SUNY Managerial/Confidential Salary Guidelines

last updated: Tuesday, June 29, 2004

Introduction

This plan and these guidelines apply to all managerial/confidential employees in the professional service of the State University of New York other than Presidents, the Chancellor and senior System Administration staff officers covered in the Salary Plan confirmed by the Board of Trustees on October 28, 1987 (Resoultuion 87-227) and last amended on August 2, 1989 (89-150).

M/C Salary Ranges:
Schedule established periodically by the Board of Trustees, upon recommendation of the Chancellor. Without a specific exception being granted, all employees must be paid a salary within the range of the salary level to which they are assigned and no employee shall receive a salary in excess of ninety-five percent (95%) of the salary of the person to whom the employee reports.

Creation of New Titles, Additional M/C Positions and Reclassification of Existing M/C Positions:
Under provisions of Section 35 of the State Civil Service Law and in accordance with provisions of the Taylor Law, the Chancellor, or designee, is responsible for the the classification of SUNY professional service managerial/confidential positions. With the exception of Dean and Program Director level titles, each person with the same title is allocated to the same salary range on a campus. Classification of new titles and reclassification of existing titles is a System Administration responsibility. A campus must submit the proposed title, salary range, duties description and classification standard to SUNY System Administration's Office of University-Wide Human Resources for review and approval. SUNY professional service management/confidential designations must meet the following requirements:

[persons/titles designated by PERB as managerial or confidential are excluded from coverage of the Taylor Law. Such persons are not eligible to be represented by an employee organization for the purpose of collective negotiations. They cannot belong to or hold office in an employee organization that represents or seeks to represent public employees employed by the public employer. Criteria for designation as managerial are that position/appointee:

• formulates policy;
  
• may reasonably be required on behalf of the employer to assist directly in preparation for and conduct of collective negotiations; and
  
• has a major role in administration of agreements or in personnel administration not routine or clerical and requiring exercise of independent judgment.]

Appointment of Campus Staff:
Except for presidential positions, authority to make an appointment rests with the campus President.

Merit Salary Increases
Campus discretion within the appropriate, existing salary range subject to the availability of campus funds, involving performance-justifed salary adjustments at the conclusion of the evaluation period. Formal performance programs, developed with the approval of the immediate supervisor, serve as the basis for evaluation of performance.

Salary Increase for Change in Assignment:
At campus discretion within available funds. Promotion to a higher title must provide at least the minimum salary for the new range.

College Year Salary Calculation:
To obtain a college year salary, divide 12-month salary in current SUNY professional service managerial/confidential salary schedule by 1.2 and then round to the next higher dollar.

Campus Salary Structure

Vice President
A President may designate one Vice President as Senior Vice President. Campuses are restricted to no more than five Vice Presidents, except that SUNY at Stony Brook and SUNY at Buffalo have an additional position for their medical school administration.

Academic Dean
A campus may have as many positions in this title as requried to support its approved academic divisions.

Program Director
Reporting to a Vice President in most cases, or the President where appropriate, positions in this category head a major administrative subdivision or activity. Examples of functional areas which fall under this category are Affirmative Action, Budget, Computing, Employee Relations and Personnel, Libraries, Facilities, Public Safety. Campuses may have no more than one Program Director for each activity.

Unit Manager
Is responsible for direction of a managerial activity, normally involving the supervision of at least two professional management staff.

Professional Staff
This is the expected salary range for professional employees who are part of the campus managerial work force.

Entry Professional
This category is designed to accommodate recruitment of new employees who have limited experience. People appointed in this category are expected to meet the minimum educational requirement of a Baccalaureate Degree.

System Administration
The Chancellor shall determine the appropriate placement of System Administration titles.

M/C Salaries outside the established range require approval of the Chancellor except that campuses located in New York City, Nassau, Westchester, and Suffolk counties may exceed the maximum of the salary ranges by ten percent (10%) without such approval. Over-the maximum salaries must be reported to the Office of University-Wide Human Resources and entered into the Position Management System of the Human Resources Management System (HRMS) so that the over-the-maximum "at not to exceed" (ANTE) will appear on the Schedule of Positions (SOP). Thereafter, for as long as the ANTE for a position/incumbent continues to exceed the maximum, campuses must remember to maintain the ANTE anytime across-the-board or discretionary raises result in the system-wide adjustment of the ANTE for all positions.

The current SUNY professional service managerial/confidential salary schedule may be obtained from the campus's Human Resources Office.

created by rmeade@brockport.edu
last updated: Tuesday, June 29, 2004