Recommended Salary Adjustment Process
The following process will be
used annually, to determine the recommended salary increase budget for the
national office staff. The recommended
increase will be subject to executive committee approval.
Due to the fact that the national office executive and administrative staff positions do not benchmark specifically to a single industry or organization type, it is recommended that survey information on salary increases be gathered from a number of sources across a spectrum of organization types. These sources of information would all be with organization types that the national office competes with for talent. Current year actual increase data would be gathered as well as projected increases for the next year.
The president of the NCAA shall recommend a salary increase amount to the Executive Committee Budget Committee for their review prior to the their formal recommendation to the Executive Committee. The recommended increase will be benchmarked with the following survey data sources:
? Chronicle of Higher Education ? published survey information.
? National Compensation Planning Surveys ? published survey information. Data in these surveys can typically be sorted by employee type, industry sector, and geographic region. Salary range structure adjustment data would also be provided in these surveys.
Since the majority of administrative support positions are filled though the local market, it is recommended that regional salary survey information be used to develop the recommended salary increase budget for this group. Surveys to be used include:
An equity adjustment budget request may also be made annually. This request would be position specific and would be used to make adjustments to positions where the competitive market has moved dramatically or where national office salaries significantly lag the competitive market for a specific skill set or competency. Information gathered through exit interviews with departing staff members may be used to identify where the national office is losing talent due to compensation. An analysis may be conducted in these areas comparing national office salaries with available competitive benchmark data. Requests would then be made for an equity adjustment fund to be used to bring salaries in specific positions to more competitive levels.
NCAA/11/26/02/RMF