Human Resources Manual

Policy No.: 7-2 This policy applies to:
Policy Name: Job Classification Non-exempt staff
Effective Date: 08/01/04   Exempt staff
Revised: 08/01/11   Faculty

Policy

In order to pay wages reflecting assigned job responsibilities, Loyola University New Orleans uses a market pricing method of job classification as the principal determinant in the positioning of jobs in salary bands. Job Classification is based upon a job’s value as determined by a survey of the marketplace deemed appropriate to that job. When no market value is ascertainable, positions are classified based upon their comparability within the university to positions with like values in the market place.

Objectives of Job Classification

There are two considerations in the determination of how a job is classified:

  • The definition of the position in terms of duties, scope of authority and responsibility, and knowledge, skills and abilities necessary to perform the job
  • the value of the position as determined by market place comparisons to similar positions

The objectives of the Job Classification Plan are:

  1. To provide a systematic, equitable, and fair basis for sound job ranking to ensure that all positions are compensated in relation to both the marketplace and all other positions at Loyola, and
  2. To provide a basis for determining the differences in salaries which reflect the proper relationship to salaries paid for jobs with similar requirements and responsibilities as determined by the marketplace and evidenced in reputable, published surveys;

Procedure

To establish and maintain equitable relationships, benchmark positions will be analyzed on the basis of job responsibilities. Comparisons will be made with jobs in having like responsibilities in universities and organizations deemed to be comparable to Loyola. The market data gathered for these positions will be the basis for developing the salary structure.

The “market pricing” method of job evaluation relies upon competitive market data in order to establish salary range midpoints. Market data is gathered either from published survey sources or specially conducted surveys.

A market pricing approach has been used to develop range midpoints for Loyola. Specifically, the following steps were taken:

  • Competitive salaries as reported in published survey data are matched to salaries for Loyola benchmark jobs
  • Positions reported in the competitive surveys are analyzed for logical groupings.
  • The competitive rates for these positions are analyzed to establish a competitive midpoint
  • Non-benchmark jobs are slotted into the system based upon their responsibilities as compared to the benchmark jobs