Procedures:

Salary Administration –
Responsible Administrative
New Hires, Promotions,
Unit: Administration & Operations
Reclassifications, Reemployment,

and Annual Increases
Policy Contact
Issued:
December 14, 2004
AVP Human Resources
Revised: June 1, 2016
mdougher@mines.edu

1.0 BACKGROUND AND PURPOSE
The Colorado School of Mines (Mines) intends that employee salaries are equitably
established. In addition to salary determinations for new hires, employee salaries can change
for job reclassifications, reemployment, promotions, demotions, transfers, equity adjustments,
annual pay increases, for compliance with federal or state requirements, or for other reasons.
Salary levels and changes also may be governed by the State of Colorado Personnel Board
Rules and Director’s Procedures.
The following procedures will help employees and supervisors understand the considerations
and processes used to make salary and salary change-related decisions and provide guidance
in determining salary levels and changes.
2.0 SALARY PRACTICES
2.1 Department Request. Mines works to assure that salary decisions related to new
hires, promotions, demotions, transfers, job reclassifications, equity, reemployment, or other
adjustments are made in a reasonable manner. The department initiating any of these actions
is responsible for requesting a desired new salary for the employee as described in the
procedures below.
2.2 New Hire Salary. In general, new hire salary requests should not exceed the mid-
point of the pay grade for those positions with officially established pay grades. For positions
that do not have a pay grade, new hire salary requests generally should not exceed prevailing
salaries for the position. Human Resources can provide information about salary range mid-
points and prevailing rates.
2.3 Salary Change – Promotion or Reclassification. If a salary change is due to a
promotion or reclassification, the salary target should not exceed the mid-point of the salary
grade for those positions with officially established pay grades. Promotion or reclassification
salary changes are not limited to a particular percentage increase but must be reflective of the
magnitude of size of the job change and reasonably consistent with Mines’ pay practices. If
the promotion or reclassification is within the Classified personnel system, the new salary
cannot be less than the minimum of the new pay grade (also see 2.5 below).
2.4 Salary Change – Moving to a Lower Level Job. If a change to a lower level job is
involved, there generally wil be an accompanying salary action to a reduced salary level.
2.5 Salary Change – Transfer. If a transfer is involved, absent extraordinary, documented
conditions, no salary change wil occur.
2.6 Equity or Other Adjustments. Salary changes for equity or other reasons are not
limited to a particular percentage increase and must be reflective of prevailing salary data for
the position. Written justification for such changes must be made by the requesting
Page 1 of 4



Procedures:

Salary Administration –
Responsible Administrative
New Hires, Promotions,
Unit: Administration & Operations
Reclassifications, Reemployment,

and Annual Increases
Policy Contact
Issued:
December 14, 2004
AVP Human Resources
Revised: June 1, 2016
mdougher@mines.edu

department, division, or college and can only occur after proper approvals have been obtained
consistent with the procedures below.
2.7 Classified Positions. If the position is a classified position, in accordance with State
of Colorado Personnel Board Rules, the new salary must be at least the minimum of the new
pay grade and may not exceed the pay grade maximum (except in “save pay” situations).
2.8 Prerequisite to Salary Offer/Change. Prior to any salary being offered to an applicant
or an employee, the department making the hire, promotion, reclassification, or other
adjustment must ensure that adequate labor budget exists in the position to pay the salary.
Establishing or securing funding for any initial salary or increase in salary is the responsibility
of the employing department. No new hire salary or salary increase may be put into place
without the identification of sufficient position base labor budget to support it. No new hire
salary or a salary change can be made until the following procedures have been completed.
Departments may not offer or commit to a salary without first completing these procedures.
2.9 Retroactivity. Absent extraordinary circumstances, salary changes cannot be made
retroactive to prior months. If retroactivity is desired, the department head, director, and/or
dean must provide a written justification to his or her executive (e.g., Provost, Vice President).
The executive wil consider the justification in consultation with the Associate Vice President
for Human Resources. If the executive decides to concur with the request, he or she will obtain
agreement from the Executive Vice President for Administration & Operations prior to approval.
If the executive or the Executive Vice President for Administration & Operations do not agree
with approving a retroactive pay change, they jointly will discuss the request with the President
who wil make the final decision.

3.0 PROCEDURES
The following procedures apply to Administrative Faculty, Classified, Athletics Faculty, and
Research Faculty (whose title does not include rank, such as, Research Professor, Research
Associate Professor, etc.) employment categories.
3.1 Written Request. The employing department wil make a written salary request via
memo or e-mail to Human Resources. The request must contain the department’s rationale
for the salary it is requesting. Such a request is necessary for new hires or when changes in
an employee’s employment occur due to job reclassification, reemployment, or promotion, or
for any other adjustment to salary other than an annual pay increase.
3.2 Considerations. In the salary request, departments are asked to consider, but are not
limited to, the following: 1) the nature of the reason for the change, 2) the performance of the
employee, 3) the employee’s relevant education, 4) the nature and amount of the employee’s
experience (both internal and external), 5) the magnitude of the change in the employee’s job,
State of Colorado Personnel Board Rules and Director’s Procedures (if applicable), and 6)
other factors as appropriate.
Page 2 of 4



Procedures:

Salary Administration –
Responsible Administrative
New Hires, Promotions,
Unit: Administration & Operations
Reclassifications, Reemployment,

and Annual Increases
Policy Contact
Issued:
December 14, 2004
AVP Human Resources
Revised: June 1, 2016
mdougher@mines.edu

3.3 Salary Analysis. Human Resources wil perform a salary analysis of the request using
available market survey data, internal equity comparisons, the department’s rationale, and
other relevant factors. Prior to sending its final salary analysis to the area executive (a vice
president, a dean, the Provost, or the President), Human Resources wil discuss its analysis
with the requesting department. Human Resources will also consult with the area executive
on the decision as needed.
3.4 Department or Area Review. The area executive will determine the appropriate salary
and communicate his or her decision to Human Resources. If the decision of the area
executive exceeds the general principles outlined in 2.0 Salary Practices above or is not
consistent with the bounds of the salary analysis performed by Human Resources, final
decision and approval must be obtained from the Executive Vice President for Administration
& Operations.
Prior to the salary authorization, the following must occur:

3.4.1 Budget Office allocation. For all positions except those that are grant or contract
funded (see 3.4.2 below for positions funded through grants or contracts), initial
salaries or increases to an employee’s salary cannot be completed or communicated
to the employee until the Budget Office confirms that funds are identified and allocated
to the account from which the employee is paid.
3.4.2 Grant or Contract-funded salary. In addition, prior to obtaining final salary
authorization from the area executive as outlined above, initial salaries or increased
salaries funded from grants or contracts must be authorized by the principal
investigator, the department head/division director, and be confirmed by the Office of
Research Administration (to assure adequate budget exists and that the change is
allowed under the grant or contract terms). This must occur prior to any communication
to the affected employee.
3.4.3 Salary Action Limitation. In the event that funds to support the new salary
cannot be identified (or are not permitted for those positions that are external y funded),
the salary action cannot be completed.

3.4.3. A. For Classified employees, in concert with State of Colorado
Personnel Board Rules, a salary increase is not mandated and the promotion,
reemployment, or reclassification may occur without a change in salary. The
exception to this rule is that the employee must be paid at least the minimum of
the new pay grade.
3.4.3. B. If budget cannot be identified to pay at least the new pay grade
minimum, the employee wil not be asked or expected to perform the increased
responsibilities and the position wil revert to its prior position description and
classification.
Page 3 of 4



Procedures:

Salary Administration –
Responsible Administrative
New Hires, Promotions,
Unit: Administration & Operations
Reclassifications, Reemployment,

and Annual Increases
Policy Contact
Issued:
December 14, 2004
AVP Human Resources
Revised: June 1, 2016
mdougher@mines.edu


3.4.4 Approval required. No salary agreements or promises can be made by the
employing department to an employee prior to the salary decision being made and
approved in concert with these procedures.
4.0 ANNUAL PAY INCREASES
Each year, annual pay increases may be made by Mines. For years when annual pay
increases are authorized, the protocols used, including whether increases wil include base
salary adjustments, one-time payments, or both, wil be determined by the President for all
employee groups except for State Classified employees whose pay increase rules are
determined by the State Personnel Director.
5.0 RECORDS RETENTION
The Human Resources Office wil retain records relating to salary actions taken under these
procedures for at least three (3) years, as otherwise required by statute, or State of Colorado
Personnel Board Rules and Director’s Procedures.
--------------------------------------
Revision history:
Initial version December 14, 2004
First revision dated October 6, 2009
Second revision dated January 18, 2011
Third revision dated August 27, 2015 (addition of headings and formatting)
Fourth revision dated February 11, 2016
Fifth revision dated June 1, 2016 (changed name of Finance & Administration division only)

Page 4 of 4