Process for Competitive and Retention Offers
A Competitive Offer is made to a current employee who has received a formal written job offer from an external entity for an equivalent-level or similar position. The employee is provided a salary equivalent to or lower than the offer made. Classified employees are not eligible for a competitive offer from another Commonwealth agency.
A Retention Offer is made as a preemptive measure to retain an employee before they accept a formal offer from an external entity. The increase is up to a maximum of 10 percent.
|
|
Performance |
||
Position Type |
Meets Expectations |
Above Expectations |
Exceeds Expectations |
|
Business Critical |
Not eligible |
Maybe |
Yes |
|
Business Optimal |
Not eligible |
No/Maybe |
Yes |
|
Business Normal |
Not eligible |
Not eligible |
Maybe |
Business Critical: Responsibilities or services provided are essential for the continued operation of the department, division or University. A vacancy in this position would have a substantial impact on operations.
Business Optimal: Responsibilities or services provided allow for continued operations, but can be performed in the short term by another person or entity. It is the ideal state to provide all services efficiently, effectively, and optimally. A vacancy in the short term is manageable.
Business Normal: Responsibilities of the position allow the continued operations necessary, with the normal ebb and flow of work and vacancies. A vacancy would have a smaller impact and existing resources could cover the work.
Considerations
- Succession plan: Where does this position fit in your succession plan?
- Timing: Are there ongoing or upcoming projects that would be critically disrupted by the employee’s departure?
- Staffing Challenges: No alternative staffing options to address interim operational needs (e.g., coworkers, promotion, transfer, interim, vendor, outsourcing, independent contractor, retiree, etc.).
- Financial Equation: Cost/benefit analysis and return on investment (ROI) consideration of resources.
- External Forces: Factors such audits, accreditation, legal matters that bind us or affect decision-making.
- Level/Promotion: Is the employee going to higher level position?
- Academic/Managerial vs. Support Functions: Counteroffers are generally made for line functions, mission-critical, or mission-optimal positions only.
- Other: Compelling intangible factors (e. g. precedent, personnel issue, equity, diversity, morale, etc.).
Process
The department submits a memo to their Classification & Compensation Analyst via AskHR@wm.edu outlining the salary requested and answers to the relevant above considerations. Requests for competitive offers must have a written offer letter from an external entity attached.
The Classification & Compensation Analyst reviews the requests and either approves, denies, or modifies the request and will respond with a written agreement, outlining instructions for next steps for processing.
Departments may appeal the decision by submitting a second request to the CHRO.
