Equity adjustments may be granted for the following reasons:
- The employee's salary is significantly below the salaries of comparable jobs in the appropriate marketplace
- The position requires skills and knowledge that are critical to the department and would be difficult to replace
- The employee's salary is below the salaries of other employees in the same job family
An employee's performance must be ranked in one of the top two performance categories to be considered for an equity increase. Equity adjustments are based on a case-by-case analysis and are not distributed as across-the-board increases.
If the job description is no longer accurate, it should be rewritten to determine if a promotion (job audit) is warranted. Department heads and managers who are concerned about equity within their departments should consult with Compensation and Organizational Services to determine if equity issues exist and, if so, the appropriate amount and timing of equity adjustments.
For additional details, please refer to the Position Classification policy.