Administrative Staff Compensation Policy
In order to fulfill its mission, the University of San Francisco shall maintain a compensation program directed toward attracting, retaining and rewarding diverse and qualified administrators and to reward them for achieving desired levels of performance. Within the boundaries of financial feasibility, employee compensation shall be externally competitive and internally equitable, and shall be based upon performance.
USF's Compensation Objectives are
Externally Competitive:
- Externally competitive wage and salary ranges will be developed by Human Resources using salary data obtained from the College and University Personnel Association (CUPA). Salary ranges will be established to reflect a compensation target (average salary paid for similar position with similar responsibility at our comparator schools) and a range that reflects 80 -120% of the compensation target. Salary ranges are reviewed and updated annually.
- Compensation targets may exceed the average of a particular labor market in order to recognize exceptional recruiting and retention needs, or for purposes of attracting and retaining employees in areas where the university is or aspires to be a leader.
Internally Equitable:
- Within the parameters of discipline, function, and individual effectiveness employees shall be paid similarly for similar work.
Administering compensation to reflect this philosophy and these objectives means that:
- The University will review salaries on an annual basis. As funding permits, salary increases shall focus on recognizing performance, maintaining market alignment, and maintaining key personnel.
- Individual employee increases should be based on performance.
- Salaries for new employees should be established at levels that recognize the individual's skills and experience while considering the salary levels of current employees within the similar responsibilities.
Annual Merit Increase Process
Annually (March/April) staff will complete a self-appraisal and their supervisor will complete a performance review based on the self-appraisal by April 30th. Forms are available at USF HR Forms.
Supervisors should meet one-on-one with their staff to review the appraisals. Completed performance appraisals are forwarded to the Office of Human Resources.
Administrators are eligible for an annual merit increase effective June 1st. Annually (late April), HR will provide a salary increase spreadsheet listing staff, current salary, range and compensation ratio information to Deans/VPs.
Supervisors make recommendations for merit increases. When making merit increase recommendations both performance and comp ratio (current salary in relation to compensation target) should be considered. The merit increases should be based upon merit and comp ratio with no expectation that all employees should receive the merit pool percent or other fixed percentage increase.
Supervisors make merit recommendations to appropriate Dean/VP. The Dean/VP makes the final recommendation to HR before being approved by HR and the President's office. HR will notify Deans/VPs of final salary increase on or about June 1. In most cases HR uploads increases.
New Positions
Human Resources should review all new positions before posting for recruitment. Upon evaluation, a compensation target and salary range will be assigned.
Existing Positions
The division’s Dean or Vice President must send all requests for salary range review to Michele Centrella. Please include an updated job description.
Acting Capacity
An individual serving in an "acting" capacity on a temporary basis will generally be compensated with an additional stipend with approval of the division Dean/Vice President.
