Date Issued: 03/93
Date Revised: 1/09
Hiring decisions are made, salaries set and starting dates are established by the hiring departments after prior consultation with the Employment Division. Starting salaries will usually be set somewhere between the minimum and the mid-point of the established salary range. Where the actual salary is placed in the range depends on the new hire's qualifications--the more qualified, the higher in the range the individual's salary may be placed. Setting the salary above the mid-point of the range requires pre-approval from the Employment and Compensation Divisions of Human Resources. Salaries should be established at a level to attract and retain highly qualified candidates.
Positions are classified based on duties inherent in the position, not based on pay requirements. If the position is determined to be classified correctly and an exception is warranted, departments should complete an Exception to the Midpoint form and forward it through the system for administrative approval. Additional guidelines on establishing salaries are included in Compensation Policy 203.
POLICY 112.A University
The candidate is officially hired when he or she receives notice (Confirmation of Appointment/Transfer Letter) from the Employment Division. Hiring Departments must send a completed I-9 form to HR Records and submit an ACT document in order to place a new hire on the payroll. If the position is a regular full-time or part-time University position, the Employment Division sends the Position Request Form along with a copy of the new hire's application and the Confirmation of Appointment or Transfer Letter to HR Records.
For appointments other than regular part-time or full-time, the Hiring Department must submit an ACT document, application and completed I-9 to HR Records.
POLICY 112.B University Hospital
Hospital Human Resources makes the official offer to applicants selected for employment at UAB Hospital. Starting rates are based on total relevant experience (UAB & outside experience) and take into consideration grade minimum, internal equity, pay lines, salary guides and incumbent salary data for a specific classification.
Hiring Departments must submit an ACT document in order to place a new hire on the payroll. [The Resource Management Systems (RMS) Office provides this function for Nursing and some other departments.] The Hiring Department/RMS forwards the application, confirmation form, hire letter, experience credit form, Hospital Personnel Requisition form, and primary source verification to HR Records. Hospital Human Resources sends the results of the background investigation and I-9 Form directly to HR Records.