|Policy No.:||7-2||This policy applies to:|
|Policy Name:||Job Classification||Non-exempt staff|
|Effective Date:||08/01/04||Exempt staff|
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.
There are two considerations in the determination of how a job is classified:
The objectives of the Job Classification Plan are:
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: