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Salary Administration Process

The downtown Providence riverwalk, which runs alongside the hear of RISD campus

Salary administration is the process by which we determine and manage pay.  Our salary administration process begins with a position description, which is a document used to identify and clearly articulate the key duties, responsibilities, and qualifications necessary to perform the job. (See position description form.)

Once a position description has been written by the hiring manager and approved in accordance with the position approval process, Human Resources will:

  • determine if the position is “exempt” or “non-exempt” in accordance with the Fair Labor Standards Act (FLSA).
  • conduct research of “like” positions in the external market peer group. A “like” position is a position with similar functions, responsibilities and duties, and requires similar knowledge, skills and experience.
  • compare the role to others at RISD, based on job scope and major responsibilities; job complexity and impact; job accountability, knowledge, skills and competencies required; and education and experience needed to ensure internal equity.
  • assign a salary grade to the position.

Please note: Managers should initiate job evaluations when an employee’s job functions have changed by 20% or more. The job evaluation focuses on the position, not the incumbent, when determining salary grade.

FLSA Respective Tests

FLSA duties tests help determine whether a job is exempt or non-exempt as it relates to minimum wage and overtime obligations. Find below more information about each respective duties test.