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215 S. Jackson St.
Athens, GA 30602
Tel (706) 542-2222
Email: hrweb@uga.edu

Compensation at UGA

View the UGA staff pay plan

Please refer to UGA’s Finance and Administration Policy Library  for the policy statement and instructions for processing personnel documents under this authority.

 

Initiate an RSA or Supplement using Team Dynamix

 

Effective June 25, 2018, UGA’s Staff Salary Administrative Guidelines are being updated to be consistent with Board of Regents (BOR) salary administration policy (Policy 8.2.24) and updates to the BOR’s Human Resources Administrative Practice Manual provided to University System of Georgia (USG) institutions earlier this month. 

WHAT YOU NEED TO KNOW

UGA is applying these updated BOR guidelines for promotional increases to new hires and will now allow UGA units to extend salary offers up to the mid-point of the salary grade of the job classification of the new hire without approval from the Human Resources Division.  This revision is replacing the current base salary plus 15% exception and also applies to current staff who are hired into a different position through a competitive search process.

WHO IS ELIGIBILE

Applies to employees who have been hired through a competitive search process. The salary mid-point revision does not apply to employees hired through the internal PEP process or the reclassification process.

WHO HAS THE RESPONSIBILITY

Hiring authorities are responsible for reviewing the organizational salary structure of their unit from an internal equity perspective when determining the starting salary for a new hire. The hiring department will be responsible for providing required justification if the new hire salary needs to be reported to or approved by BOR (see attached guidance document).

BOR Policy 8.2.24 and RSA Decision Matrix

For current employees who are hired through a competitive search process use the decision matrix below to ensure compliance with BOR reporting and RSA requirements.

 

Salary Above

Mid-Point of Pay Range

Salary Increase Meets or Exceeds Employee’s

BOR FY19 Salary Increase Threshold

Salary with increase Exceeds $99,999

BOR Reporting

Justification

Needed

UGA

RSA Approval

Needed

BOR Approval

Needed

No

No

No

No

No

No

No

Yes

No

Yes

No

No

No

Yes

Yes

No

Yes

Yes

Yes

No

No

No

Yes

No

Yes

Yes

No

No

Yes

No

Yes

Yes

Yes

No

Yes

Yes

 

 

New Process Change for RSA and Supplement Submission & Review

Team Dynamix:

All Salary and Supplement actions will be tracked using Team Dynamix. All requests should include a completed, signed RSA or Supplement form. 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 via Team Dynamix 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.

 

Approved RSA with Hiring Proposal:

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.

 

Appeal Process:

If the supervisor and/or department head are not satisfied with the determination, a written statement with justification for appealing the decision may be submitted via email to the Interim Director of Compensation within ten (10) working days. A Vice President, Dean, or Administrative head may appeal the decision of the Interim Director to the Chief, Human Resources Officer.

 

Contact Information

Human Resources

706-542-2222

hrweb@uga.edu

Russ Ramsey, Interim Director of Compensation

706-542-5720

rramsey@uga.edu

Sarah Fite

706-542-8224

sfite@uga.edu

Brian Strickland

706-542-3588

brian.strickland@uga.edu

 

 

Other Compensation Information

View the faculty compensation policies (see section 1.07).

Guidelines for tracking non-exempt work hours

 

IT Job Family information

UGA IT Matrix

UGA IT Leadership Matrix


Revised 7/2/2018