Administrator Salaries Delegation of Authority

1. Information Session Administrator SalariesDelegation of Authority

2. Authority which can be granted To the President • Salaries for new administrators from outside of MnSCU. • Salaries for current system employees who are being newly appointed into an administrator position. • Salaries for a current administrator being promoted into a higher range. *Personnel Plan for Administrators 1.13 Salary Administration, Subd. 6 General Salary Administration Policies, (a) Entry Appointment and (b) Promotion.

3. Authority that is NOT being granted • An increase for an administrator who is moving from a position in one range to a new position in the same range. No increase is allowed in these situations. [1.13, Subd 6, (c)] • An increase for a current administrator to counter an external offer of employment. These continue to require the approval of the Associate Vice Chancellor, HR. [1.13, Subd.6, (e)] • Increases for purposes of “equity” [See 1.13, Subd 6 (h)] These continue to require the approval of the Associate Vice Chancellor, HR.

4. Seeking this authority is optional • There is no requirement that a president seek this authority • Presidents who do not wish to have this authority may continue to ask the Associate Vice Chancellor, HR to approve entry and promotional salaries which exceed the delegation limit, just as they do currently.

5. Limits and expectations To the delegated authority • This delegation is given to a president as an individual. It may NOT be exercised by anyone else at the college or university. • Should there be a turnover in presidents, the new president must seek his or her own authority from the Associate Vice Chancellor, HR. This also applies to interim presidents. • The HR Office will keep documentation of each situation in which the authority is exercised.

6. Things to consider when crafting a salary offer Advising hiring managers • The salary offer should be in line with that of other administrators of similar range, type of position, and length of experience at the college or university. • It is sufficient to secure acceptance within the labor market for the position but not excessively high. • The salary offered generally tracks with the experience and education of the new or promoting administrator. (But we don’t use a formula.)

7. Considerations when approving a salary above the delegation limit Advising your president • Keep equity among similar administrators in mind. • Keep other equity provisions in mind too, e.g. gender or other protected class status. • When determining how much to offer an interim appointee keep in mind we do not allow another increase if the interim employee is made permanent. (There are only rare exceptions to this and they require the approval of the Associate Vice Chancellor, HR).

8. Documentation can be simple

9. Documentation Continued • You may also wish to include all of your administrator salary decisions on the same log that you use for other positions. • If asked, you must be prepared to show that you do keep documentation of salary decisions as part of an audit or a personnel management review. • The Associate Vice Chancellor, HR keeps it by fiscal year, but you may do it any way that is efficient for you.

10. Linda Skallman Associate Vice Chancellor, Human Resources Linda.skallman@so.mnscu.edu 651-201-1851 July, 2011