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The University of Maryland, Baltimore considers equity in all compensation actions to maintain parity and the integrity of like jobs across the campus. Should an inequity arise, adjustments may be made to resolve inequities with appropriate approvals as provided in the salary guidelines. Legal considerations, such as the Fair Labor Standards Act, may also have an impact on pay decisions.
An inequity exists when there are pay differences in similar jobs that cannot be explained by:
- Differences in amount of time in the job;
- Differences in responsibilities;
- Differences based on subordinate-supervisor relationship;
- Differences in skills, abilities, and education;
- Differences in requirements for increasingly responsible experience in the job family;
- Differences in performance evaluations; and/or other lawful criteria.
Competency – Pay actions are also based on the competencies outlined in the job description. The placement of salary within the pay range is determined by the level of proficiency the employee has attained in these competencies. Minimum qualifications for all positions are based on industry standards, market and University practice.
Requirements of education and experience can be found in job descriptions. If substitution of experience in lieu of education is available for a position, it will be designated in the job description. All job descriptions are reviewed in a systematic way to ensure compliance. Only experience at or above a non-exempt pay level 07 is considered for meeting the minimum qualifications of an exempt position.
Market Comparison-Ratio – Our market is defined as a broad mix of industries in the regional marketplace and public doctoral institutions of similar size. The salary range midpoints represent the market salary for an experienced employee who is performing the full function of the job description. A comparison-ratio is computed by dividing an employee’s annual base salarywith market salary survey median in which that employee is placed.