Several approaches are commonly used for determining salary increases. The minimum wage rate for all Johns Hopkins University student positions is based on the Maryland State Minimum Wage.There is no cap on the hourly wage rate. Compensation analysts classify a job based on a number of factors, including the job duties, difficulty, level of responsibility, supervisory oversight, specialized job-related skills, and other comparable positions. While hourly and salaried employees’ promotional increases are rising, promotional increases for officers/executives Generally, payments for compensation for services (salary/wages) are subject to tax withholding for federal and state income tax and Social Security and Medicare (FICA) tax and are reported on a W-2. However, the wage should be in-line with the job description, qualifications and required skills to do the job. The 3 types of work-study our students are awarded include: Traditional, Community Service, and America Reads. WORK-STUDY GUIDELINES. The new Johns Hopkins employer will use a Hire - Regular ISR to hire the employee. Increases with increase in job responsibility are typically up to 5%. We are experiencing extremely high call volume related to COVID-19 vaccine interest. Key Points Students may hold multiple campus jobs simultaneously. Guidelines for Mid-Year Pay Adjustments. Wages and Merit Increases. 30: ... Salary Change: 01: Annual/Merit Increase: A salary increase based on the annual performance review process. Read about special pay for on-call, shift, and acting work, along with discretionary bonuses. Once you’ve got a salary increase matrix (see below), determining increases should be simple—but it’s not. Explore Johns Hopkins University’s staff compensation program, which targets competitive pay based on job skills, knowledge, and related experience. ANNUAL PAY INCREASE ¾ Supply salary history to administration (chair/deans) to determine pay increase B-1 Receive approval of salary increase and prepare ESAL B-2 Verify salary increase per budget B-3 Verify that ESAL is finalized B-4 If retroactive, prepare paper form (CP-200) B-5 Resolve problems B-6 C. PAY SUPPLEMENT/ An increase in the volume of activity or transactions will not typically warrant additional pay. Thus, please remember to ask your Work-study is a federally funded program that pays a portion or all of a student’s wage, depending on the position and type of work-study award. Guidelines. ... which provides the framework for salary increases. Under the Internal Revenue Code, only compensation for services (salary/wages) is eligible for pension plan contributions. An increase would occur with major changes in responsibilities or a measurably higher degree of complexity within the current role. Performance/merit systems are the most common. For an easily searchable database of those materials, head to the Johns Hopkins University Policy & Document Library. B. Special Pay. Please understand that our phone lines must be clear for urgent medical care needs. The average size of promotional increases, as a percentage of base pay, are increasing among nonexempt (hourly) and exempt (salaried) employees, to 8.1% and 9.3% respectively. Across-the-board or general increases are often tied to increases in the cost-of-living index. JHU policies, statements, and guidelines support our mission of excellence by providing sound frameworks for action in a range of university pursuits. ... Manager’s Guidelines. The university uses a role- and contribution-based job classification system that assigns each job a role, level, and market-based salary range. Applicable to appointed staff not represented by a union.