Human Resources

Staff Salary Action Approval Chart

ACTION*
APPROVALS  REQUIRED*

Salary Offers to New Employees – Current budgeted position, salary within budget

HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area

Salary Offers to New Employees - Exceptions

HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area plus VP Finance & Operations

Promotional or Career Development Increases if within budget for position

HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area

Promotional or Career Development Increases Exceptions

HR, Supervisor(s) (must include direct report to Sr. Leadership) and VP over area plus VP Finance & Operations

Salary Decreases due to Job Change to Lower Group

  • Employee Decision
  • Belmont Decision
  • HR and 2 Levels of Management
  • HR and 2 Levels of Management including VP Finance & Operations

Annual Merit Increase

Based on HR guidelines, Supervisor recommends to Sr. Leader for area

Annual Merit Increase Exceptions

Supervisor recommends to Sr. Leader for area, plus HR and VP Finance & Operations

Special Mid Year Salary Adjustments or Change of Broadband Compensation Group

HR, VP over area and VP Finance & Operations

 *If next level of management is VP, then only exceptions require additional approval level.  Exceptions include salary actions not included in budget, salary actions that are above the matrix guidelines, and any salary action which places an employee in the third tritile or above the maximum of the salary for the group.  Suggested pay changes must be within current budgetary guidelines of Belmont University and are subject to change at any time.  In the event of a disagreement over a request for a pay change, appeals with appropriate documentation should be made to the Office of Human Resources. 

On a monthly basis, HR and Vice President of Finance and Operations will discuss any salary requests that are outside of the guidelines.  The VP Finance & Operations or President has final decision-making authority concerning any compensation-related dispute. The President, or the VP Finance & Operations must give final approval for any special mid-year salary adjustment or new position, whether newly created or an upgrade in salary and job responsibilities in a current position that results in an upgrade in the compensation group. 

For more information about the staff compensation system, please speak to your supervisor or contact the Office of Human Resources.