Our salary administration process, through which we determine and manage pay, begins with a position description. This document identifies and clearly states the key duties, responsibilities and qualifications necessary to perform the job. You can find more information in our position description questionnaire.
After the hiring manager writes a position description and it is approved according to RISD’s official 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.