补偿术语表
在讨论薪酬术语时，通常使用以下术语:
回填
Where an employee is assigned to a new job and his/her position is filled by another employee
基本工资
工资按小时、周、月或年支付给个人完成工作的工资. 这不包括移位微分, 加班, 激励, 好处, 或除基本工资以外的任何其他工资要素.
基准工作
A job commonly found in the marketplace which is used as a reference point for making pay comparisons. 这些工作的薪酬数据在公布的薪酬调查中很容易找到.
职业生涯轨迹
描述正在执行的工作性质的一种进度. newbb电子平台定义了三个职业轨迹:
- 技术及行政支援
- 个人贡献者
- 管理
压缩空气的比率
当前工资与分配给该职位的工资范围中点之间的比率. A compa ratio is used to determine the relationship of an employee's pay to the midpoint or some other control point of the salary range. 它还用于评估员工的工资在指定的工资范围内的变动情况.
赔偿程序
该项目为管理大学的薪酬工作提供了一个框架. 该计划包括一个补偿哲学, 基准测试方法, 职业生涯轨迹, 工作家庭指导, 薪酬结构及薪酬管理指引.
补偿策略
A set of principles that guide the design and administration of a compensation system toward supporting the organization's strategy, 文化与组织目标的实现.
能力
基本知识单位, 技能 and abilities employees must acquire or demonstrate in order to successfully perform work.
压缩
工资差别太小，不能被认为是公平的. 在某些组织中，该术语可适用于以下方面的差异:
- 主管和下属的薪酬;
- 同一岗位的老员工与新员工的薪酬;
- 连续年级的中点.
还盘
由于获得外部工作机会而增加的工资. 还盘s are a retention strategy intended to be used in exceptional and limited circumstances.
降级
The movement of an employee into a job that is assigned to a lower pay grade than the employee’s current job.
平等就业机会 委员会(平等就业机会委员会)
A commission of the federal government charged with enforcing the provisions of the Civil Rights Act of 1964, 《就业年龄歧视法, 1963年的同工同酬法案, 以及其他公平就业实践立法.
1963年的同工同酬法案
An amendment to the Fair Labor Standards Act of 1938 prohibiting gender-related pay differentials on jobs that are substantially equal in skill, 努力, 责任, 以及工作条件，除非是由于资历不同造成的差异, 以绩效或生产为基础的薪酬制度, 或者其他与工作相关的因素，而不是性别.
免除
不受《公平劳动标准法》加班规定限制的雇员. Generally this group includes executives, administrative/professional employees, and outside sales.
外部股权
衡量一个组织的尺度?与劳动力市场竞争对手相比，美国的工资水平或工资范围. External equity implies that the employer pays wages that are competitive with prevailing external market pay rates, 由市场定价决定.
公平劳动标准法
最低工资:规定最低工资的联邦法律, 加班工资, 同类型工作的男女同工同酬, 童工和记录保存要求. 这项法律包含了豁免和非豁免工作的类别. 免除 employees are those whose jobs are not subject to minimum wage or 加班工资ment provisions of the FLSA. Non-exempt employees are those whose jobs are subject to the 加班工资 provision of the FLSA.
地理差异
Establishing different pay levels for the same job based on differences in cost of living or cost of labor for a specific geographic region.
混合动力工作
A job that encompasses multi-functional 责任 for a combination of different areas that are all important and necessary for the role (e.g.例如，在职者身兼数职)，通常代表两个或多个独立的工作(例如.g.(财务分析师及培训师).
激励薪酬
A reward that compensates an employee for high performance or for achievement above and beyond the defined normal job requirements.
内部股票
A standard that fairly establishes a pay level that corresponds to each job's relative value to the organization.
工作
任务的总集合, duties and responsibilities assigned to one or more individuals whose work has the same nature and level of work.
工作分类
The assignment of a job to a hierarchical structure and salary grade based on job evaluation of job content and the going rate for comparable jobs in the external labor market.
工作描述
对一份工作最重要特征的总结, including the general nature of the work performed (essential duties and responsibilities) and level (e.g.(技能、努力、责任和工作条件). It typically includes job specifications that detail employee characteristics required for competent performance of the job. 职位描述描述并着重于职位本身, 不是针对任何可能胜任这份工作的人.
入职日期
反映员工在当前职位上的任期
工作评估
A formal process to determine the relative value to be placed on various jobs within the organization. 工作评估的最终结果包括将工作分配到等级体系中.
工作家庭
一组工作，包括类似的工作类型，需要类似的培训, 技能, 知识和专业技能. 工作家庭的概念有助于组织相关的工作以获得报酬, 职业发展和绩效管理.
工作家庭例子:
- 人力资源
- 信息技术
- 图书馆服务
作业族网格
Descriptions of the levels of work being performed within a 工作家庭 and across the relevant 职业生涯轨迹s
职称
A specific title that describes the job’s roles and responsibilities at the University and is consistent with general market practices.
横向调动
The movement of an employee to a job that is assigned to the same band as the employee’s current job.
水平指南
Descriptions of level requirements and responsibilities within the 3 职业生涯轨迹s; 职业生涯轨迹 水平指南s describe the general leveling of jobs within each track throughout the University.
市场分析
An annual process conducted each fall by University HR's 工作人员 补偿 team to analyze job trends and salary levels/rates paid in the market. Market data reflect the geographic regions and the types of industries from which we recruit. 这些组织可能包括营利性和非营利性组织, 地方和国家组织, 高等教育机构和一般工业公司. Results of the market analysis process are used to make an annual recommendation for newbb电子平台's 工作人员 赔偿程序.
市场利率
Rate of pay for each job based on the aggregate, representative market data from salary surveys.
市场定价
相对于补偿, the technique of establishing pay structures almost exclusively through matching pay for a very large percentage of jobs with the rates paid in the relevant external market.
中点
代表给定工资等级中位数的工资?S薪酬范围.
Non-benchmark工作
在市场上找不到的工作，在薪资调查中也找不到, general because these jobs have been tailored to meet specific needs of the University or a department.
非免税
受最低工资和加班费规定约束的雇员.
薪酬等级
根据工作角色、影响分配工作的工资范围 & 复杂性和需求，以及基准工作的市场价值. 薪酬范围的设计是为了适应各种各样的技能和经验水平, 从新手到专家, 在工作中.
促销活动
The movement of an employee to a job that is in a higher pay grade than the employee’s current job.
Red-Circled
当员工的工资率超过工资范围的最大值时, 那么该员工的情况应被视为“红圈”
Reslotting
仅仅根据劳动力市场的变化就把一份工作提升到更高的工资等级. 这项活动不涉及工作职责的改变.
薪资范围
The range of pay rates, from minimum to maximum, established for a salary grade or classification. 通常用于设置个别员工的工资率, the range reflects the acceptable lower and upper bounds of pay for jobs within particular salary grades.
工资结构
The array and hierarchy of salary grades and the associated pay ranges established for different jobs within an organization.
工资调查
这次会议, summarizing and analysis of relevant market data on wages and salaries paid by other employers for selected key classes of jobs or benchmark jobs. 工资调查是用来建立或确定工资结构的价格, 分析薪酬相关问题, 和/或调整薪酬水平，以应对竞争性薪酬变化.
Sub-Family
一个工作族的子集，通常在性质上更专业化.
Sub-Family例子:
- 薪酬、福利(人力资源分科)
- 系统分析服务台(资讯科技分科)
- 参考 & 指导、图书馆支援(图书馆服务分科)
总薪酬
完整的员工薪酬方案, 包括各种形式的工资, 奖金, 福利及服务.