The pay grades for exempt and classified positions shown on this page are determined by the classification for each position.
Dollars Per Hour
Full Time Dollars Annually
Advertising Range for Grade 2 is a flat $12.02 per hour
Advertising Range for Grade 3 is $12.02 per hour to $12.72 per hour
In keeping with the staff classification system and good compensation principles, temporary pay increases for exempt or classified staff should be based on performing significantly additional tasks at a higher classification level. If the additional duties are temporary (six months or less) use this procedure. If the duties are long-term or permanent, consider a reclassification request for the position. If the duties do not warrant a temporary change in pay, you may consider this in the merit pay decision with the next salary cycle.
Temporary Work Performed at a Higher Classification
Supervisors of a classified or exempt staff employee who require that employee to temporarily perform work at a higher level must take into consideration all available and comparably skilled employees within the department for that opportunity. The AA/EEO Officer should approve the request from this perspective.
Once approved, Human Resources must confirm that the majority of the duties assigned to that employee are at a higher level and will be worked for a period of not less than four weeks. The employee should receive work-out-of-class pay, at a minimum, of not less than 5% of their current salary or not less than the minimum salary in the higher classification range, whichever is greater. The pay difference should be determined based on a salary compression analysis by Human Resources. Work performed at a higher classification may continue until the position is filled, eliminated or six months, whichever is shorter.
Please complete the required form and send it to your HR Business Partner. This form should be completed as soon as the supervisor is aware of the need; however, the effective date cannot be earlier than one month prior to the submission of the form to Human Resources.
Approved by the Vice Presidents August 2, 2016
As outlined in the Faculty-Staff Handbook policy 1420.A-2, the Office of the Provost and Executive Vice President is responsible for the oversight of the faculty personnel system. Please refer to the Provost/EVP office regarding information and questions related to faculty employment.
The salary agreement defines the annual period of the appointment, change of agreement notice requirements, salary, pay periods, position title, employment status and such other information to define the contract of employment each year for faculty and exempt personnel.
Pay for student and temporary positions covers a range from the state minimum wage and up, depending upon the skills and experience required for the position. Pay ranges for temporary positions are decided upon and approved at the department level, depending upon departmental needs and budget. When determining pay or a pay increase for a temporary employee, please be sensitive to the pay rates of regular, ongoing staff performing similar work and/or working in similar proximity.
FSH 3480, Compensation for Service in Addition to Regular Duties, describes a fairly narrow means to secure additional compensation for faculty and exempt staff. The policy continues to apply to faculty.
FLSA exempt staff have been folded into an all-staff classification system and the university has established goals and procedures for compensation-related decisions that support these goals.
For FLSA exempt staff, we now follow the "Temporary Work Performed at a Higher Classification" process outlined in the Staff Work Performed Temporarily at a Higher Classification Procedure above.