting salary data: Depending on what a unit has access to, this may include internal comps for at the division or institution level or external comps. This may include other institutional data, salary data such as CUPA, unique salary data such as data specific to veterinary hospitals, alumni, horticulturist or even external postings for similar positions with stated advertised salaries.

(3) Justification should address:

• Reason for increase; i.e retention, promotional hire, etc.
• How the salary was determined; i.e., salary has been defined as a part of documented and UHR approved career ladder, internal salary data, market, etc.
• Internal equity; an internal unit analysis at a minimum needs to be conducted that either
  • (a) supports the requested salary aligns with similar positions as well as the qualifications and experience of employees who hold those positions, or
  • (b) reasoning as to why the requested salary is above or below similar positions and qualifications and experience of employees who hold those positions because and what plans are in place to adjust other salaries. The plan may be short or long term.
• Comparable positions; these may be internal to UGA, USG, or Peer and Aspirants. They may also include positions with a slightly different classification (e.g., 310X00 vs 312X00 and or working title), but the overall scope and responsibilities of the position are comparable.
• When the salary exceeds the midpoint, support for why it is critical to pay someone in the 60th, 75th, 92nd percentile of the pay band.

If you wish to appeal an RSA decision, please email [email protected] with your appeal request. If you wish wish to appeal after this conversation, please contact UGA’s Senior Associate VP and Chief HR Officer.

Please note: RSAs for internal and external hires must be submitted and approved BEFORE an offer is communicated to the successful candidate and PRIOR to submission of a Hiring Proposal. It should outline the specific qualifications of the successful candidate and provide reasons why the candidates’ background and work experience justify a salary above the maximum entry amount for the position. The Compensation Team will review and provide feedback on the requested salary amount so that any inaccurate salary amounts are not first communicated to the candidate. RSA forms for new hires will be given priority and reviewed upon receipt. Approved RSAs are required to be attached to the hiring proposal along with the signed offer letter.

Supplemental Pay Policy

Pay & Compensation Policies