Pay Plans

Employee pay plans include a pay grade structure and administrative policies and procedures governing compensation practices. The pay plans for staff are maintained by Compensation, which has responsibility for daily administration of the plan. However, ultimate authority and responsibility for the university’s compensation objectives, pay structures and policies rests with the Board of Trustees.

To determine the title and pay grade rank of a position, Compensation conducts an evaluation that may include the following: the Position Description Questionnaire (PDQ), job description; organizational charts, relevant position information, comparison of job responsibilities with other similar positions, and relevant titles in the market. A point-factor job evaluation plan is used to determine the overall relative value of each position.

Each pay grade has a salary range with minimum, midpoint and maximum pay points. No employee shall be paid less than the minimum. Visit the website to view Pay Ranges.

Unclassified Employee Pay Plan

A new employee meeting the minimum qualifications for a position will typically be paid at least the minimum of the assigned salary range. Justification for starting pay above the minimum should include a record of experience clearly in excess of minimum requirements. (Policy 3342-6-08, Policy 3342-6-08.1)

Unrepresented Classified Employee Pay Plan

A new employee will be hired at the minimum rate established for the pay grade of the classification. If the university is unable to recruit sufficient qualified employees at the minimum established rate, the position may be advertised at an increased starting rate of pay (market-adjusted hiring rate). Market adjusted rates are established by Compensation and approved annually by the Board of Trustees. (Policy 3342-6-07.3, Policy 3342-6-07.4)