- 1. Position Descriptions
- Job Classification
- Evaluation of a Position's Classification Level
- Interim Need to Determine a Position's Classification Level
- Guidelines for Recommending Adjustments to Salary Ranges and Pay Rates
- Determination of Individual Pay Rates
- Communication to Employees about Pay and Benefits
- Use and Distribution of These Procedures
- Questions & Answers from Salary Administration Briefings (3/97)
Salary Administration Policies and Procedures
For the Pastoral Center
The Archdiocese of San Francisco holds itself to the standard put forth in the social doctrine of the Church.
All the moral principles that govern the just operation of any economic endeavor apply to the Church and its agencies and institutions; indeed the Church should be exemplary. (Pastoral on the Economy, #347)
Through its Salary Administration Program, the Archdiocese seeks to hire and retain well qualified and effective employees by implementing a fair and equitable salary structure for employees of the Pastoral Center of the Archdiocese.
The overall goal of the Salary Administration Program is to distribute within the limits of organizational resources a mix of pay and benefits which is generally comparable to that provided by organizations of a similar nature and which seeks to provide at least a living wage to regular full-time staff members.
These goals and objectives will be accomplished through the following tasks:
- Development of position descriptions for all positions in the Pastoral Center;
- Use of standardized instruments of job classification within the Pastoral Center in order to recommend the appropriate placement of positions;
- Review and, as appropriate, revision of the salary scale annually;
- Recommendation to the Budget Committee of a total salary budget for lay employees of the Pastoral Center;
- Recommendations for appropriate processes by which raises may be given;
- Review of requests from Department or Office Heads for reclassification of positions arising from changes in responsibility and duties;
- Advice to department and office heads about the appropriate hiring range for positions to be filled.
These tasks are further described in the procedures which follow.
1. Position Descriptions #
It is the Policy of the Archdiocese that each Department/Office Director maintain up-to-date Position Descriptions that accurately describe the duties and responsibilities of positions in the office. Furthermore, each employee should receive from the Department/Office Director and maintain a current Position Description for his/her position.
The Position Description is used:
- to evaluate and classify a position,
- to provide criteria for hiring qualified personnel in a position vacancy,
- to serve as criteria in employee performance evaluations by facilitating objective discussion of job requirements and performance results.
Positions description content follows the format provided on the attached Position Description form. When filling a vacancy for a new position, the following information is required: Position Title, Department, Office, Reporting Relationships (Supervisor, Positions Supervised) FLSA Status, Position’s Purpose, Major Responsibilities, Education and Experience Requirements, Other qualifications, Approvals and Date.
Since position descriptions cannot articulate every task or responsibility required, supervisors may assign additional duties as needed. It may be necessary to transfer duties from one position to another as well as transfer positions and/or employees among departments. The Archdiocese will make such changes for the purpose of maintaining staff stability and organizational effectiveness.
Position descriptions are reviewed for accuracy when positions are being filled, whenever significant changes in responsibility occur and when annual employee performance evaluations are conducted. Employees are encouraged to review and suggest changes to their job descriptions. Office Directors in consultation with the Department Director are responsible for determining the duties to be assigned each position under their supervision. Supervisors should contact the Office of Human Resources for direction in completing the Position Description form.
Before position descriptions are finalized at the Office level, the Office and Department Director must review them for appropriateness and accuracy of content. After review, approval and signature by the Office and Department Directors, copies of the position descriptions are to be given to the position incumbent and forwarded to the Office of Human Resources.
Job Classification #
The Archdiocese has adopted a job classification methodology to evaluate the relative value of the unique kinds of positions that exist within the Pastoral Center. The system is composed of the following factors: Education, Experience, Scope of Responsibility, Supervision of Others, Independence of Judgment combined with Consequence of Errors, and Contact with Others combined with Impact.
A Salary Admin