Salary Equity Review at Old Dominion University

I.                    Purpose

The University's salary equity review process is designed to resolve, as fairly and completely as human judgment allows, the problems associated with salary differentials that affect members of protected classes of employees.  The University's policies prohibit discrimination, whether of not intentional on the basis of race, ethnic origin, sex and sexual orientation.  The exercise of this policy seeks to eliminate statistically significant salary differentials that have arisen because of these factors.  This policy does not deal with salary differentials that have arisen because of other factors such as salary compression.

II.                 General Procedures

The President approves these guidelines.  Funding to support any salary increments made as a part of this salary equity review process will be a part of the salary funds allocated to each unit.  The Director of Equal Opportunity and Affirmative Action (the "Director"), who reports to the President, is responsible for the implementation of the guidelines and the ongoing operation of the salary equity review process. 

Ordinarily, the Director should receive any requests for salary equity review by March 1st of each year.  These requests will be acted upon in a timely fashion so that any salary adjustments that result will take effect on July 1st. 

III.               Specific Procedures

A.                The Office of Equal Opportunity and Affirmative Action assembles required salary information to be used in the review process

B.                 Salary equity review requests may come from any source, including a specific faculty, staff or administrative employee, from an administrative superior of the employee, from a constituent group such as the Women's Caucus, the Coalition of Black Faculty and Administrators, the Asian/Asian-American Advisory Council, or from the Director.  All requests must be forwarded to the Director.  All supporting data and materials must accompany these requests.

C.                The Director will analyze these requests and forward them to the appropriate Vice President, along with the Director's comments.

D.                The Vice President, on the basis of supported information, will determine any salary equity adjustments.

E.                 The Vice President submits his/her final list of salary recommendations, with all other salary increase recommendations, to the President, who will consult with the Director.

F.                 The President approves the Vice President's recommendations, in whole or in part, and my choose to ask for additional information and analysis

G.                The Budget Office prepares a memorandum for the President's signatures that reflect his/her final salary equity review decision