PAT

Salary Pay Schedule - PAT (Exempt)

PAT staff positions are exempt under the Fair Labor Standards Act (meaning not eligible for overtime pay). Your pay is based on your annual salary rate, and you are paid bi-weekly (every two weeks) for the two weeks up to and including the pay date. PAT staff members are expected to work those hours which are necessary to effectively accomplish the objectives of their positions, but no less than 40 hours each week for full-time appointments.

Job Classification:

Once the institution has determined the responsibilities and requirements of a job, the position is evaluated by the USNH Classification Committee and assigned the appropriate job classification within USNH's classification system.

Pay Ranges:

The University System establishes pay ranges for each job classification, based on market survey data. These surveys look at positions outside the University System that are similar to USNH positions in responsibilities, professional expertise, background requirements, and education.
Each pay range has a minimum, midpoint and maximum. No staff member may be paid below the range minimum or beyond the range maximum.

Starting Salary

Generally, the starting salary for staff members who meet the minimum qualifications for a particular job classification is the minimum of the pay range. The maximum starting pay for staff members with additional qualifications is normally the top of the first quartile (the halfway point between the minimum and the midpoint of the pay range.

Market Equity Pay Range Change

A classification may be moved to a higher pay range to be competitive with similar jobs in the general marketplace as determined by market salary survey data.
Salary increases associated with range changes depend on several factors, including the availability of funds. However, when increases are granted, salaries of staff members that fall below the new pay range's minimum are adjusted to at least the minimum, unless a staff member is on probationary status.

Salary Adjustments

Each fiscal year, the USNH Trustees determine whether there will be a salary increase. When salary increases are to be given, the Trustees establish salary guidelines for the distribution of increases and the effective date of such increases. Increases may be given a:

Across-the-Board Increase: An increase which is a percentage of salary awarded both to all staff members with satisfactory performance and to all pay ranges.

General Increase: An increase of a fixed amount, which is granted to all staff members with satisfactory performance.

Equity Increase: Your pay may be adjusted for internal and/or external equity purposes. Internal equity means that staff members in the same classification with essentially equal applicable work experience, education, and/or training, and job performance are paid comparably. External equity means that staff members in a job classification are paid comparably to individuals with like positions outside the University System.

Merit Increase: Based on your annual performance review, you may be eligible to receive a merit increase.

Introductory Period Increase: If your annual starting salary rate is at or below the top of the first quartile of the pay range for your classification, you are eligible for an introductory increase upon the completion of your initial 6-month introductory period. Subject to the availability of funds, the maximum amount of an introductory period increase is 5% of your base annual salary.

Promotion

A promotion occurs when you apply for and are hired into a position in a higher pay range than your former position. If you are promoted, your pay in your new position is based on your qualifications and the guidelines for starting salary. This means that you will be paid at least the minimum of the new pay range, but normally not more than the top of the first quartile of the range. (See USY V.F.8).

Timing of Increases

There are a number of circumstances that may impact when a scheduled pay increase becomes effective:

If you are on certain types of leaves of absence (including workers' compensation, leave without pay, and military leave) when an annual pay increase is scheduled to take effect, any increase will be delayed until you return to work and will not be retroactive.

If you are in a probationary period at the time a pay increase is scheduled to become effective, any increase will be delayed until you have successfully compelted the probationary period. The increase will not be retroactive.

Temporary Upgrade

Occasionally, it may be necessary to temporarily assign a staff member duties and responsibilities that clearly exceed those of the status position occupied by that staff member. This action may include a temporary change in title and/or the need for additional compensation. The payment of such compensation may be made during the period of the temporary assignment (normally less than six months) or it may be made in the form of a bonus at the end of such service. In either case, it is not included as part of the base salary. Please refer to the USNH on-line Policy Manual for a description (USY F.7.3.5) or contact your Human Resources Office for additional information.

Additional Pay

Prior to accepting supplemental appointments you must notify your supervisor and policy may require approval. Please refer to the USNH On-line Policy Manual for a description or contact your Human Resources Office for additional information.

PAT Classification System

The University System maintains a job evaluation system for the purpose of establishing relationships among jobs, for maintaining compliance with the Equal Pay Act, and for internal equity. The job evaluation methods for PAT positions include the designation of either Generic PAT or AMS (Administrative, Managerial, Supervisory) PAT. The University System Classification Committee makes the determination of generic or AMS classifications.

Generic PAT classifications are those professional or specialist jobs that can be matched to positions in the general marketplace.

These classifications are assigned a specific pay range, based on market-based salary range information. Some examples of generic classifications are accountants, nursed, and administrative managers.

AMS classifications are jobs with a high level of supervision and a unique blend of job responsibilities that are not easily matched to jobs within the general marketplace. Therefore, AMS jobs are assigned pay ranges through the use of a job evaluation system in which points are given to specific degrees of responsibility for job factors within five main evaluation areas: supervision and performance of staff, commitments made on behalf of the institution, control of assets, achievement of results within area(s) of responsibility, and education and experience required to perform the job. The points accrued are totaled and assignment is made to a salary band which contains the appropriate point spread. Each band contains two or three progressive pay ranges; the choice of the appropriate range within the band is left to the institution, in keeping with its' internal organizational structure.