The University of Maine System Salaried Employees Classification and Compensation
Program (SECCP) includes all non-faculty salaried positions except Management Group
positions and was designed to ensure fair and equitable salaries as a means of attracting
and retaining well qualified staff.
The program ties salaries to the external labor market and establishes a hierarchy of
positions within the system based on the following principles:
Positions responsible for performing similar kinds of work are grouped into the
same job family.
Within a job family, different positions require significantly different duties,
responsibilities, and qualifications.
Positions are assigned to appropriate salary bands based on the duties and
responsibilities of each position, not on the capabilities or performance of the
employees in the positions.
Information about the types of skills, responsibilities, and competencies needed and
percentage of time spent doing certain tasks is collected for each salaried position using a
Position Description Questionnaire (PDQ) completed by the employee (or supervisor
in the case of new or vacant positions).
The position is then analyzed using a rating tool called a Point Factor Instrument (PFI)
and assigned to a Job Family. Using the PFI, positions are rated on six key compensable
factors: knowledge (education and experience), scope (of total responsibilities), impact
(of decisions), contacts (internal and external), work environment (e.g., exposure to
hazardous conditions), authority (supervision of others and fiscal). Positions that have
similar levels of responsibility and that are rated at similar factor levels using the PFI will
have similar point totals and positions with increased responsibility will have increased
factor levels and increased points. Within job families, higher total points are associated
with higher salary bands.
The Job Family groups positions that involve similar types of work into a family, such as
Information Technology, Facilities, or Student Life Services based on the duties
performed at least 50% of the time. The job family determines the relevant labor market
for a position.
Together the job family assignment (labor market) and numerical scoring on the PFI
(internal equity) determine the salary band for a position.
PLACING SALARY WITHIN THE ASSIGNED RANGE
Decisions about an employee’s salary within the assigned salary band are based on an
assessment of the following factors, subject to the available resources of the university:
An employee’s combination of training and experience relative to the job
Market impact (if applicable), and
Impact on internal equity of employees in similar positions.
Normally a new employee or a current employee who moves to a different position is
hired at a salary within the 1st quartile of the position’s assigned salary band. For more
information on new employee salaries please see SECCP Salary Hiring Considerations.
SALARY ADJUSTMENTS FOR CURRENT EMPLOYEES
Salary adjustments may occur as a result of a Request for Salaried Classification Review,
Position Review, Movement through the Bands, or in the case of non-represented
employees, an individual increase.
For additional information please refer to the UMS Compensation Website.