Chapter 5 Wage and Salary Administration

It is the policy of the University to provide staff members with optimum compensation; that is, wages and employee benefits commensurate with their job responsibilities, job classification, and consistent with the judicious expenditure of funds entrusted to the University.

5.1 Job evaluation and classification

The job evaluation and classification system is designed to provide employees with a uniform classification and compensation plan which promotes the concept of  “equal pay for equal work”.

Job evaluation is determined through the following factors:

1. Education and work experience related to the position
2. Complexity of the job
3. Problem solving skills and initiative
4. Contribution of the job to the overall performance of the University
5. Team supervision
6. Internal /external and diverging/converging communication
7. Degree of decision-making and responsibility
8. Working conditions

Since each factor may vary from one position to another, each factor is divided into levels which are then assigned points. The levels define the extent that the factor is found in the job. Detail about each job is collected through job analysis, job descriptions and interviews with supervisors and employees. Each job is then evaluated and rated based on the factors cited above and the points for each factor are summed to form a total point score for the job. Jobs are then grouped by total point score so that similarly ranked jobs are grouped in the same class. Each class receives the same wage rate.

The job evaluation is carried out by the job evaluation committee that includes vice presidents, HRM, the head of department, and another administrative officer external to the department where the job being evaluated exists.

Benchmark jobs are then selected from the jobs that have been evaluated. Benchmark jobs are those jobs that are commonly found in most organizations and that are included in salary surveys. The benchmark jobs connect the internal pay structure with the external labor market. The labor market salary survey and the total score for each will help establish the appropriate pay ranges for each class. Pay range indicates the minimum and maximum pay for each class.

5.2 Salary administration

5.2.1 Calculations

All salary calculations are performed in the Payroll Office according to the indications of the Moroccan Labor Code in vigor.

5.2.2 Allowances

Allowances are amounts added to the calculation of the gross salary and correspond to the value of advantages conveyed to employees. Allowances differ according to the category of the employee, and may be of the following types:

1. Housing Allowance: the employee is compensated for the burden of housing charges regardless of the housing options offered.
2. Seniority Allowance: it is instituted by law and is fixed as follows:
   1. 1. 5% after 2 years of work
      2. 10% after 5 years of work
      3. 15% after 12 years of work
      4. 20% after 20 years of work
      5. 25% after 25 years of work

1. Responsibility Allowance: provided to heads of departments or services to cover management responsibility
2. Representation Allowance: provided for senior officers to cover expenses incurred when representing the University.
3. Travel allowance: provided for personnel recruited overseas to cover the expenses of flight tickets and excess luggage.
4. Cash Allowance: specific to employees handling cash, it is used to compensate for the probable loss of money from the cash desk.

5.2.3 Deductions

The salary is subject to one or more of the following deductions:

1. Income tax: determined by law;
2. Social security contribution;
3. Insurance (basic and complementary) contribution;
4. Housing charges (if applicable);
5. Utilities’ payment (if applicable);
6. Tuition charges for dependents (if applicable); and/or
7. Other charges as applicable.

5.2.4 Raises, Bonuses and Freezes

Merit Increases are pay increases granted to a staff member for demonstrated above-average job performance. The following factors are among those which shall determine whether a staff member is granted a merit increase:

1. The staff member’s significant, documented performance contributions and/or      achievements including satisfactory completion of a probationary period;
2. Job evaluation and classification and /or

Bonus: When funds are available, an annual bonus system is established to recognize and reward good performance among employees.  It is granted at the end of the fiscal year following the annual performance review. The minimum applicability conditions are:

1. The staff member’s significant, documented performance contributions and/or      achievements; and/or
2. The unit’s significant achievement of its objectives.

Salary freezes: are inflicted to employees for demonstrated below-expectations job performance.  The following circumstances may induce a salary freeze:

1. The staff member has accumulated a lengthy record of poor reports on performance;
2. The staff member’s goals were not achieved in a satisfactory manner for two or more continuous performance evaluation periods;
3. Demotion is incurred by the staff member as a result of low performance levels; and/or
4. Actual salary exceeds salary range for the position.

5.2.5 Time and Form of Payment

Salary pay is scheduled for the last day of the month.  Any agreement for advanced payment is exceptional and must be documented and approved by the VPFA.  Contacts have to be made with the Payroll Office for further details. 
The University proceeds to wiring of salaries to the bank selected by the employee. Contacts have to be made with HRM for modification of the direct deposit account details.