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Tulane’s job evaluation policies and procedures facilitate:
Job descriptions exist for all regular staff positions and summarize typical duties and responsibilities as well as minimum hiring qualifications including required education, experience level(s) and licensure(s)/certifications(s).
Approved job descriptions must be signed by both the employee and supervisor as a condition of employment. One signed copy should be retained by the department for reference throughout the year; one copy should be given to the employee for reference as well; and the original should be forwarded via email to the Records Team or hard copy to Records Department within Office of Human Resources & Institutional Equity.
All jobs at Tulane are grouped into common categories based on the type of work involved, the level of difficulty, the level of responsibility, and the minimum qualifications required for the job. The Compensation Department maintains Tulane’s job evaluation system which is used in the classification of all staff positions:
Information required to conduct a detailed evaluation for a new position includes:
A reclassification may be appropriate if the content of a job has changed significantly (e.g., the responsibilities have changed by more than 15%) resulting in a job description/title change, such as:
Information required to conduct a detailed re-evaluation:
On occasion, a reclassification can also result in a move from a higher grade to a lower grade due to departmental needs and not be the results of corrective action.
What qualifies as a new position? It is considered a new position if the position did not previously exist within the department’s org number.
Submit the updated job description for posting to Compensation Email. Compensation will review to ensure the job description is Compensation-approved and ensure correct grading. Comp will reach out to the Hiring Manager with any questions. When the review is completed, Compensation will coordinate with HRIS to create the PCN and job posting template. HRIS will send a notification email when the job posting and PCN have been created. The department can then open a vacancy.
Please follow this link to learn more about the vacancy process.
A component of the job evaluation process is determining the appropriate FLSA designation. The FLSA establishes provisions and standards to determine overtime pay, hours worked, record-keeping plans, and child-labor provisions. Staff at Tulane are either classified as performing "exempt" or "non-exempt" work based upon regulations of the FLSA. The determination of "exempt" or "non-exempt" work is made by the Compensation department in accordance with FLSA criteria.
Effective January 1, 2020 the Department of Labor amended Fair Labor Standards Act (FLSA) regulations by increasing the minimum salary requirement for exempt full and part-time employees from an annual salary of $23,660 to $35,568.
The following summarizes the primary differences in the two categories:
Questions regarding a position’s exempt or nonexempt status should be directed to the Compensation team.
Further information about Fair Labor Standards Act may be found at U.S. Department of Labor website.