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Staff Compensation Plan

Staff Salary Pay Grades / Job Titles Target Salaries/Steps Within Pay Ranges Target Salaries/Steps Staff Target Salary FAQ
Staff Salary Pay Grades/Job Titles (Effective 11/1/2017)
Pay Grade 1 & 2
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $11.16 $12.30 $13.43 $14.57 $15.70
Annual $21,762.00 $23,985.00 $26,188.50 $28,411.50 $30,615.00
Job Titles in Pay Grade 1 & 2:
Custodian I, Custodian II,Events Setup Technician I, Groundskeeper, Utility Worker I, Utility Worker II
Pay Grade 3
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $11.57 $12.81 $14.04 $15.27 $16.50
Annual $22,561.50 $24,979.50 $27,378.00 $29,776.50 $32,175.00
Job Titles in Pay Grade 3:
Events Setup Technician II, Grounds Equipment Operator, Lead Custodian, Lead Events Setup Technician, Library Associate I, Library Associate I Spec Coll, Library Stacks Associate, Telephone Operator
Pay Grade 4
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $12.08 $13.37 $14.67 $15.96 $17.25
Annual $23,556.00 $26,071.50 $28,606.50 $31,122.00 $33,637.50
Job Titles in Pay Grade 4:
Animal Caretaker, Computer Operator I, Early Childhood Asst Teacher, Grounds Technician, Library Associate II, Library Resource Sharing Associate, Library Tech Srvs Procure Spec, Mail Services Assistant, Office Assistant, Purchasing Assistant, Reserves Supervisor
Pay Grade 5
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $13.07 $14.57 $16.07 $17.56 $19.06
Annual $25,486.50 $28,411.50 $31,336.50 $34,242.00 $37,167.00
Job Titles in Pay Grade 5:
Admin Assistant I PT w/Ben, Administrative Assistant I, Admissions Processing Spec, Athletic Equipment Manager, Computer Operator II, Data Entry Operator, Enrollment Management Spec, Financial Aid Processing Spec, Gift Processor, Laboratory Research Assistant, Mail Services Coordinator, Media Sales Consultant, Overnight Library Supervisor, Parking Services Assistant, Public Safety Records Coord, Student Services Assistant I
Pay Grade 6
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $14.21 $15.91 $17.61 $19.30 $21.00
Annual $27,709.50 $31,024.50 $34,339.50 $37,635.00 $40,950.00
Job Titles in Pay Grade 6:
Accounting and Auditing Assc, Accounts Payable Specialist, Admin Assistant II PT w/Ben, Administrative Assistant II, Administrative Specialist, Blumberg Center Operation Spec, Blumberg Ctr Desi & Train Spec, Budget Coordinator, Career Center Technology Asst, Carpenter, Chemistry Stockroom Manager, Communications Officer, Computer Logistics Coordinator, Custodial Supervisor, Early Childhood Ed Ctr Teacher, Enroll Mgt Sys Process Spec, Events Setup Supervisor, Fin Aid Processing Super, Grounds Office Coordinator, Human Resources Assistant II, Instructional Technology Asst, Instrument Repair Technician, ISBDC Specialist, Laboratory Asst/Storekeeper, Library Accounting Associate, Library Associate III, Library Associate III Bib Meta, Library Resource Sharing Coord, Maintenance Mechanic, Painter, Parking Services Coordinator, Payroll Clerk, Registration & Records Spec, Sr Laboratory Research Asst, Stewardship & Donor Rela Coord, Student Services Assistant II, Technical Services Assistant, Telecomm Technician Req Reap, Ticketing Sales Associate, Travel Account Specialist, Web Content Coordinator, Unified Communications Engineer Junior - Req Reap
Pay Grade 7
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $15.55 $17.48 $19.42 $21.35 $23.28
Annual $30,322.50 $34,086.00 $37,869.00 $41,632.50 $45,396.00
Job Titles in Pay Grade 7:
21st Cent Scholars Corps Coord, Academic Advisor, Academic Advisor Req Reapt, Academic Associate, Administrative Assistant III, Administrative Specialist, Admissions Counselor, Admissions Operations Coord, Admissions Regional Coord-10 M, Animal Facility Supervisor, CAD Technician, Center for Genomic Advocacy Laboratory Technician, Chief of Police's Assistant, Developme Math Educator 10 Mon, Dispatch Coordinator, Drupal/Web Developer, Electrician, Events Specialist, Evts-Mktg and Mail Svc Coord, Fac Maint Mgt System Coord, Field Campus Manager, Financial Aid App Process Spec, Financial Aid Counselor, Financial Aid Operations Coord, Graduate Admissions Coordinator, Graphic Designer, Honors Program Coordinator, Human Resources Assistant III, IEP Design Services Specialist, Institutional Research Asst, Interim Drupal/Web Developer, International Recruit Coord, IPLI Program Coordinator, Landscape Supervisor, Lead Technical Services Asst, Locksmith, Multimedia Design Coord - Require Reappt, Nursing Testing Assistant, Operations Supervisor, Payroll Coordinator, PC Support Specialist, Plumber, Postdoc Research Assc Physics, Refrigeration Mechanic, Registration & Records Coord, Res Life Hall Coord Req Reap, Senior Custodial Supervisor, Senior Electronic Technician, Senior Maintenance Mechanic, Special Events Coordinator, Sr Physics Laboratory Coord, Steam Systems Operator, Student Athlete Success Coach-RR, Student Services Assistant III, Student Support Srvs Adviser, Student Union Info Srvs Superv, Telecommunications Coordinator, Testing Coordinator, Web Content Developer, Writing Specialist
Pay Grade 8
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $16.55 $18.70 $20.84 $22.99 $25.14
Annual $32,272.50 $36,465.00 $40,638.00 $44,830.50 $49,023.00
Job Titles in Pay Grade 8:
Admissions Event Coordinator, Advancement Services Coordinator, Americorps Program Coordinator, Athletic Fac/Oper Coordinator, Athletic Trainer I, Athletics Insurance Coord, Auto Maintenance Mechanic, Bat Center Assistant Director, Blumberg Ctr Compli/Instr Spec, Buyer/Office Manager, Campus Life Assistant Director, CEB Afri Amer Cul Ctr Asst Dir, Clinical Coordinator, Clinical Coordinator - IUSM, COHHS College Advisor, Collections Specialist, Contract Coordinator, Ctr Glob Eng Immig Stu Advisor, Ctr Glob Eng Inter Stu Advisor, Dean's Assistant, Degree Mapping Coordinator, Educational Support Coord, Electrician - Special Systems, Enrollment Management Asst Dir, Enrollment Mgmt Systems Coord, Ext Learn Adviser/Recruiter RA, Ext Learning Adviser/Recruiter, Financial Aid Systems Coord, Financial Specialist, Frat & Sorority Life Asst Dir, Graduate Admissions Coordinator, Graduate Education System Spec, Graduation Specialist, Grant Account Specialist, Human Resources Personnel Coordinator, Intrm Student Fin Aid Asst Dir, Lead Carpenter, Lead Telecommunications Tech, Mail Services Manager, Math and Writing Center Coord, Meis Stu Dv Ctr Asst Dir Req R, NCAA Compliance Coordinator, New Student Trans Program Asst Dir, Osher Program Coordinator, Program Coordinator, Program Coordinator-IU School of Medicine -TH, Rehabilitation Office Coord, Res Life Area Coord ADM Spec Projects-Req Reap, Res Life Area Coord Req Reap, Residence Policy Coordinator, Residential Life Office Coord, Scenic Studio Supervisor, Sponsored Programs Coordinator, Steam Mechanic, Student Account Supervisor, Student Success Program Coordinator, Student Teaching Coordinator, Sustainability Coordinator, Tech Svc Budget/Alloc Spec, Technical Services Supervisor, Ticket Manager, University College Adviser, Warehouse Supervisor
Pay Grade 9
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $18.30 $20.74 $23.17 $25.61 $28.04
Annual $35,685.00 $40,443.00 $45,181.50 $49,939.50 $54,678.00
Job Titles in Pay Grade 9:
Access Services Manager, Accounting Unit Supervisor, Assistant Registrar, Athletics Bus Oper Asst Dir, Blumberg Ctr Data Coord/Schedu, Blumberg Ctr Technology Coord, Broadcast Engineer, Budget Specialist, Building Operations Technician, CAD Supervisor, Campus Rec Asst Dir Aquatics, Campus Rec Asst Dir Membership, Career Services Coordinator, Communications Spec Req Appt, Construction Project Inspector, Contracts and Grants Spec, Ctr Glob Eng Asst Dir Ed Abroa, Ctr Global Engagement Asst Dir, Deputy Title IX Coord for Stu, Digital Media Coord, Athletics, Distance Education Asst Coord, Distance Learning Tech Spec, Electrical Supervisor, Executive Assistant, Fleet Management Supervisor, Hardware Support Specialist, Honors Program Asst Director, Information Center Consultant, IT Support Specialist, IT Support Technician, IT Support Technician-Requires Reappt, IT Systems Specialist-Res Life, Lead Locksmith, Library Electr Resources Admin, Maintenance Supervisor, Marketing Assistant, Media Relations Coord Athletic, Multimedia Services Coord, Non-trad/Spec Prog Accountant, Personnel Coordinator, Police Corporal, Police Officer, Reg & Rec Information Analyst, Res Life Coord Recru Mrkt Sale, Safety Director/Flight Instruc, Senior Maintenance Supervisor, Simulation Technologist, Stu Conduct & Integ Assc Dir, Student Employment Prog Coord, Systems Administrator, Technical Services Manager, Technical Support Specialist, Technology Systems Coordinator, University Scholarships Assistant Director
Pay Grade 10
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $20.30 $23.07 $25.84 $28.61 $31.38
Annual $39,585.00 $44,986.50 $50,388.00 $55,789.50 $61,191.00
Job Titles in Pay Grade 10:
Accounts Payable Manager, Alumni Engag Asst Dir Communic, Alumni Engag Asst Dir Outreach, Annual Giving Asst Director, Assistant Payroll Manager, Asst Chief Instructor Pilot, Asst Devel Officer Syc Ath Fu, Asst Dir Finan Endowment Deve, Asst Dir Finance General Ledger Devel, Athletic Marketing Coordinator, Athletic Sponsorships Asst Dir, Basketball Operations Director, Benefits Analyst, Blumberg Center Media Producer, Blumberg Center Project Coord, Budg Payr Risk Mgt Bus Analyst, Career Services Emp Rela Coord, Clinical Simulation Specialist, COB Ungr Student Srvs Asst Dir, Collaborative Pianist, Community School of Arts Dir, Construction Project Leader, Contracts and Gs Asst Dir, Coun Psy Sv Staff Psychologist, Customer Service/Quality Assurance Coordinator, Detective Sergeant, Development Math-Math Support & Math Tutoring Director, Employee Benefits Admin, Enrollment Mgt Systems Manager, Executive Associate, Financial Systems Analyst, Gallery Director, Gift Services Asst Director, Human Resources Generalist, IEPRC Project Coordinator, IEPRC Research Director, Instructional Design Spec, Junior Web Application Server Administrator - Req Reappt, Lead Advisor-IUSM Terre Haute, Maintenance Coordinator, Marketing Specialist, MBA Program Assistant Director, Media Relations Asst Director, Perman Art Collection Curator, Police Sergeant, Profession Devel Prog Asst Dir, Program Coordinator, Pub Safety Asst Dir Pkg Traf, Purchasing Ctrl Rec Asst Dir, Rehabilitation Specialist, Reporting Analyst, Research Assistant Director, Safety Specialist, Senior Buyer/Coontract Manager, Steam Plant Assistant Manager, Student Union Operations Mgr, Student Wellness Assc Director, Technical Project Manager, Training Spec & HR Generalist, University Archivist
Pay Grade 11
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $24.35 $27.54 $30.74 $33.93 $37.12
Annual $47,482.50 $53,703.00 $59,943.00 $66,163.50 $72,384.00
Job Titles in Pay Grade 11:
Academic Programmer Analyst, Accounting Manager, Admissions Assc Dir-Communicat, Admissions Assc Dir-Operations, Admissions Assc Dir-Stu Srvs, Advancement Srvs Systems Admin, Associate Bursar, Asst Athletic Dir Compli, Asst Athletic Dir for Fac/Oper, Asst to VP for Student Affairs, Athletic Studies Director, Athletic Training Srv Assc Dir, Blumberg Center Proj Director, Budget/Accounting Manager, Business Intelligence Analyst, Campus Life Associate Director, Campus Life Wknd Prog Assc Dir, Campus Rec Assc Dir Fit & Prog, Campus Rec Assc Dir Op Comp Sp, Career Services Asst Director, Career Srvs Asst Dir Emp Relat, Classroom & Event Tech Manager, COE Student Svs Assc Dir, Computer Support Manager, Counseling Psychologist, Ctr Glob En Stu Abroad Pro Dir, Custodial and Special Serv Mgr, Development Officer, Development Officer - President's Society, Development Officer Syc Ath Fu, Develoopment Officer-Athletic Sponsorships, E-commerce/Systems Accountant, Electrical Engineer, External Communications Dir, Fir Yea Stu Outr Succ Assc Dir, Fiscal Operations Director, FM Radio Station Manager, Frat & Sorority Life Assc Dir, Hulman Center TAF Asst Dir, Info Tech Security Analyst, Internal Audit Director, Internal Communications Dir, Landscape and Grounds Manager, Marketing Assistant Director, Multimedia & Research Manager, Multimedia Services Manager, Network Engineer, New Student Prog & Testing Dir, OIT Resource Manager, Online Enrollment Manager, Payroll Manager, Police Lieutenant, Prob & Mentoring Prog Assc Dir, Programmer Analyst, Res Life Asst Dir - Res Educ, Risk Manager, Scholarships Director, Senior Financial Analyst, Special Events Director, Sports Video Manager, Sr Asst Director, Athletics, Staff Psychologist/Coordinator, Student Digital Media Manager, Student Fin Aid Assc Dir, Student Fin Aid Assc Dir - Compliance, Student Support Services Dir, Student Video Prod Mgr, Systems Integrator, Systems Integrator Trainee- Req Reappt, Tax Compliance Officer, Video Production Manager, Web Application Server Administrator, Web Svcs & Social Med Assc Dir
Pay Grade 12
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $26.78 $30.29 $33.81 $37.32 $40.83
Annual $52,221.00 $59,065.50 $65,929.50 $72,774.00 $79,618.50
Job Titles in Pay Grade 12:
African Amer Cultural Ctr Dir, Assc Ath Dir - Comm/Dig Conten, Assistant Controller, Associate Registrar, Asst Dean & Dir Educ Stu Srvs, Asst Dean & Stu Cond Integ Dir, Asst Dean Stu Dir Women Re Ctr, Athletic Spon/Syc Ath Fund Dir, Bayh COE Technology Manager, Bldg and Facilities Mgr, Blumberg Center Director, Business Intelligence Specialist, Campus Life Director, Campus Recreation Director, COB Student Services Director, College Challenge Director, Compensation and Records Dir, Computer Operations Manager, Contracts and Grants Director, COT Stu Career Sup Outre Dir, Counseling Psych Svs Assc Dir, Ctr Global Engagement Assc Dir, Database Administrator, Dir Eq Op/Sr Dep Title IX Coor, Distance Learning Director, Emp Relations and Immig Dir, Employee Benefits Director, Environ Health Safety Dir, First Year Stu Outr & Succ Dir, Fraternity & Sorority Life Dir, Genetic Counseling Program Dir, Graduate Recruitment Director, HRIS and Project Manager, Hulman Center Events Srvs Dir, IR Assc Dir- Report & Data Mgt, IR Assc Dir- Research & Analys, ISBDC Program Director, IT Project Manager, Mechanical Technologist, Nurs Lrn Res Ctr Dir Tech Coor, Planned Giving Director, Police Captain, Purch Central Recvg Dir, Res Life Assc Dir Ac Cur As In, Residential Life Assc Director, RHIC Simulation Director, Steam Plant Manager, Stu Emp and Intern Director, Student Publications Director, Student Success Prog Dir, Student Union Director, Unified Communication Engineer, University Architect, WCI-AHEC Director, Web and New Media Director
Pay Grade 13
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $29.46 $33.36 $37.25 $41.15 $45.04
Annual $57,447.00 $65,052.00 $72,637.50 $80,242.50 $87,828.00
Job Titles in Pay Grade 13:
Academic Advising Director, Applications Systems Manager, Assistant Police Chief, Associate Controller, Associate Dean of Students, Athletic Training Services Dir, Business Engagement Director, Career Services Exec Director, Chief Instructor Pilot, Comm & Media Relation Director, Community Engagement Director, Creative Services Director, Ed Tech Svs Asst Dir, Ex Dir Multicult Srvs & Progs, Gongaware Ctr Net Fin Inst Dir, Institutional Research Dir, IT Technology Manager-Res Life, Lead IT Security Engineer, Lead Systems Architect, Marketing Director, Network Eng Svs Asst Dir, OIT Cust Srvs Asst Director, Res Life Dir - Fac & Cust Oper, Senior Database Administrator, Senior Software Engineer, Staff Attorney, Student Media Exec Director, Student Success Innov Exec Dir, Telecommunications Asst Dir, Univ Honors Prog Exec Director, University Bursar
Pay Grade 14
Minimum 1st Quartile Midpoint 3rd Quartile Maximum
Hourly $32.40 $37.10 $41.80 $46.50 $51.20
Annual $63,180.00 $72,345.00 $81,510.00 $90,675.00 $99,840.00
Job Titles in Pay Grade 14:
Academic Services Director, Admissions Executive Director, Adv Svcs & Steward Ex Director, Alumni Engagement Ex Director, Budget-Payroll & Risk Mgt Dir, Cap Plng & Improvements Dir, Finance Executive Director, Chief of Police, Counseling Psych Svs Dir, Ctr Global Engagement Director, Ctr Teaching Excel Dir, Ex Dir for Res Life & Housing, Fac Operations Maint Dir, Ind Princi Leadership Inst Dir, Institutional Comp Srvs Dir, Intrm Student Finan Aid Dir, Registrar, Sr Assc Athletic Dir, Bus/SWA, Tech Infrastructure Svs Dir

Target Salaries and Steps Within Pay Ranges

The purpose of this document is to articulate a way to move staff within pay ranges based on established criteria considering factors such as length of time in position, performance, disciplinary actions, education and certifications. The goal is to get employees to the midpoint of their pay range should they be fulfilling the requirements of their position within ten (10) years. Should they be doing beyond that expectation then they would progress via the steps and their target salaries would then change accordingly so that they may reach it at five (5) years.

Definitions:

Time in position - time in position should not be confused with time within the university. The time within the position would start at the point of being placed into the position. If the position changes in nature and a promotion takes place then the time in position starts over. However if the position title only has changed and not the position itself and no monetary award has taken place as a result of the change in title then the time in the position continues rather than starting over.

Performance - Performance is based on the criteria established in the performance appraisal process. To qualify for the step process the performance must be as identified within the step as Good Performance, Very Good Performance or Outstanding. For implementation of this program the assumption is that all employees have had good performance unless otherwise noted for the past five (5) years.

Disciplinary Actions - Discipline can occur for a variety of reasons. It can be based on attendance, behavior or performance issues. For the purpose of this document any discipline is considered as a disqualifier for the next step or target salary.

Education - Education is in reference to education that is considered beyond the normal requirements of the position and adds to the value of the employee in that position. For example an Administrative Assistant position may require only an Associate Degree but a Bachelor degree would be relevant and beneficial in their position.

Certification - Certification is considered as a developmental item for a person within a position. It is as a preference and not a requirement but is an additional demonstration of proficiency for a staff person. An example is an individual who is working as an Accountant and takes and passes the CPA. The next few pages identify how staff employees may progress within the ranges based on identified steps with target salaries.



Steps and Target Salaries

For Exempt Employees

Step One
Minimum of pay range Entry level when employee is hired with minimal experience or moving from nonexempt to exempt with minimal experience in job classification.
Step Two
First Quartile of pay range When employee has met one of the two sets of criteria:
First criteria
  • Three (3) consecutive years in current position
  • Three (3) consecutive years of Good Performance
  • No disciplinary action in the last five (5) years in file
  • Additional relevant education or certification
Second criteria
  • Five (5) consecutive years in current position
  • Five (5) consecutive years of Good Performance
  • No disciplinary action in the last five (5) years in file
Step Three
Midpoint of pay range When employee has met one of the two sets of criteria:
First criteria
  • Five (5) consecutive years in current position
  • Five (5) years of Good Performance
  • No disciplinary action in the last five (5) years in file
  • Additional relevant education or certification
Second criteria
  • Ten (10) consecutive years in current position
  • Five (5) consecutive years of Good Performance
  • No disciplinary action for the last five (5) years in file

The target salaries are implemented for those employees who meet the criteria established above. Any employee can move within the pay range based on years of service in position, relevant education, and performance. Employees may also move within their ranges via in range adjustments, across the board, special performance or market adjustments as determined by the President. Target salaries are not projected above the midpoint of pay range. This is based on the premise that the midpoint represents the market salary for each position and the goal is to have all good employees who have been with the University for ten (10) years at the market pay for their position. Those who meet additional criteria may reach the midpoint within five (5) years.

For Non-Exempt Employees

Step One
Minimum of pay range Entry level when employee is hired.
Step Two
First Quartile of pay range When employee has met the following:
  • Five (5) consecutive years of Good Performance in current position
  • No disciplinary action in the last five (5) years in file
Step Three
Midpoint of pay range When employee has met one of the two sets of criteria:
First criteria
  • Five (5) consecutive years in current position
  • Five (5) years of Good Performance
  • No disciplinary action in the last five (5) years in file
  • Additional relevant education or certification
Second criteria
  • Ten (10) consecutive years in current position
  • Five (5) consecutive years of Good Performance
  • No disciplinary action for the last five (5) years in file

The target salaries are implemented for those employees who meet the criteria established above. Any employee can move within the pay range based on years of service in position, relevant education, and performance. Employees may also move within their ranges via in range adjustments, across the board, special performance or market adjustments as determined by the President. Target salaries are not projected above the midpoint of pay range. This is based on the premise that the midpoint represents the market salary for each position and the goal is to have all good employees who have been with the University for ten (10) years at the market pay for their position. Those who meet additional criteria may reach the midpoint within five (5) years.



Target Salary FAQ

What are target salaries?

Target salaries are a way to move exempt and non-exempt staff within pay ranges outside of yearly increases based on established criteria. The goal is to move exempt and non-exempt staff employees to the midpoint of their pay range if meeting the requirements of their position within ten years. Employees exceeding requirements of the position (additional relevant education or certifications) may reach their target salary in as little as three to five years.

Why are we implementing target salaries?

The ISU Strategic Plan, The Pathway to Success, has identified improving faculty and staff compensation as a priority for the University. Over the past year, the University has been conducting a comprehensive review of the current staff compensation and classification program for the purpose of making improvements and enhancements. Specifically, we have been working to address inequities in staff pay within the ranges.

What are the criteria for determining a target salary?

There are five different criteria when determining a target salary. The definitions for each are below:

· Time in position time in position should not be confused with time at the university. The time within the position would start at the point of being placed into the position. If the position changes in nature and a promotion takes place then the time in position starts over. However if the position title only has changed and not the position itself and no monetary award has taken place as a result of the change in title then the time in the position continues rather than starting over.

· Performance Performance is based on the criteria established in the performance appraisal process. To qualify for the step process the performance must be as identified within the step as Good Performance, Very Good Performance, or Outstanding. For implementation of this program, the assumption is that all employees have had good performance unless otherwise noted for the past five (5) years.

· Disciplinary Actions Discipline can occur for a variety of reasons. It can be based on attendance, behavior, or performance issues. For the purpose of this document, any discipline is considered as a disqualifier for the next step or target salary.

· Education Education is in reference to education that is considered beyond the normal requirements of the position, adds to the value of the employee, and is relevant to the position. For example, an Administrative Assistant's position may require only an Associate's Degree but a Bachelor's degree would be relevant and beneficial to the position.

· Certification Certification is considered as a developmental item for a person within a position. It is a preference and not a requirement but is an additional demonstration of proficiency for a staff person. An example is an individual who is working as an Accountant and takes and passes the CPA.

Who is eligible to receive a target salary adjustment?

Benefits eligible exempt and non-exempt staff who meets established criteria are eligible. Nonexempt police officers, coaches, and executive staff are excluded because of separate salary guidelines.

How will I know if I am receiving a target salary adjustment?

Staff employees receiving a target salary adjustment will be notified as part of the annual salary letter.

What should I do if I think I am eligible based on the criteria but did not receive a target salary adjustment?

Time in position, performance evaluations, relevant certifications and degrees used to determine target salaries is based on the date of November 1st. Disciplinary actions received will be considered up until target salaries are implemented. If you think that you have met the criteria based on the above dates, discuss this with your supervisor first. If you both agree that you met the criteria, your supervisor should work with your department head or Dean who will work with the respective vice president. If it is determined that an error has been made and you are eligible for a target salary adjustment, Human Resources must be notified no later than January 15th following the November increase.

When must HR be notified of target salary errors?

HR must be notified no later than January 15th following the November increase. Information received after that date will be considered the following year.

How often and when will target salary adjustments be made?

The University hopes to be able to determine target salary adjustments annually; however, this is not an entitlement. As with salary increases, the University will need to determine what it can or cannot do on an annual basis. There may be years when it is not feasible to give target salary adjustments.

When will data be reviewed, target salaries determined, and adjustments be made again?

The process will take place in the fall as part of the normal annual salary review process. Target salary adjustments will be made contingent on available funding.

How is the target salary determined?

The target salary is determined based on established criteria for movement to the first quartile or midpoint of the appropriate pay range.

What is the first quartile of the pay range?

The first quartile is the midpoint between the range midpoint and the minimum of the salary range.

Why is the University not calculating target salaries beyond the midpoint of the pay range?

Financially the University cannot afford to project salaries beyond the midpoint of the pay range.

How is my target salary affected when I receive a promotion?

When promoted, you will receive a promotional increase based on established compensation criteria. You will start over for the determination of target salary since one of the criteria is based on time in position.

How is my target salary affected if I transfer to another department but keep the same job title?

If you retain the same job title and pay grade, then you retain the years of service in position.

What types of disciplinary action are considered when determining a target salary?

Any discipline that has occurred in the past five years based on performance, behavior, absenteeism etc. is considered.

How is my target salary affected if I am demoted voluntarily or involuntarily?

If placed in another position the time in position will start over.

How is my target salary affected if my job duties do not change but I receive a new title?

If the change is just a title change but not reflecting different duties, you will not start over in time in position unless the change resulted in a promotional increase.

What types of certifications are considered "relevant" when determining a target salary?

The type of certifications must be relevant to the position and require recertification on a regular basis by meeting requirements by the certifying organization.

What type of education is considered additional relevant education when determining a target salary?

Relevant education must be determined based on the position the employee is in. The education must add value to the work performed by the employee.

What do I need to do if I receive relevant certifications or education?

First, note the information on the performance evaluation. Next, please submit your original transcript or a copy of the certification to Human Resources.

If I receive credit for relevant certification or education and I obtain additional certification or education, will I receive additional credit?

No. The only time this may be considered is if you move to a different position with different qualifications required.

How is time in position determined?

Time in position is determined by looking at the time the employee started working in their current position at ISU.

Why can't my previous experience from another job be considered?

That information is too difficult to determine objectively, therefore we are considering only direct experience here at ISU.

Why can't my years of service with the University be considered?

Years of overall service does not necessarily reflect proficiency in a particular job.

Why are the target salary steps different for exempt and non-exempt?

Most exempt positions require a level of education and experience that exceeds that of nonexempt and as a result, those positions are more market sensitive.

When are the increases effective?

The increase for exempt staff is effective November 1st and reflected in the December 1st paycheck. The increase for non-exempt staff is effective at the beginning of the last pay period in October and reflected in the first paycheck in November.

Is the faculty part of the target salary program?

A separate process was utilized to establish target salaries for faculty based upon other criteria. That program has already been implemented.