Download Staff Additional Compensation Policy

Additional Compensation Policy
A. Policy
Additional compensation may be requested by a supervisor for an employee who carries out a special
project, serves in an acting appointment, or who otherwise appropriately earns a bonus.
Additional compensation is not appropriate if the work in question is to become an on-going part of an
employee’s position. If so, the employee’s position should be subjected to a formal job evaluation,
with the assistance of HR.
Supervisors who wish to recommend additional compensation must consult with his/her divisional
budget officer and Human Resources before submitting a formal request.. A justification memo will be
required along with a form for all additional compensation requests, outlining the business rationale
for the request. Supervisors should be mindful that additional compensation, if approved, requires
Gonzaga University to pay corresponding benefits, including but not limited to, retirement plan
contributions and Social Security taxes.
B. Criteria
1. Special Project - a project that creates substantial additional work for an employee. A special
project must have a defined timeframe and outside the normal scope of a position.
2. Acting Appointment- an appointment in which an employee accepts additional job responsibilities
due to the absence of another employee or supervisor. Acting appointments normally occur when an
employee is asked to assume the role of an employee in a higher job classification. Acting
appointments must have a defined timeframe.
3. Bonus – a non-base building one-time bonus may be allocated to an employee who demonstrates
exceptional performance or goal achievement, or to recognize longevity and service. A bonus may
not exceed 10% of the individual’s annual salary.
4. Honoraria – considered a gesture of goodwill and appreciation to employees for a service for which
payment is not required. The amount is not negotiated and does not involve a contract or invoice. It is
not for ongoing services.
5. Base Building – base building adjustments may be used for recognition of exceptional
performance, retention efforts, strengthen alignment within an established pay range, etc. These
adjustments are considered base salary.
C. Process
1. Originator completes the Additional Compensation Request Form , justification memo and
submits to Human Resources (HR) for review.
2. If the HR supports the request, it is sent to the Office of Budget and Financial Analysis for
funding confirmation. The request is then forwarded to Area Vice President for review.
3. Once the Area Vice President reviews, it is sent to Chief of Staff (President’s designee) for
final approval.
4. If approved, HR will complete an electronic personnel action form for the appropriate payroll
effective date.