Employee Compensation

Changes to compensation are typical when a manager would like to verify compensation is appropriate for a person based on training, experience and responsibilities compared to similar positions internal and external to NJIT.   Our HR team is here to review and ensure the changes are compliant and fall within the appropriate guidelines to our markets. 

f you would like to request an Equity Analysis change please visit the Highlander Nexus and submit a request. More information on the Highlander Nexus can be found here. 

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:

1. 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 visit the Highlander Nexus and submit a request to consult with the Director of Total Rewards.
2. 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.
3. 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.
4. 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.