Compensation Philosophy

The primary objective of NJIT’s compensation philosophy is to recruit, retain and motivate a qualified and diverse work force to support NJIT’s mission.

To this end, NJIT’s compensation program

  1. Is competitive within relevant markets
  2. Is Merit-based and non-discriminatory
  3. Rewards competence, collaboration and creativity
  4. Promotes a culture of innovation and leadership

It is the responsibility of Department of Human Resources to administer the compensation program in a fair, equitable and consistent manner in compliance with State and Federal wage and hour laws, collective bargaining unit agreements, and university policies.

Additional compensation is the payment for work effort that is clearly outside the scope of an employee’s job description and is performed outside of normal job duties.

The university has to ensure that such additional duties and compensation meet all legal requirements including, ethical guidelines, union contract provisions, fair labor standards, posting requirements, equal opportunity, along with other employment related laws and NJIT policies. As such, arrangements for additional compensation should be under extraordinary circumstances and must be approved prior to assignment of work to an employee.

If you are seeking to have an employee receive additional compensation for work performed outside of the scope of their job description, please follow the following process:

Consult with HR before establishing any additional compensation for additional duties and prior to communicating any such duties and pay arrangement to the employee. Supervisors recommending additional compensation should complete the Additional Compensation Form and consult with the, Director of Employment and HR Operations or the Director of HRIS.

Human Resources will review the form and make a determination if additional compensation is appropriate under the noted circumstances. HR will inform the supervisor in writing, via e-mail or memorandum.

If the request for additional compensation is found appropriate, the supervisor should communicate the work and the compensation to the employee. Please note that it is the responsibility of supervisors to ensure that appropriate funds are available for compensating the employee for the proposed additional work, and that the employee has accepted the terms of the additional compensation.

If compensation is in the form of a lump sum onetime payment, a PAF for the same should be processed through proper channels after completion of the work. If compensation is by way of biweekly payments for the duration of the additional duties, the PAF should be processed prior to commencement of the work. In both cases copies of the ACR form and HR’s determination should be attached to the PAF. Please note that PAFs without appropriate documentation will not be processed by HR.

Faculty overload teaching assignments and summer grant work covered under the provisions of the faculty handbook or contract are exempt from this process.

Development and maintenance of the university’s position and personnel structure and roster, is central to the realization of the university’s mission. In furtherance of efficient and effective implementation of position structure, roster and associated compensation policy, the Department of Human Resources is guided by university’s employment processing and position classification/re-classification policies and procedures.

University positions are created and classified at the outset, with significant task, responsibility and volume latitude, representing a position roster derived from prudent attention to short and long term employment initiatives. Position are classified to reflect comparable differences in scope and complexity of responsibility, expertise (including continually changing levels of expertise demanded by the discipline), accountability of performance, impact of performance upon the university’s successful operation and market pricing. Growth and alteration of assignments and focus within a position are planned, expected and accordingly classified.

Position classification is the process by which jobs with similar duties and responsibilities are grouped together for the purpose of assignment into appropriate pay ranges. The position description forms the foundation of the classification process and is the primary tool used to accurately define and describe the current duties and responsibilities of a position. The classification process of a position considers the nature of the job, scope, and level of duties and responsibilities, relationship of the position to other positions in the department, supervision given/received and exercise of independent judgment. The quality, quantity, and in case of re-classification, status of employee, length of service or current salary do not form a part of the consideration in classifying a position.

Position classifications /re-classifications are initiated by way of a requisition which is created online through the employee online recruitment system. Access to the system is available via the highlander pipeline.

The Department of Human Resources serves as a consultative resource for departments on, job design, writing effective job descriptions and compensation strategies.