DCA Justification Criteria (Non-Represented)

1. Logical permanent and significant change in duties resulting in a higher level of responsibility:

Examples:

• Responsibility for new or significantly changing technology implementation
• Implemented processes for new services
• Demonstrated increased ability to lead others into future technology
• Risk factor of the project is more visible or has a greater impact on the unit, division, or University

2. Demonstrates increased and significant competencies which are directly related to the permanent assignment:

Examples:

• Application of expanded technical skills gained through additional training or experience
• Demonstrated competencies in specific skills that are of value to an organization to meet a critical need beyond those normally expected for the position
• Significantly reduced costs for product delivery

3. Significant contributions on a temporary or special assignment:

Examples:

• Participated and cooperated in cross-functional efforts to accomplish a specific assignment related to the strategic goals of the organization
• C ompleted a complex project in an exceptional manner

4. Pay Equity:

In unique circumstances, awards may be granted to aid in resolution. Pay equity awards may also include pay inequities between supervisors and subordinates or between peers with similar experience, qualifications, and duties and at the same level of efficiency. Pay inequities that result from intentional actions should not necessarily be considered an equity problem.

5. Labor Market Information:

DCAs may be awarded in order to maintain parity with current labor market compensation for similar positions. Market adjustments may also be made for retention purposes.

WORKnet, Wisconsin's Workforce and Labor Market Information website, provides workforce, labor market, demographic, and other data that may be appropriate and useful to agencies when they are making DCA decisions.