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POLICY NUMBER: III E
SUBJECT: PAY PLAN
APPLIES TO: STAFF
EFFECTIVE DATE: July 1, 2024
REVISED FROM: January 1, 2011

PAY PLAN

The University's staff pay plan and wage policy are designed to treat all personnel fairly and equitably in level of pay and wage adjustments.

1. Staff Pay Plan

   1. Each grade of the staff play plan system is structured in such a way as to provide a minimum rate, midpoint rate and a maximum rate of pay.

   2. The minimum rate for each job shall be such that qualified applicants can be employed at that rate. New employees will normally enter the position at this level. Any proposed starting wage above the minimum will be reviewed for compliance with University Policy, as well as internal pay equity, and must meet the following criteria: 

      1. Applicant must exceed the minimum qualifications.

      2. The hiring supervisor must provide justification for the proposed starting wage above the minimum when the hiring proposal is submitted. 

      3. The Vice President or President and the Director of Human Resources must approve the request.

   3. The maximum rate for each grade is the highest rate that shall be paid to an employee in that grade.

2. Wage Increases

   1. Annual increases in wages when approved by the Board of Regents are usually effective July 1.

   2. Increases when authorized by the Board of Regents may be granted to all non-student employees who were employed prior to April 1 in accordance with established pay increase guidelines.

   3. Wages of employees hired on April l or after shall be increased effective July 1 at least to the entry wage rate established for his/her grade for the new fiscal year.

3. Change of Job

   1. Promotion - An employee shall receive either the entry-level wage for the new position or the midpoint progression percentage per grade increase in pay, whichever is greater; but not greater than the maximum rate of pay for the new grade. .

   2. Lateral - An employee shall retain the same level of pay when moving from one job to another job within the same grade.

   3. Demotion - The wage will be the greater of the following three options:

      1. Entry rate of pay for the grade,

      2. prior wage reduced by the midpoint progression percentage per grade, or 

      3. when a demotion follows a promotion and the demotion takes the employee to either the same grade or a higher grade prior to the promotion, the wage the employee made prior to the promotion.

         The limiting factor is the employee cannot receive a greater wage than the maximum set for the grade.
         This policy applies to voluntary or involuntary (disciplinary) demotions. Involuntary is qualified by Policy Number III E. 4.b.

   4. Summer Wages (Employees Working Elsewhere on Campus) - Raises for employees who temporarily transferred to another position on campus during the summer months will be effective upon their return to their regular positions.

4. Reclassification

   1. Upgrade of Job - The pay rate of the present employee shall be adjusted by  the midpoint progression percentage per grade or the entry rate for the new grade, whichever is higher.

   2. Downgrade of Job - An employee whose position is reclassified to a lower classification grade will remain in the current pay grade for two years. At the end of two years, the employee's rate of pay will be reduced according to Demotion Procedures.