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P&S Classification & Compensation

Background

The original version of the current P&S classification process and compensation structure was largely established in 1976 following an external consultant study. While some adjustments had been made to the position classification structure and pay grade matrix over the years, a formal, extensive review had not been conducted by an external consultant since 1991.

Based on the outcome of a compensation & classification study conducted by an external consultant and Human Resource Services during the Fall 2017 and Spring 2018 semesters, it was concluded that the University's P&S pay grade and classification system was no longer serving the needs of the institution, primarily due to its lack of relationship to market data. For a summary of the project, click here for the email sent to P&S staff on May 10, 2018.

UNI is implementing a market-based approach to classifying P&S positions and compensating P&S staff. The internal focused point rating comparison classification process has been discontinued. This new market-based approach will better position UNI to in attracting and retaining P&S staff. Like many organizations, UNI strives to position P&S overall cash compensation at the median of the market.

Pay Grade Matrix

A 13 grade, market-based pay matrix for P&S non-temporary staff, with the exception of athletic coaches and athletic staff who are on contract appointments, is effective July 1, 2018. The matrix is divided into ranges with the following general guidelines:

  • First Third Range - the target pay range for early career staff and/or staff who are still developing and becoming proficient in their roles.
  • Middle Third Range - the target pay range for mid-career staff who are also fully proficient in their jobs and consistently meeting performance expectations.
  • Upper Third Range - the target pay range for highly skilled staff who are consistently high performing and typically have substantial time in the position.

Progression through the ranges is subject to many variables such as:

  • Individual performance
  • Budget constraints
  • Rate of market progression of positions
  • Internal equity considerations

The pay matrix will be reviewed annually to determine the appropriate matrix adjustment based on market trends and UNI’s financial position.

Classification Process

How Positions Are Assigned To a Pay Grade

Position descriptions serve as a foundation to compare positions to benchmark jobs contained in reputable higher education and general industry salary surveys. Once the market median for a position is determined, the position is slotted into the pay grade that most closely aligns with the market median, allowing for flexibility in compensating incumbents based on their level of experience, skills and abilities. If market data is not readily available for a position, the position is slotted based on internal factors such as similarity to other positions, reporting relationships, scope of responsibility and impact, supervisory scope, etc.

Classification Process for New Positions

  1. Submit a completed Position Description Questionnaire (PDQ) to HRS. HRS will review and assist with the creation of a position description from the PDQ and conduct a job audit with the supervisor of the position, as needed.
  2. HRS will utilize the position description to determine if benchmark positions are present in the salary survey library HRS has access to. Benchmark salary data will be utilized to determine the market median salary of the position.
  3. HRS will assign the new position to the pay grade in which the market median most closely aligns with the pay grade range. From the point that a fully signed PDQ is submitted to HRS, classification determinations for new positions will typically be made within 15 business days unless there are delays in scheduling job audit meetings or obtaining job audit responses.

Classification Process for Existing Positions

  1. Submit a completed PDQ to HRS. HRS will review and assist with creation of a position description from the PDQ and conduct a job audit with the supervisor and the incumbent, as needed.
  2. HRS will utilize the revised position description to determine the updated benchmark positions in the salary survey library HRS has access to. The updated benchmark salary data will be utilized to determine the market median salary of the position.
  3. HRS will review the updated market data to determine if the market median most closely aligns with the current pay grade range or if the position needs to be assigned to a different pay grade (reclassification). From the point that a fully signed PDQ is submitted to HRS, classification determinations for existing positions will typically be made within 15 business days unless there are delays in scheduling job audit meetings or obtaining job audit responses.