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Корректировка, основанная на анализе внутренних/внешних факторов труда работника и потребностей организации.

See:

•An equity increase/salary adjustment is a pay increase based on the belief that an employee’s current pay is too low given the significant swings in the internal or external “markets” for his/her specific skills and abilities. These forces, which can be quantified and substantiated by survey data, often require swift salary action to ensure fairness and equity in the workplace. Ensuring equity can be an effective management strategy to retain employees.
•An equity increase/salary adjustment is a valid course of action for an employee or group of employees in the following circumstances:
•Current compensation level results in an unusual level of turnover of employees in the department(s); OR,
•The affected department(s) experience significant difficulty in recruiting candidates to fill vacant positions; OR,
•Employment of a new employee at the current market rate creates (or will create) a disparity in pay rates of existing employees in the same or similarly classified job group; OR,
•The current level of compensation is substantially below the comparable level of compensation for similar employment outside UTSA; AND
•The present level of compensation has substantially reduced the university’s ability to deliver services.
•HR RESPONSIBILITY - conduct a thorough audit analysis to include the following:

1.Review the proposed salary, or propose an equitable salary, ensuring that the employee's salary is appropriately set within the salary range relative to their qualifications (relevant experience, education, performance level), and relative to other employees in the position or similar positions.

Upon completing the analysis and audit, HR will approve the salary increase request or work to find an appropriate solution that meets the needs of the department

http://www.utsa.edu/HR/Compensation/SalaryActions.html