MAP Implementation = & Compensation Guidelines

Compensation=20 Guidelines
Approved by: Sheila = Stearns, Commissioner of Higher Education
Effective Date: = 6-20-05=20

1.0 General=20 Principles
2.0 Compe= nsation=20 Structure
3.0 = Across-The-Board=20 Pay Increases
4.0 Strategic=20 Pay
5.0 Progression = Pay
6.0 In-Range = Progression Pay=20
7.0 = Lump Sum = Bonuses=20

1.0=20 General Principles

1.1 Applicability =

1.1.1 Rule = Application.=20 These rules apply only to those positions and employees of the Montana=20 University System that are subject to the Montana University System = Staff=20 Compensation Plan. These rules do not apply to student employees, = faculty, coaches, individuals hired through professional = employment=20 contracts or letters of appointment.

1.1.2 Part-time = Employees.=20 Part-time employees working less than half-time (.5 FTE) and temporary = employees=20 not covered by a collective bargaining agreement are generally excluded = from=20 this policy unless otherwise determined and set forth in policy by the = campus=20 Human Resource/Personnel office.

1.2 Effect=20

1.2.1 Effective = Date. These=20 rules are effective upon approval and adoption by the Commissioner of = Higher=20 Education. The effective date is the date the Commissioner signs these = rules.=20

1.2.2 Changes. = These rules=20 may be changed as deemed necessary by the Commissioner of Higher = Education.=20 There is no vested right to any benefit or practice established under a = prior=20 rule or regulation.

1.2.3 Collective = Bargaining=20 Unit. For employees in a collective bargaining unit, these rules shall = be=20 followed unless they are in clear contradiction to provisions of the = collective=20 bargaining agreement, in which case the collective bargaining agreement=20 prevails. Any such contradictions shall be referred to the Director of = Labor=20 Relations and Human Resources in the Office of the Commissioner of = Higher=20 Education office for a final determination.

2.0 = Compensation=20 Structure

2.1 Job Titles=20

Each position is = assigned=20 to a job title by the UM/MSU Personnel/Human Resource Offices based on a = comparison to the Standard Occupation Code (SOC) definitions used in the = Occupational Employment Statistics (OES) survey published by the U.S. = Department=20 of Labor, along with a comparison to other similar positions in the = Montana=20 University System.

2.2 Hiring Range=20

A hiring range is = established by the UM/MSU Personnel/Human Resource Offices for each job = title=20 that shall include both a minimum entry rate (low entry) and a maximum = entry=20 rate (high entry). The Commissioner=92s of Higher Education designee = shall give=20 final approval of hiring ranges. For some job titles, the low entry is = the same=20 as the high entry. The Office of the Commissioner of Higher Education = will=20 publish and maintain a list of job titles and hiring ranges (specifying = low and=20 high entry) used in the Montana University System. Individual campuses = may=20 publish only those positions that exist on the specific campus.

2.2.1 Low Entry = Wage. The=20 low entry wage rate for each job title is established and updated on an=20 approximate biennial basis based OES date.

2.2.1.2 No low = entry wage=20 is set at a rate less than $8.25 per hour.

2.2.2 High Entry = Wage. The=20 high entry salary is the maximum salary that may be paid to a = newly-hired=20 employee. It is determined based on how far the MUS low entry wage is = from the=20 OES rate.

2.2.2.1 For job = titles=20 where the MUS low entry wage is 100% or higher than the OES rate, the = high entry=20 salary is 110% of the low entry wage. (Zone A)

2.2.2.2 For job = titles=20 where the MUS low entry wage is from 95% to 99% of the OES rate, the = high entry=20 salary is 115% of the low entry wage for that job title. (Zone B)=20

2.2.2.3 For job = titles=20 where the MUS low entry wage is from 90% to 94% of the OES rate, the = high entry=20 salary is 120% of the low entry wage for that job title. (Zone C)=20

2.2.2.4 For job = titles=20 where the MUS low entry wage is from 85% to 89% of the OES rate, the = high entry=20 salary is 125% of the low entry wage for that job title. (Zone D)=20

2.2.2.5 For job = titles with=20 past pay exceptions or strategic pay awards or other unusual = circumstances, the=20 salary range may fall outside of Zones A-D. These titles comprise Zone E = and may=20 have a range greater than Zone D or no range at all. =

2.3 Utilizing = Hiring Ranges=20 for Newly-hired employees

Newly-hired = employees shall=20 normally be paid no less than the low entry wage established for each = job title.=20

2.3.1 Hiring = Authority. A=20 hiring authority may offer an applicant who does not have all of the = required=20 knowledge, skills, abilities or experience a wage that is less than the = low=20 entry wage for the job title. In such instances the newly-hired = employee's wage=20 shall be set at a rate no less than 90% of the low entry wage = established for=20 the job title. Typically when an employee is hired for less than the low = entry=20 wage, the employee is placed on a training assignment that provides for = a wage=20 increase upon completion of a specific set of requirements. Each campus = shall=20 determine the administrative approvals required to pay a newly-hired = employee=20 less than the low entry wage.

2.3.2 High Entry = Salary.=20 The high entry salary is the maximum wage rate that normally may be paid = to a=20 newly-hired employee.

2.3.3 Hiring = Authorities.=20 Hiring authorities may not pay a newly-hired employee a higher entry = wage rate=20 than the base salary being paid any other employee with the same job = title on=20 the campus at which the vacancy exists. Exceptions will only be = permitted when a=20 higher salary is necessary to fill the vacancy and only when the = newly-hired=20 employee has demonstrably greater qualifications than any lower paid = employee in=20 the same job title. The evaluating "demonstrably greater qualifications" = consideration should be given to directly relevant education and/or = experience=20 both within the Montana University System and external to the University = System.=20

2.3.4 Salary = Flexibility.=20 If additional salary flexibility beyond the high entry for the job title = is=20 deemed necessary to fill a vacancy because an open recruitment failed to = attract=20 a qualified applicant or there is a history of failed job searches for = the job=20 title, strategic pay may be requested.

2.4 Wage Rate for = Employees=20 Changing Job Titles

When an employee = accepts a=20 new position with a different job title, the employee=92s new base wage = rate shall=20 be calculated according to the following criteria. =

2.4.1 If the new = position=20 to which the employee is transferring has a low entry rate of pay that = is at=20 least 50 cents higher than the low entry rate of the employee=92s = current=20 position, the transfer shall be considered a promotion. =

2.4.2 In the case = of a=20 promotion, the employee=92s base wage will be increased by 9% or the low = entry of=20 the new position, whichever is greater.

2.4.3 In unusual=20 circumstances when it is necessary to pay a promoted employee a rate = higher than=20 that established by Section 2.4.2, new hire provisions set forth in = 2.3.3 and=20 2.3.4 may be utilized.

2.4.4 If the new = position=20 to which an employee is transferring has a low entry rate of pay that is = at=20 least 50 cents lower than the low entry of the employee=92s current = position, the=20 transfer shall be considered a demotion. The employee=92s new rate of = pay shall be=20 established at a rate in accordance with 2.3.2, 2.3.3, and 2.3.4 of this = policy.=20

2.4.5 If an = employee=20 transfers to a new position with the same job title and/or substantially = the=20 same low entry rates, the employee's base rate of pay will be=20 maintained.

2.5 Temporary = Promotion=20

Temporary = promotions may be=20 utilized in response to organizational changes including but not limited = to:=20 reorganization, receipt of a new or expanded grant, or a temporary = vacancy. The=20 appropriate rate of increase in the event of a temporary promotion shall = normally be between 5% and 9% depending upon the scope and complexity of = additional duties and responsibilities assigned.

2.6 Approvals and = Justification Required

Hiring = authorities must be=20 sensitive to potential problems that may result if a newly-hired = employee is=20 paid a higher wage than a longer-term employee. Sometimes this is = necessary and=20 justifiable in the event of serious recruitment and retention problems = or if the=20 newly-hired employee has unique skills that are needed in the = department. Before=20 approving an entry wage rate for a newly-hired employee that is higher = than the=20 base wage paid a current campus employee in the same job title, the = wages and=20 length of employment of other campus employees with the same job title = must be=20 reviewed in order to identify any potential inequities that may be = present. The=20 rationale for paying a newly-hired employee a higher wage must be = justified in=20 writing. A proposal for addressing any perceived inequities that may = result from=20 this request shall be included in the justification.

If a hiring = authority proposes to offer a wage that is higher than the wage paid a = current=20 employee in the same job title on the same campus, additional = administrative=20 approvals are required. The approval process shall be established at = each=20 campus.

3.0=20 Across-The-Board Pay Increases

3.1 Amount and = Effective=20 Date

The amount and = effective=20 dates are determined by Board of Regent policy and through the = collective=20 bargaining process.

3.2 Eligibility=20

3.2.1 Permanent = employees=20 hired prior to the effective date of the salary increase are eligible to = receive=20 the Across-the-Board salary increase.

3.2.2 Temporary = employees=20 hired for a period of less than four (4) consecutive months are not = eligible for=20 the Across-the-Board salary increase.

3.2.3 Temporary = employees=20 hired for four (4) or more consecutive months may or may not be eligible = for=20 Across-the-Board salary increases as determined by each campus and any=20 applicable collective bargaining agreement.

4.0 = Strategic=20 Pay

Permanent = employees covered=20 by this policy who have completed their probationary period may be = eligible for=20 retention and newly-hired Strategic Pay. The award of Strategic Pay is = at the=20 employer's discretion pursuant to approval criteria. There is no = entitlement to=20 Strategic Pay. In order to be eligible for Strategic Pay, the employee = must have=20 a current Role Description and Performance Plan. The employee must have = no=20 active formal disciplinary action and must have received a Met or = Exceeded=20 Expectations rating on the most recent Performance Development Review. = Employees=20 are only eligible for Strategic Pay if a current Performance Plan and a=20 Performance Review indicating a rating of Met or Exceeded Expectations = for the=20 most recent performance development cycle are submitted with the = request.=20

4.1 Criteria=20

Strategic Pay may = be=20 awarded at the discretion of the employer, pursuant to approval = criteria, in the=20 following circumstances:

4.1.1 To retain = an employee=20 with unique knowledge, skills, or abilities that are critical or vital = to the=20 achievement of the University's or department's mission or strategic = goals when=20 the employee's resignation would have a significant adverse impact on = the=20 accomplishment of critical and time-sensitive projects or when such = employee has=20 received a more lucrative job offer or otherwise presents compelling = evidence of=20 his/her marketability; or

4.1.2 To mitigate = problems=20 with recruitment and retention when it can be documented that such = problems are=20 related solely to noncompetitive salary levels; or =

4.1.3 To some or = all=20 current employees performing the same work under the same working = conditions=20 requiring the same level of knowledge, skill, or ability in order to = resolve=20 inequities created when it was necessary to pay a newly-hired employee a = higher=20 salary than current employees with equal or greater qualifications and=20 performance; or

4.1.4 To = compensate an=20 employee who is required to perform a job under unique working = conditions that=20 have resulted in documented recruitment and retention problems.=20

4.1.5 The fact = that=20 Strategic Pay is granted to one or more employees on the same or another = campus=20 or in the same or another department may not be used as justification = for=20 additional Strategic Pay requests.

4.2 Types and = Amounts=20

4.2.1 Type. = Strategic Pay=20 may be a permanent or temporary base adjustment. Strategic Pay may also = be a=20 one-time or periodic bonus that is not added to an employee's base.=20

4.2.2 Amount. The = amount of=20 Strategic Pay is determined by the employer pursuant to approval = criteria.=20 Factors to consider when determining Strategic Pay amounts include but = are not=20 limited to: the employee's job-related qualifications (experience, = knowledge,=20 skills, abilities, and performance); OES salary survey; salary survey = data from=20 the local community; recruitment and turnover statistics; existing = salary=20 relationships within the campus and work unit; the effect that the award = of=20 Strategic Pay will have on the morale, productivity and overall = operation of the=20 campus and the work unit; and budget availability and constraints.=20

4.3 Approval and = Reporting=20

4.3.1 Strategic = Pay for=20 Individual Employees. Strategic Pay requests for individual employees = must be=20 submitted in writing to the campus Human Resources Director by the = Dean/Director=20 of the Department with evidence that the request is supported by the=20 Dean's/Director's supervisor(s) including the appropriate Vice = President, Vice=20 Chancellor or Executive Officer. The written request must include = justification=20 that explains in detail the purpose and amount of Strategic Pay = requested and=20 must address all of the applicable factors listed in section 4.2.2. The = source=20 and availability of the funds to be used for Strategic Pay must also be=20 identified in Strategic Pay requests.

4.3.1.1 The = campus Human=20 Resource Office shall conduct an independent analysis of salary survey,=20 recruitment, and turnover statistics; compile and analyze any additional = information considered beneficial; and determine whether there is = sufficient=20 justification for the request. If the strategic pay request is for the = purpose=20 of mitigating problems with recruitment and retention, the campus Human = Resource=20 Office must verify that the requesting department's recruitment and = retention=20 problems are substantially greater than those encountered in other = departments=20 and that the department's recruitment and retention problems are related = solely=20 to noncompetitive salary levels.

4.3.1.2 Upon = approval of a=20 request for Strategic Pay by the campus Human Resource Office, the = request shall=20 be submitted to the campus Chief Executive Officer (CEO) for final = approval.=20 Additional approvals may be required as determined by the appropriate=20 President/Chancellor.

4.3.1.3 Each = campus shall,=20 by August 1 of each year, submit a report to the Commissioner of Higher=20 Education, which includes the names and job titles of all individuals = who=20 received Strategic Pay in the prior fiscal year and the amount, type and = purpose=20 of Strategic Pay.

4.3.2 Strategic = Pay for=20 Multiple Positions. Strategic Pay requests to cover more than one = employee=20 holding the same job title must be submitted in writing in the same = manner as=20 required for individual Strategic Pay requests. When such pay requests = have been=20 approved by the same individuals who must approve individual Strategic = Pay=20 requests, the original request including all required approvals shall be = submitted to the Commissioner of Higher Education. The Commissioner = shall=20 forward the request to all other campuses with employees assigned the = same job=20 title in order to provide an opportunity for comment on the proposal. If = the=20 Strategic Pay is to cover employees in a bargaining unit, the bargaining = agent=20 shall also be notified and given an opportunity to comment on or object = to the=20 proposed implementation of Strategic Pay. The Commissioner shall approve = the=20 request for Strategic Pay unless opposed by the bargaining agent, = another=20 campus, or otherwise considered not in the best interest of the = university=20 system.

5.0 = Progression=20 Pay

5.1 Definition=20

5.1.1 Progression = pay is=20 awarded when an employee has advanced to the next step of a pre-approved = Career=20 Ladder. A position vacancy notice is not required in order for an = employee to=20 progress within a Career Ladder. Career Ladders are not available for = all=20 positions, or for all employees.

5.1.2 There are = two=20 requirements for Progression Pay:

a. The department = must have=20 an operational need for the higher level work; and =

b. The employee = must be=20 interested in the higher level work and must have demonstrated the = potential to=20 attain the necessary skills to perform it successfully. =

5.2 Eligibility=20

5.2.1 Permanent = full-time=20 and part-time employees who have successfully completed their = probationary=20 periods are eligible for Progression Pay if all other criteria are met. = The=20 employee must have no active disciplinary actions and must have a = current Role=20 Description and Performance Plan, in addition to having received a Met = or=20 Exceeded Expectations rating on the most recent Performance Review. = Temporary=20 and fixed-term employees are not eligible for Progression Pay.=20

5.2.2 The primary = criterion=20 for advancement through a pre-approved Career Ladder is whether the = department=20 needs someone to perform more complex duties and responsibilities.=20

5.3 Types of = Career Ladders=20

5.3.1 Job Series = Career=20 Ladders are routinely developed where levels already exist within = position=20 titles, i.e., Administrative Associates; Accounting Associates; mail = services=20 employees, etc. The distinguishing characteristics are analyzed by the = UM/MSU=20 Personnel/Human Resource Offices.

5.3.2 Individual = Career=20 Ladders may be used for progressions where no Job Series Career Ladder = exists.=20 For example, an Individual Career Ladder may be developed for an = employee who is=20 an Administrative Associate and is going to move into a more computer=20 support-related role in order to fill a departmental need for technical = support.=20 The supervisor, employee, and Human Resources representative analyze the = progression and distinguishing characteristics of the current and = proposed=20 higher level work and develop a Progression Plan.

5.4 Procedures = for=20 Development

Step 1:=20 Employee and=20 supervisor agree that a Career Ladder is appropriate. =

Step 2:=20 Supervisor=20 completes a Progression Plan form, and any other forms required by the = campus,=20 requesting approval by department head for either: =

a. a Job Series Progression = Plan; or=20

b. an Individual = Progression Plan. An=20 Individual Progression Plan shall specify the education, experience,=20 distinguishing characteristics and responsibilities required for = progression to=20 each level of the Individual Career Ladder.

Human Resource=20 representative is available to provide assistance in designing an = Individual=20 Career Ladder and in completing the form.

Step 3:=20 Each = request=20 shall include a proposed timeline for the employee's acquisition of the=20 necessary skills and knowledge. Each step of a Career Ladder typically = requires=20 approximately six (6) months to one (1) year for completion. The length = of time=20 required is based on:

a. the time it = will take=20 the employee to attain the qualifications, knowledge, skills, and = abilities=20 required by the higher level work and the time it will take the employee = to=20 demonstrate effectiveness at the higher level; and =

b. the time it will take = the=20 department to develop the need for the higher-level responsibilities.=20

Step 4:=20 Employee,=20 immediate supervisor, and the Dean/Director must sign the Progression = Plan form.=20 The campus Human Resources Office must also review, approve and sign the = form.=20

5.5 Amount=20

5.5.1 Progression = Pay is an=20 increase to the base salary, which is awarded when the employee = completes each=20 level of an approved Career Ladder and the department has developed the = need for=20 the higher level responsibilities, as outlined in the Progression Plan.=20

5.5.2 Salary = increases will=20 be based on the additional qualifications required and increased=20 responsibilities assigned.

5.5.2.1 Employees = who=20 successfully complete a progression plan shall be eligible for a 9% = increase in=20 base salary or the low entry wage of the new job title, whichever is = greater.=20

5.5.2.2 The = effective date=20 of the progression pay salary shall be specified in the progression plan = but may=20 be delayed if progression plan criteria have not been met. Progression = pay may=20 be implemented in one increment of 9% upon completion of the progression = plan or=20 may be implemented in up to three proportionate (but not compounded) = increments.=20

5.5.3 All = Progression Pay=20 increases shall be approved in advance by the campus Human Resource = Office.=20

5.5.4 A=20 Progression Pay salary increase will not be justification for a salary=20 adjustment for other employees employed with the same job title within = the=20 University.

6.0 = In-Range=20 Progression Pay

6.1=20 Definition

In Range = Progression Pay is=20 awarded when there is an increase in an employee=92s knowledge, skills, = duties,=20 and responsibilities within his or her job title and management has = identified a=20 need for the higher level responsibilities.

6.2 Eligibility=20

Permanent = full-time and=20 part-time employees who have successfully completed their probationary = period=20 are eligible for In-Range Progression Pay if all other criteria are met. = The=20 employee must have no active disciplinary actions and must have a = current Role=20 Description and Performance Plan, in addition to having received a met = or=20 exceeded expectations rating on the most recent Performance Review. = Temporary=20 and Fixed Term employees are not eligible for In-Range Progression Pay.=20

6.3 Requirements = for In=20 Range Progression Pay

6.3.1 The = employee is=20 regularly performing significantly more complex projects, assignments, = and=20 responsibilities of the job classification that meet distinct, = recognized=20 organizational needs;

6.3.2 The = employee has=20 demonstrated the attainment of a significantly higher level of knowledge = and=20 skills that are specific to his or her job classification and functional = area;=20

6.3.3 The = employee=92s most=20 recent Performance review (i.e., within the last 12 months) within the = current=20 job classification reflects a Met or Exceeded Expectations rating;=20

6.3.4 = Confirmation that at=20 least 12 months have elapsed since the employee=92s last progression;=20

6.3.5 The amount = of the=20 proposed increase should be justified and reasonable when compared to = other=20 appropriate positions; and

6.3.6 = Confirmation that=20 funds have been identified and authorized by the appropriate = administrator to=20 support the salary increase.

6.4 Procedures = for=20 Development

Step=20 1: = Employee=20 and supervisor agree that an In-Range Progression is appropriate.=20

Step=20 2: = Supervisor=20 completes an In-Range Progression Form, and any other forms required by = the=20 campus, requesting approval by the department head. =

Step=20 3: = Employee,=20 immediate supervisor, and the Dean/Director must sign the In-Range = Progression=20 Plan form. The campus Human Resources Office must also review, approve, = and sign=20 the form

Step=20 4: = The campus=20 Human Representative and administrative official should work together in = partnership to determine the appropriate and most effective use of = in-range=20 progression pay.

6.5 Amount=20

In-Range = Progression Pay is=20 an increase to the base salary, which is awarded when approved through = the=20 appropriate administrative officials on each campus, including Human = Resources.=20 The amount of the increase shall not exceed four (4) percent of the base = salary=20 of the employee.

7.0 Lump = Sum=20 Bonuses

7.1 Definition=20

A Lump Sum Bonus = (not added=20 to employee's base salary) may be awarded to an employee when that = employee has=20 exhibited exemplary service or contribution to the University. The award = of a=20 Lump Sum Bonus is at the employer's discretion. There is no entitlement = to a=20 Lump Sum Bonus and it is up to the employer to advance such a request. = Lump Sum=20 Bonuses may be given in the following increments: $100, $200, $350, = $500, $750,=20 or a maximum $1,000.

7.2 Eligibility=20

7.2.1 Permanent = employees=20 who have successfully completed their probationary period and are = assigned to a=20 position covered by the MUS SC & PDP may receive a Lump Sum Bonus = upon the=20 recommendation of their supervisor if the job performance criteria are = met.=20

7.2.2 Employees = must have=20 no active formal disciplinary action, must have a current Role = Description and=20 Performance Plan, and must have received a Met or Exceeded Expectations = rating=20 on the most recent Performance Review. Temporary and fixed-term = employees are=20 not eligible for Lump Sum Bonuses.

7.3 Criteria=20

The following = performance=20 criteria shall be used in making requests for Lump Sum Bonuses: To = qualify for a=20 Lump Sum Bonus, the employee must have demonstrated exceptional = performance in=20 the following criteria: 1A and 1B and 1C, PLUS meet ONE of the = additional=20 criteria: 2A or 2B or 2C or 2D or 2E.

1A.=20 Effort.=20

The effort of = work greatly=20 exceeds expectations. The work produced a positive, significant effect = for the=20 University. The service, project, or product clearly demonstrates an = extra=20 effort put forth by the employee.

- AND -=20

B. Consistency=20

In order to be = eligible for=20 a bonus, an employee must maintain a consistent level of satisfactory or = higher=20 job performance on a recurring basis over a significant period of time. = The=20 effort required to accomplish the = extraordinary project=20 or product is of noteworthy duration and the exceptional/superior = service is=20 consistently applied.

- AND -=20

1C. Quality=20

The service, = project or=20 product is of the highest quality and greatly exceeds typical job = performance=20 expectations.

- AND -=20

2A. Quantity=20

The amount of = work produced=20 clearly exceeds standard expectations for others.

- OR -=20

2B. Originality=20

The service, = product, or=20 project is exceptionally creative and innovative.

- OR -=20

2C. Cost = Savings/Revenue=20 Generation

The product or = service will=20 create a substantial, documented cost-saving or revenue-generating = effort for=20 the University.

- OR -

2D. Efficiency=20

Efficiency of = university=20 operations is measurably enhanced by the employee's work. =

- OR -=20

2E. Life = Safety/Safety of=20 Working Conditions

Action(s) taken = by the=20 employee results in the prevention of serious property damage and/ or = physical=20 injury and is outside the scope of employee's regularly assigned job = duties and=20 responsibilities.

7.4 Approval and = Reporting=20

Step 1:=20 A = Lump Sum=20 Bonus Request Form shall be completed by employee's immediate supervisor = and=20 endorsed by the Dean/Director of the department.

Step 2:=20 The = supervisor=20 shall attach to the form all relevant documentation supporting the = request.=20

Step 3:=20 The = request=20 form and documentation shall be forwarded to the campus Human Resource = Office.=20

Step 4:=20 The = Human=20 Resource Office will review and evaluate the request. =

a. If approved by = the=20 campus Human Resource Office and no other approvals are required, the=20 Dean/Director will be notified of such approval, and the request will be = submitted for processing of the payment.

b. If denied by = the campus=20 Human Resources Office, the immediate supervisor and Dean/Director will = be=20 notified of the denial and reason(s) for such denial. =

c. If approved by = the=20 campus Human Resource Office and all others required by campus policy, = the=20 signed form shall be forwarded to the appropriate Vice President, Vice=20 Chancellor or executive officer and campus CEO. If approved, the form = shall be=20 returned to the campus Human Resource Office in order to process the = payment. If=20 denied, the Vice President, Vice Chancellor or other appropriate = executive=20 officer and campus CEO will notify the campus Human Resource Office of = the=20 reason(s) for the denial. In either case, the campus Human Resource = Office will=20 notify the supervisor and Dean/Director of approval or denial of the = request and=20 the reason for denial, if applicable.

Step 5:=20 Upon = receipt=20 of all required approvals and submission for payment, the Lump Sum Bonus = shall=20 be processed as soon as reasonably possible. The campus Payroll/Human = Resource=20 Office shall determine whether the Lump Sum Bonus will be issued as part = of the=20 regularly scheduled paycheck or as a special check. =

7.5 Approval = Requirements=20

7.5.1 Campus = Discretion.=20 Campuses may establish their own signature procedures that would require = signatures in addition to those specified below.

7.5.2=20 $100 and=20 $200.

Employee's immediate = supervisor=20
Dean/Director of = department=20
Campus Human Resources = Director=20

7.5.3=20 $350 and=20 $500.

Employee's immediate = supervisor=20
Dean/Director of = department=20
Campus Human Resources = Director=20
Vice President, Vice = Chancellor or=20 other appropriate executive officer

7.5.4=20 $750 and=20 $1,000.

Employee's immediate = supervisor=20
Dean/Director of = department=20
Campus Human Resources = Director=20
Vice President =
Vice Chancellor or other = appropriate executive officer
Campus Chief Executive = Officer=20

7.6 Denial/Appeal = Procedure=20

A request for a = Lump Sum=20 Bonus may be denied by the Dean/Director, Vice President or Chancellor, = Chief=20 Executive Officer, or campus Human Resources Director. If denied, the = employee's=20 immediate supervisor will be provided an explanation of such denial.=20

Denials of Lump = Sum Bonus=20 requests may not be appealed or grieved.

7.7 Lump Sum = Report=20

Each campus = shall, by=20 August 1 of each year, submit a report to the Commissioner of Higher = Education=20 which includes the names, job titles and amount and purpose of all = employees who=20 received lump sum bonuses in the prior fiscal year. =