Lawrence Berkeley National Laboratory's policy is to provide a compensation program to attract, motivate, and retain creative, skilled, and productive employees. The program implements key pay strategies to recognize and reward employees for work performance and accomplishments based on merit and to establish salary ranges and pay rates competitive with external market levels.
A compensation program includes methods and procedures for job analysis, evaluation, classification, and other practices that support management efforts to establish work assignments and appointment levels based on the assessment of job responsibilities, contribution levels, and other requirements. The Laboratory develops salary ranges and pay rates that reflect its internal value of jobs and external labor market values. The program provides for adjustments to salary ranges and pay rates based on the need to remain competitive in response to changing internal and external conditions such as funding levels, labor markets, Laboratory reorganizations, and other factors.
The Laboratory administers the compensation program consistent with its policy of equal opportunity for employees. Management supports open communication with employees about the compensation program and related salary administration practices and procedures.
As part of the University of California, the Laboratory follows University employee policies. In policy matters, close liaison is maintained with the Laboratory Administration Office, University of California Office of the President.
The Laboratory is operated by the Regents of the University of California under the DOE/LBNL Contract with the United States Department of Energy (DOE). In accordance with this contract, the Laboratory has adopted compensation program objectives and standards.
The functions of the Compensation Office of the Human Resources Department include the administering, recommending, implementing, and monitoring of all aspects of compensation policy.
The Staffing Office of the Human Resources Department, in consultation with compensation staff, is responsible for assisting divisions in evaluating and establishing appropriate job classifications and starting salaries for both prospective and transferring employees and for obtaining all required approvals.
Two salary committees cover the major categories of employment at the Laboratory:
Reclassification requests for senior staff and distinguished staff scientists/engineers are normally reviewed by the Laboratory Staff Committee and passed to the Laboratory Director with its recommendation.
Members and chairpersons of the salary committees are appointed to serve specified terms. To the extent possible, membership is representative of the various divisions. The committees are advisory to the Human Resources Department and the Laboratory Director. A list of the current membership of each committee is maintained by the Compensation Office.
The committees provide recommendations and important feedback on request by the Laboratory Director or Human Resources Department on compensation-related matters, including proposed changes to policy. In addition, when the division and Human Resources Department disagree, the committees will review and make recommendations on classification issues as requested by the Compensation Manager.
The Scientific/Engineer Salary Committee (a) reviews and makes recommendations to the Laboratory Director on post-October salary changes, head-level appointment positions, and exceptional cases concerning scientist and engineer reclassifications, salary offers, and salary adjustments for senior staff scientist/engineer and division fellow appointments; (b) approves postdoctoral fellow salary schedules; and (c) adjudicates scientist/engineer salary offers on appeal.
Division responsibilities regarding administration of Laboratory compensation policies include the following:
Reviewing each employee's salary and work assignment at least once a year to ensure that the employee is working in the proper classification and that earnings are appropriate. Recommending reclassifications and salary adjustments when the employee's work assignment or performance has changed substantially enough to warrant reclassification or salary adjustment. Salary increases require approval before they are communicated to an employee.
Reviewing and approving standard salary offers for new hires. The division may discuss salary requirements with a prospective candidate but may not make a commitment to a salary offer. The only binding offer of employment is made in writing to the prospective candidate by the Human Resources Department. Any preliminary correspondence with a prospective employee should include a clear statement of this policy. Salary offers must be confirmed by the Human Resources Department before any offer is made to the prospective candidate.
Subject to University and/or DOE concurrence when required, the Laboratory Director approves all new policies and changes to current policies on human resources matters.
Subject to University and DOE concurrence when required, the Laboratory Director or designee approves salary and classification assignment or changes for employees in certain classifications.
The Laboratory Director approves the annual Salary Review Guidelines for all classifications before seeking University approval, including revisions to those guidelines after University response.
On appeal, the Laboratory Director has final approval concerning disputes on salary and classification matters and on human resources policy interpretation.
Jobs at the Laboratory are grouped in broad classification groups and additionally into subgroups and individual classification codes. Each of the classification codes, with further subdivision into levels corresponding to the duties and responsibilities assigned and the degree of experience and skill required, has its own Laboratory classification description. Each is analyzed to determine whether it is exempt from the overtime pay provisions of the Fair Labor Standards Act (FLSA).
The Human Resources Department Compensation Office is responsible for recommending new classifications and changes in existing classifications. University of California approval is required for any changes in the classification system.
Jobs at the Laboratory are classified on the basis of duties and responsibilities. Both job postings and reclassifications of positions with incumbents are reviewed to determine the proper classification. When job posting rather than reclassification is appropriate, see RPM §2.01(B)(3) (Publicizing Job Vacancies).
All salary adjustment and reclassification requests originate with the employee's supervisor and are routed through the division director to the Human Resources Department. Two standard Laboratory forms are used for salary adjustment and reclassification requests. Stock Form 7600-64777 (Salary Adjustment Request) is for one employee only and includes space for a written justification for the request. Form LL-2201 (Request for Salary/Wage Actions) provides for listing several employees on the same sheet and does not have any allotted space for written justifications. Required written justifications are furnished by memoranda attached to the form.
After approval by the division, reclassification and salary adjustment requests are routed to the Human Resources Department for approval. They are reviewed for accuracy and adherence to compensation guidelines and policies. Other required approvals may include the University and/or DOE and are identified in the annual Salary Review Guidelines in addition to the following: