University of St. Thomas

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Compensation Practices

Compensation Program

The compensation program at the University of St. Thomas is designed to assure uniform and fair salary practices throughout the university, and enables the university to attract, reward, motivate and retain highly-competent employees. The program includes a market-based system structured to be flexible enough to meet the varied needs of each department and the university as a whole. All administrative salaried and non-contract hourly paid positions, except student employment positions, are covered under this program.

For more information , refer to policy 2.1.6 - Total Compensation. 

Payroll

On each payday employees will receive a statement showing gross pay, deductions, and net pay. State, federal, and Social Security (FICA) taxes and employee-authorized contributions to the university’s benefit plans will be deducted automatically.

Authorized overtime compensation will be paid to non-exempt employees who work in excess of 40 hours during the workweek at one and one-half times their regular hourly rate. Should an employee be absent during the workweek for illness, vacation or a holiday, overtime compensation will be paid at the regular hourly rate until the number of hours worked for the week exceed 40.

Direct deposit for payroll checks is available to all employees. Payroll checks may be deposited to almost any financial institution (bank, credit union, etc.).

Time Reporting

• Hourly paid employees who do not use automated time clocks must complete a time slip to record the number of hours worked within each pay period.
• Time slips must be completed accurately and signed by the employee, attesting to their correctness. The time slips need to be returned to the Payroll Department no later than the "return by" date shown on the time slip 
• Supervisors must sign the time slip, which authorizes the number of hours the employee is to be paid.
• In departments using the automated time clock, the employee’s signature on the badge agreement form eliminates the need for the employee to sign the time card each pay period.
• Where automated time clocks are used, the supervisor must approve the summary list of hours to be paid for employees in their department.
• A payroll schedule, which includes the time periods for payment, the dates time slips are due in the payroll office, and the dates of pay days, is available through the payroll office and on the payroll and human resource websites.
• Paychecks (or pay stubs for direct deposit) are delivered to the employee’s mail number, unless other arrangements have been made.

Performance Management - Performance Assessment and Management 

The Performance Assessment and Management system is designed to foster communication between supervisors and employees, and provide an opportunity to establish mutual goals for the employee. The system provides an opportunity for each staff member and his/her supervisor to understand the employee’s job and the department objectives, and to discuss how the staff member’s goals and performance can contribute to the achievement of university and departmental goals.

The performance evaluation period is based on the university’s fiscal year, July 1 through June 30. Individual employee goals and objectives should be established by July 1. Meetings should be held during the year to evaluate and discuss the progress made on each goal. A final meeting and assessment of employee performance should occur between the individual staff member and the supervisor. This final review should be documented on the appropriate form and signed by both the employee and the supervisor. The completed document is due in Human Resources by July 1. Completion dates may vary depending on each division’s review process. The completed document will become part of the employee’s personnel file.

For more information, refer to policy 2.1.7 - Performance Assessment and Management.