Philosophy, Services, FAQs
The University of San Francisco provides a competitive and sustainable compensation and benefits package designed to help recruit, retain, and recognize a diverse, qualified and community-oriented workforce.
The University of San Francisco compensation practices are based on a philosophy that:
- promotes consistency in pay practices across the university
- rewards employees for the skill, responsibility and effort required for their positions as well as individual performance
- ensures market competitiveness and internal equity by reviewing position descriptions, pay ranges and rates of pay within these ranges
- demonstrates fiscal responsibility
HR Compensation provides the following services. We:
- design, implement and administer compensation programs and establish salary ranges
- evaluate and classify position descriptions in compliance with the Fair Labor Standards Act (FLSA)
- ensure market-competitive salaries through participation in external surveys and data analysis
- consult on organizational structures and job design
Where can I find more information on the University of San Francisco’s benefits?
Please refer to the Human Resources Benefits webpages at:
How can I get a copy of my position description?
Ask your supervisor or contact HR Compensation for this document.
What if my job description isn’t up-to-date?
Job descriptions provide important detail on a position’s scope, impact, key responsibilities and requirements. Best practice is to review your job description annually with your supervisor during the performance appraisal process. If substantial changes have occurred and the supervisor agrees that a review by HR Compensation is warranted, the supervisor will revise the description and forward it to HR Compensation for review.
What are characteristics of an exempt and a non-exempt position?
The Fair Labor Standards Act (FLSA) determines which positions are classified as exempt and non-exempt. An exempt position is exempt from the overtime pay provisions of the FLSA, the employee must be paid on a salaried basis, and must perform work duties that the FLSA defines as exempt, based on the major job functions. A non-exempt position is eligible for overtime pay and the employee must be paid minimum wage.
What is a performance appraisal?
As part of the University’s overall Performance Management Program, the formal performance appraisal is a summary of the year-long communication between supervisor and employee on the employee’s work goals and behaviors, and the progress made toward achieving them. The annual appraisal typically occurs in March/April.
What if I have a question that isn't listed here?
Further questions regarding general compensation practices may be directed to HR Compensation by calling 415-422-6707, or by emailing:
Julie Kober, firstname.lastname@example.org
Michele Centrella, email@example.com
Diane Nelson, firstname.lastname@example.org