Guiding Principles for SCOPE
The ideal principles SCOPE follows.
Guiding Principles
The University of Mississippi’s compensation program is built on a foundation of fairness, clarity and accountability. Below are the core principles that guide the university’s approach to pay and classification decisions.
The decision-making process and data used in the compensation program will be freely shared with employees. University leadership and HR will partner to provide clear information.
Changes to employee pay or classification must be consistent with compensation policies and processes. Instances of exceptions and inconsistency will be reduced, while equity and consistency will be increased.
Compensation-related strategies/plans will be tailored around the compensation program framework.
Compensation will be data-driven, and pay will reflect the employee’s work rather than title or tenure.
Compensation for additional work should be limited and reflect genuine differences in complexity with applied expertise in the applicable job.
Compensation program elements must support internal equity. Variations in compensation must be related to observable work-related factors.
Examples of factors to evaluate pay differences include tenure, complexity of role, experience outside the university, autonomy within the role, scope of accountability and effective knowledge.
Leaders will be responsible for understanding the compensation program and administering compensation in alignment with the program design.
Leadership accountability also will include proper workforce planning, stewardship of university funds and effective management of budgets and allocated resources.