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Frequenty Asked Questions

Q. Why does Rensselaer have salary range minimums and maximums?
A. The minimum and maximum of a salary range are determined by market pricing jobs and represent the lowest and highest salary paid for a given position. The spread between the minimum and maximum is less for the lower-level positions. It expands in higher-level grades to reflect the increased complexity and responsibility of jobs and the knowledge required. As such, it should take longer to reach the midpoint in higher-level than in lower-level positions.

Q. Are there methods of rewarding employees for temporarily taking on additional responsibilities or for special projects?
A. Yes. Please see the Supplemental Pay policy for more information.

Q. How is it determined whether a job is exempt or non-exempt?
A. The term non-exempt refers to provisions of the Fair Labor Standards Act. Non-exempt positions are subject to specific minimum wage, time keeping, and overtime requirements; exempt positions are not subject to these regulations. Exempt positions are defined by criteria describing the nature of the duties, minimum compensation allowable, and the degree of judgment and decision making required. Job titles alone are insufficient measures for determining exempt status.

Q. How do I get promoted?
A. Rensselaer supports career growth and development for employees by growing new skills and competencies. Employees are encouraged to take advantage of professional development opportunities on campus, and should work with their managers ring the PMT process to develop career goals that are aligned with the Rensselaer Plan.

Q. Why is a new employee sometimes paid as much as a current employee?
A. This occurrence, called salary compression, occurs if inflation and/or changing market conditions outpace your salary increases. Rensselaer addresses this problem through equity adjustments.

Q. What forms and signatures are required for different personnel actions?
A. Please refer to the table below to see which forms and signatures may be required.

Action Forms Required Signatures Required
    Academic Portfolio Administrative Portfolio
Evaluation of new positions 1. Performance Planning and Budgeting New Positions and/or Positions Reclassification Request Form
2. Organizational Chart
Portfolio
Owner,
Provost
Department Head, Cabinet Member

Evaluation of existing vacant positions 1.Performance Planning and Budgeting New Positions and/or Positions Reclassification Request Form
2. Request for Reclassification
3. Performance Management Tool
4. Organizational Chart
Department Head, Portfolio Owner, Provost Department Head, Cabinet Member

Evaluation of existing filled positions 1. Performance Planning and Budgeting New Positions and/or Positions Reclassification Request Form
2. Request for Reclassification
3. Performance Management Tool
4. Organizational Chart
5. Employee Transaction Form
Department Head, Portfolio Owner,
Provost
Department Head, Cabinet Member

Initiate a Search 1. Position Approval Form
2. Performance Management
Department Head,
Portfolio Owner,
Provost
Department Head,
Portfolio Owner, Provost

Establish employee record on payroll 1. Employment Transaction Form Department Head, Portfolio Owner, Provost Department Head, Portfolio Owner, Provost
 
Last modified: February 11, 2011
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