Compensation Policies

Wage and Salary Plan

Objectives of the Wage and Salary Plan

CSP’s human resources are an important and vital part of the institution. In an effort to attract, retain and reward our employees, CSP is committed to a total compensation program of which salaries and wages are an important part. The wage and salary plan covers the salary component of the employee’s total compensation. Total compensation also encompasses benefits, which are covered under “Employee Benefits.” The wage and salary plan at CSP, incorporating the institution’s goals, has the following objectives:
  • To provide a wage and salary program that is as internally equitable as possible for employees
  • To provide employees with a cash salary that is as externally competitive as possible, so as to attract and retain qualified employees
  • To insure that the employee wage and salary program of CSP will have a high priority in planning and building of CSP’s budget
  • To provide a total compensation program that, as appropriate, will assist supervisors and administrators in encouraging employees to maximize their job performance
  • To accommodate annually and as equitably as possible, wage adjustments for increased job responsibility
  • To provide a total compensation program that is in compliance with applicable legal requirements

Job Analysis

Job evaluation is a systematic method of using the collected information for determining the relative value of a particular job in relation to other jobs at CSP. Job evaluation results in the assignment of jobs to defined pay grades based on the information provided in the job evaluation questionnaire. All non-exempt and exempt jobs are measured against the Department of Labor duties test to ensure they are appropriately classified.

Job Classification/Pay Grade Assignment

Job classification is the process of assigning jobs to pay grades through the use of job evaluation. The objective is to classify the position, not the individual. The goal of the job classification process is to provide each employee with salary that is internally equitable and externally competitive. In addition, the plan provides a base for job comparison both inside and outside of CSP, which aids in recruiting and provides a rationale for salary decisions.

Plan Maintenance

The implementation and maintenance of a viable salary program is a complex but essential undertaking. It requires study of each job on campus. Furthermore, it requires the combined cooperation of all employees to furnish precise factual information about jobs when requested. Wage and salary ranges resulting from pay grade assignments, and ultimately from job evaluations, are reviewed annually incorporating local, regional and national salary survey information when appropriate. CSP is committed to maintaining an equitable wage and salary schedule for all employees. University personnel costs constitute one of the most significant items in CSP’s budget. Consequently, the careful administration of the plan is necessary if employees are to be treated equitably and personnel costs are to be kept in the proper relationship to the total University budget.

Wage and Salary Administration

The staff wage and salary plan provides an outline and procedure for the cash salary component of total compensation for those university employees who are not members of a collective bargaining unit. The other component of total compensation is employee benefits which are significant and are listed elsewhere in this handbook.

Wage and Salary for New Employees

New staff employees are normally hired at or near the minimum of the appropriate pay range. Exceptions to this policy may include extraordinary qualifications possessed by the new employee in education, training and/or experience.

Wage and Salary for Demotions, Transfers, and Promotion

Staff members who move to a lower pay grade, transfer to a position in the same pay grade or move to a higher pay grade will have their salaries adjusted using criteria listed in the employee wage and salary review.

Right to Disclose and Discuss Wages

CSP does not require nondisclosure by an employee of his or her wages as a condition of employment and does not require employees to sign a waiver or other document which purports to deny any employee the right to disclose the employee’s own wages to others.  CSP will not take any adverse employment action against an employee for disclosing the employee’s own wages or discussing another employee’s wages which have been disclosed voluntarily.  If CSP violates any of the aforementioned rights with respect to an employee who resides in Minnesota, then such employee may bring a civil action against CSP and seek remedies under Minnesota’s Wage Disclosure Protection law.

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Pay Advances
The University does not provide pay advances on unearned wages to employees.

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Overtime Pay (Non-Exempt Employees)
The normal work week is 40 hours. There are times when overtime hours are required. Overtime hours are defined only as those worked over 40 hours within a given work week. Holiday hours, Paid Time Off hours, Earned Sick and Safe Time hours, and miscellaneous paid time hours are not counted as “worked” for determination of overtime applicability within a work week. Any non-exempt employees working more than 40 hours in any one week shall be paid at the rate of one and one-half times the regular rate for hours actually worked in excess of 40 hours in one work week. All overtime must receive advanced approval from the supervisor.  Repeated instances of overtime without prior approval will result in corrective action up to and including termination of employment. All overtime hours must be included in the employee’s work week. No compensatory time off can be given in lieu of paying overtime. Supervisors may not authorize this activity for hourly employees; it is illegal and will not be tolerated.

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Online Timesheets

Timesheets: Hourly (Non-Exempt) Staff

All hourly (non-exempt) employees (eligible for overtime) are required by law to complete a timesheet. Timesheets must be completed accurately and truthfully each week. The employee records all hours actually worked each day. At the end of each pay period, the supervisor must verify all hours worked. After verification, the supervisor approves the timesheet to indicate its accuracy and submits it to payroll. If there is a question concerning the hours worked, the issue should be resolved before the timesheet is submitted to payroll by the deadline established by the payroll office.

Failure to complete timesheets will result in delay of payment until the payroll following the submission and approval of the late timesheets.

In determining the hours worked, the hourly (non-exempt) employee must record all hours worked in the office, at home or away from the campus on university business. Each timesheet must clearly report each unpaid break or lunch period that the employee took, but exclude paid breaks.

Compensatory time off (Comp Time) is not permitted for hourly (non-exempt) employees.

Hourly (non-exempt) employees are entitled to overtime pay for all hours worked in excess of 40 hours in a work week.  Hourly (non-exempt) employees must not work overtime unless authorized in advance by their supervisor. Any employee who works unauthorized overtime must accurately record any overtime hours worked and will be paid for such time but may be subject to discipline for failing to secure the required advance authorization.  No supervisor or other employee has the authority to direct or approve “off the clock” work.

Any employee who is asked not to record time worked, including overtime, must promptly report the request to the Director of Human Resources.

Paid or unpaid time off pursuant to a CSP policy (for example PTO, holidays, and bereavement) will not be counted as hours worked for purposes of determining whether an employee is entitled to receive overtime pay.

Timesheets: Salaried (Exempt) Staff

Salaried (exempt) employees must submit a timesheet each pay period. Timesheets are to reflect any whole days taken off and must be completed accurately and truthfully. The timesheet must be approved and signed by the supervisor. At the end of each pay period, the supervisor must verify all hours worked. After verification, the supervisor approves the timesheet to indicate its accuracy and submits it to payroll. If there is a question concerning the hours worked, the issue should be resolved before the timesheet is submitted to payroll by the deadline established by the payroll office. Salaried employees are expected to observe normal working hours. Extended work hours may be expected or required. Salaried employees do not receive overtime pay.

Failure to complete timesheets will result in delay of payment until the payroll following the submission and approval of the late timesheets.

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Compensatory Time Off (Comp Time) - Salaried Only

Compensatory time off is defined as any time granted a salaried employee in lieu of previous service provided to CSP. This service is deemed above and beyond the normal expectations of service to be provided by a salaried employee.

CSP does not normally grant compensatory time off for salaried employees except by advance arrangement with the supervisor and the Director of Human Resources. Should compensatory time be granted, it is provided on a “regular time” basis, not on an “overtime” basis.

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Pay Distribution & Electronic Payment

Participation in electronic payment is mandatory for all employees and a condition of employment at CSP. Direct deposit is a service whereby an employee has their pay automatically deposited into checking or savings account(s) on payday.

Pay earnings statements will be available on the employee portal.

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Payroll Deductions

A difference exists between gross earnings and take-home, or net earnings. Two reasons account for that difference: deductions required by federal and state government, and voluntary deductions authorized by the employee.

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Automatic Deductions
The earnings statement shows how much has been taken out for each of the following categories:

Federal and State Withholding Taxes

The amounts withheld for taxes based on earnings, marital status and the number of exemptions claimed. During January each year, employees receive a W-2 form. It indicates total pay and the taxes withheld for the previous year.

Social Security (FICA)

Each lay employee of CSP is required to participate in this program. It is designed to provide retirement, disability, medical and death benefits. Deductions are made at a rate established by law.

Self-Employment Contribution Act (SECA)

All minister of the Gospel employees are subject to SECA and while CSP cannot deduct for these taxes on the same basis as it is required to for lay employees, CSP does provide a “voluntary” withholding for those ministers who so choose. Such withholding amounts are not determined by regulations, so the employee is responsible to notify the payroll office of the amount he/she desires to be withheld.

Other Deductions

In some cases, additional required deductions may include wage garnishments, wage assignments, third party levies and income-withholding orders (child or spousal support) levied against an employee’s pay. Under the federal Child Support Enforcement Act of 1984, income-withholding orders for child support take priority over all other wage withholding orders.

Voluntary Deductions/Reductions

In addition, the earnings statement will show any voluntary deductions or reductions. The employee authorizes those deductions or reductions by filling out the appropriate forms. They will remain in effect until the employee notifies the Human Resources Department in writing of the change, or the Human Resources Department notifies the employee that a new enrollment is necessary. Deductions can include deposits or payments to a credit union or financial institution, contributions to United Way and CSP.  Additionally, they may include tax deferred annuities contributions, and tax shelter health care reimbursement and dependent care plan contributions.


During the week an exempt employee begins work for the University or during the last week of employment, the employee will only be paid for actual hours worked. In addition, an employee may be paid only for hours worked during a period when the employee is using unpaid leave under the Family and Medical Leave Act (FMLA).

Lost Check or Incorrect Deposit Information

It is the employee’s responsibility to ensure all personal data on file with the University remains current.  To ensure proper routing of pay, the employee must immediately update mailing addresses and direct deposit information. In the event a paycheck is lost and a replacement check is requested, the employee will be responsible for administrative fees associated with cancellation of the first check.  Additionally, it is the employee’s responsibility to ensure direct deposit information is correct and current.  Should an employee neglect to update banking account information, the employee will be responsible for fees related to cancellation of the initial deposit.  Administrative fees will be withheld from the replacement check or new deposit.

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