Wage and salary ranges are established to provide competitive compensation to University employees. The Personnel Services Office is responsible for conducting periodic wage and salary surveys. Salary range adjustments will be based on the objective analysis of the survey data as well as an evaluation of the availability of qualified personnel in the relevant labor market and the University's budget. Salary ranges will be assigned to every position using the University's job evaluation program which assesses the relative level of each job based on complexity, impact, level of discretion, and working conditions. New employees are to be hired at a salary between the minimum and first quartile of the appropriate salary range.
Departments can set salaries between the minimum and first quartile without prior approval.
Starting salaries may be set above the first quartile, up to, but typically not to exceed, the salary range midpoint. Departments must obtain prior approval from the Personnel Services Office for starting salaries above the first quartile of the salary range. Criteria for higher starting salaries may include prior experience above minimum qualifications, exceptional skills, and extreme market conditions. In addition, skill-based pay or similar plans must be recommended by the appropriate dean, vice president, or the Provost, reviewed by the Personnel Services Office, and approved by the President. The wage or salary limits for a job.