University Human Resources
Promotions and Job Audits
When a Job Audit Is Appropriate
All staff positions should have a job description that accurately reflects current duties and responsibilities. A job audit may be appropriate when:
- The scope of the role has changed significantly
- New responsibilities require different or higher-level skills
- The position has evolved beyond what is currently documented
- An employee has already been performing substantially different duties over time
In these cases, the job description should be rewritten to reflect the updated role so a comprehensive evaluation can be conducted.
When a Job Audit May Not Lead to a Promotion
Not all role changes result in a higher job grade. Some positions may grow in scope but not enough to justify reclassification. In these situations:
- Compensation will be reviewed to ensure it remains appropriate
- Adjustments may be made without changing the job grade
When a Job Audit Is Not Appropriate
A job audit should not be used:
- As a way to recognize strong performance
- When there is an increase in workload without new responsibilities or required skills
Job Audit Process
Payroll Considerations
Transitioning from biweekly to monthly payroll is an important change that affects how and when you are paid, how benefits are deducted and how you manage time off. This change typically occurs when a position moves from non-exempt (hourly) to exempt (salaried) status.
Transitioning from monthly to biweekly payroll changes how you are paid, how you report time and how benefits and deductions are applied. This typically occurs when a position moves from exempt (salaried) to non-exempt (hourly) status.
Questions?
- Benefits: benefits_office@brown.edu
- Compensation: compensation_office@brown.edu
- Payroll: payroll@brown.edu
- General inquiries: universityhr@brown.edu