Compensation at St. Norbert College

Philosophy
As a Catholic liberal arts college in the Norbertine tradition, the mission of St. Norbert College is to provide a superior education that is personally, intellectually, and spiritually challenging.

With academic excellence at the core of the College’s mission, the goal of the College’s compensation philosophy is to enhance the quality of work life by recruiting, retaining, and motivating employees whose work ethics and behaviors are valued and needed to fulfill that mission.

St. Norbert College’s overall compensation objective is to award its employees fair and equitable total compensation in terms of salaries and benefits, in comparison to individuals in comparable positions inside and outside the College. This is accomplished by:

• Using appropriate economic indices with respect to the appropriate labor markets.
• Rewarding excellence in employee performance.
• Rewarding longevity and service to the College.
• Maintaining a healthy budget so that employees can be adequately compensated.

Adhering to this compensation philosophy supports the maintenance of a strong community based on the Norbertine tradition. Here's a look at some of the benefits of working here. 

Related Policies

• Pay Plan 2022
• Employment Categories
• Independent Contractor
• Volunteer

Job Evaluations and Position Grades
Every staff position at the College is evaluated on the basis of the skills, knowledge and abilities required to perform the job and the duties and responsibilities of the job. A classification questionnaire, completed by both the incumbent (if any) and the immediate supervisor, is the basis for the evaluation. See our classification questionnaire and tips for completion.

Once the job duties and responsibilities are defined, the relative value of the job is compared to other jobs at the College as well as the same type of jobs outside the College. The position is then assigned a salary grade with a corresponding salary range.

• Wage Structure 2021
• Wage Structure 2022
• Wage Structure 2023

Job Descriptions
A job description is written by the Human Resources Office based on the classification questionnaire and is reviewed by the supervisor who manages the position. You can review a copy with your supervisor. Any employee who believes that their job description is inaccurate should immediately inform their supervisor and the Human Resources Office.

Employees whose job duties have changed or are modified should also inform their supervisor and the Human Resources Office. The College may modify job descriptions at any time without notice.


Salary Adjustments
The College annually compares its compensation program to appropriate markets in an effort to remain competitive. Annual increases, if any, may include individual adjustments and general salary adjustments. There is no guarantee that a salary increase will occur annually or on any other periodic basis. Depending on market conditions, downward adjustments in salary may be necessary in certain circumstances.

Salary adjustments approved by the College Board of Trustees will normally be effective the first payroll of the new academic year. If you start employment on or after June 1, you will not receive an adjustment in the next academic year. You will first be eligible for an adjustment at the beginning of the following academic year.
Related Policies

• On-Call Pay
  
• Workweek and Breaks
  
• Time Reporting

Pay Adjustment Rules for Exempt Employees
Employees who qualify as “exempt” under state and federal law will be paid on a salary (or fee, in some cases) basis. Special deductions from their salary or fee will be made only for:

• Absences of one or more full days for personal reasons (other than sickness or disability).
• Absences of one or more full days due to the employee’s sickness or disability (including work-related accidents) when the employee receives paid time off under another policy.
• Weeks in which the employee takes leave under the Family and Medical Leave Act. (In weeks in which employee takes a partial week of FMLA, employer will pay a prorated salary.)
• To offset any amounts received by the employee as jury fees, witness fees or military pay.
• Unpaid suspensions imposed in good faith for infractions of safety rules of major significance or other workplace conduct rules.
• A prorated salary during the initial or final week of employment.

If an employee disputes a deduction taken from the employee’s salary, the employee must report the dispute to the Human Resources Office. The College will investigate the dispute and, if found to be an improper deduction, will promptly reimburse the employee for the amounts withheld.

Related Policies

• Overtime Policy

Pay Dates and Your Pay
You are paid on the Friday following completion of a bi-weekly pay period. This means you get paid every two weeks for time worked in the previous pay period. A list of pay periods and pay dates is available on the payroll website.

Your pay is directly deposited to a checking or savings account in the bank of your choice on payday. The advice of deposit (earnings statement) will be available to view and/or print in Workday.

• Viewing and Printing Payslips
• Direct Deposit and Payment Elections

Your advice of deposit (earnings statement) will show the following information:

• Your bi-weekly salary, or regular and overtime hours worked at your hourly rate for the pay period
• Vacation, holiday and PTO hours taken by you in the pay period
• Vacation and PTO balances
• Year-to-date earnings and withholdings

Normal deductions from your pay include: Federal & State Withholding Taxes, Social Security, Medicare (to the annual maximums governed by federal law), and contributions through payroll deduction such as the St. Norbert Fund and the United Way.

• Voluntary Payroll Deductions

Reductions to your pay include pre-tax expenses such as health insurance premiums, your Retirement Program contributions to TIAA-CREF, and your voluntary tax-sheltered annuity contributions. The College also offers flexible spending accounts (FSA) at the beginning of each plan year. FSA's enable you to set-aside pre-tax portions of your wages to be used for a variety of medical and dependent care expenses during the plan year. Funds set-aside in the FSA’s can only be used during the plan year for the purposes you authorize. You will lose funds not expended during the planyear. (See Flexible Spending Account Summary Plan Description.)

When you work at St. Norbert College, you will fill out income tax withholding certificates (federal Form W-4 and/or state Form WT-4) that show your filing status and how many exemptions you wish to claim. These certificates determine how much federal and state income tax we are required to withhold from your pay. If there is a change in the number of your dependents or marital status, be sure to contact the Payroll department and fill out revised W-4 and/or WT-4 forms so the correct amounts are withheld. If you claim to be exempt from federal withholding, you must complete an Exempt W-4 form each year.

• Tax Withholding Elections
• Add Dependent
• Change Personal Information

Questions regarding your pay, automatic deposit, or deductions/reductions should be directed to Payroll or Human Resources.

Related Policies

• Managing Personal Data