Compensation

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) and Medicare (MQFE) taxes and employee-authorized contributions to the university’s benefit plans, charitable giving, and parking will automatically be deducted and reflected on the bi-weekly pay statement.

Bi-weekly payroll schedules are available on the Payroll Department web site at www.stthomas.edu/payroll.  Non-exempt hourly employees are paid on a two week delayed cycle in accordance with the bi-weekly payroll schedule for hourly employees.  Exempt employees are paid to-date in accordance with the bi-weekly payroll schedule for salaried employees.

Direct deposit for payroll checks is available to all employees. Payroll checks may be deposited to almost any financial institution.  Statements for direct deposits are no longer printed, they are available each payday via Murphy Online.  If you want your bi-weekly statement printed, please send a written request to payroll@stthomas.edu

Paychecks are printed each pay period and historic pay information is also available in Murphy Online.

Time Reporting

Hourly non-exempt employees report their hours bi-weekly in the WorkForce time keeping system - supervisors should instruct their employees which time entry method they should use to record their time in WorkForce:

Swipe their badges at a time clock using the Stromberg system.

  1. Time entry methods are as follows:
    1. Swipe their badges using a bio-metric finger scan at a time clock.
    2. Use the Web Clock to log in and out.
    3. Use Web Time Entry to record their in and out times
    4. Use Web Elapsed Time entry if they are staff employees not using a time clock.
  2. Instructions for all four time entry methods are available on the Payroll web site www.stthomas.edu/payroll.
  3. If a pay period is split between two positions, you are required to enter your time in the appropriate position and time period.
  4. Time for past pay periods should be entered on an amended time sheet by either the employee or their supervisor; do not add the time to the current pay period.
  5. Amended time sheets will be paid on the next available payday after they are approved.
  6. Time sheets should be a true and accurate reflection of your actual time worked.   Accurate time sheets submitted in accordance with the bi-weekly payroll schedule will result in accurate and timely paychecks.
  7. Overtime will be paid in accordance with FLSA guidelines for hours worked in excess of forty in a calendar week.  This includes any and all hours worked in multiple jobs.
  8. The "University's Personal Behavior Policy" prohibits the falsification of time sheets.   Falsification of time may result in disciplinary action in accordance with the "University's Discipline and Corrective Action Policy".

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.