(Note: OLPM sections on this page may be cited following the format of, for example, "USA.V.F.5.1.1". These policies may be amended at any time, do not constitute an employment contract, and are provided here only for ease of reference and without any warranty of accuracy. See OLPM Main Menu for details.)
5. Pay by Hour Policies (Pertains to N/E Pay Policies)
5.1 Hours Worked
5.1.1 Meal Periods. Per policy USY V.F.5.1.5 and in compliance with state law, no non-exempt staff member may be required to work more than five (5) consecutive hours without an unpaid half hour meal break. Contact the Personnel Office if questions arise about conformance with the law.
5.2 Overtime. All overtime must be approved by the supervisor and endorsed by the Principal Administrator or designee prior to being worked by the staff member.
5.2.1 Compensatory Time. Prior to the performance of the work, the Principal Administrator or designee must be made aware of the staff member's and immediate supervisor's mutual agreement of compensatory time in lieu of a cash payment.
5.2.1.2 Records. Per policy USY F.5.2.4.4 the supervisor is responsible for maintaining records pertaining to overtime and supporting the use of compensatory time.
7. Compensation of Principal Administrators:
7.1 This policy is promulgated pursuant to USNH Board and System policies (BOT V.F.2.4 and USY V.F.11) and is intended to comply with all provisions of those policies, including decision-making and reporting requirements.
7.2 Base compensation for Principal Administrator (PA) positions at the University System Office will be annually reviewed and evaluated using data from appropriate comparator organizations.
7.2.1 In general, the University System Office will seek to maintain base compensation for PA positions at or slightly below the midpoint of the market, although there may be circumstances in which the University System Office will wish to lead or lag a market.
7.3 Some portion of PA total compensation (as opposed to base compensation) should be "at risk," i.e. merit-based and bonus pay that is provided (or not) based on job performance.
7.3.1 The size of the "at risk" portion of total compensation will be set with reference to total compensation paid by market comparators. As a pay-for-performance culture matures at the University System Office, the "at risk" portion will rise.
7.3.2 To the extent possible, goals driving merit and bonus pay will be quantifiable and, in all cases, clearly measureable.
7.3.3 Any merit pay increases for PAs will be based on accomplishing goals identified and agreed upon at the beginning of the review period.
7.3.4 Bonus pay will be available for accomplishments above and beyond agreed goals. Usually these accomplishments will be related to the Chancellor's and/or the University System Office's goals.
7.3.4.1 Bonus pay will have both individual and team components.
7.3.4.2 The merit pay and bonus pay structures will have a zero, minimum, mid-point and maximum payment potential scheme.
7.4 In general, a PA's total compensation will not exceed the 80th percentile among comparators.
