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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 11/1/2016)
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:
Athletic Equipment Attendant, 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, 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 Assistant Teacher, Gardener, Library Associate II, Mail Services Assistant, Membership Services Assistant, Office Assistant, Public Safety Records Coordinator, Purchasing Assistant
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:
Administrative Assistant I, Admissions Processing Specialist, Assistant to the Curator, Athletic Equipment Manager, Athletic Facilities/Operations Assistant Manager, Computer Operator II, Data Entry Operator, Financial Aid Processing Specialist, Laboratory Assistant/Storekeeper, Laboratory Research Assistant, Mail Services Coordinator, Media Sales Consultant, Overnight Library Supervisor, Parking Services Assistant, 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 Associate, Administrative Assistant II, Administrative Specialist, Budget Coordinator, Carpenter, Chemistry Stockroom Manager, Communications Officer, Course Delivery Coordinator, Custodial Supervisor, Early Childhood Education Center Teacher, Events Coordinator, Events Setup Supervisor, Financial Aid Grant Specialist, Financial Aid Processing Supervisor, Grounds Office Coordinator, Human Resources Assistant II, Information Technology Analyst, Instrument Repair Technician, ISBDC Specialist, Lab Research Coordinator, Library Accounting Associate, Library Associate III, Maintenance Mechanic, Painter, Parking Services Coordinator, Payroll Clerk, Registration & Records Specialist, Research Associate, Senior Laboratory Research Assistant, Student Services Assistant II, Technical Services Assistant, Technical Support Specialist, Telecommunications Technician, Ticketing Sales Associate, Travel Account Specialist, Web Content Coordinator
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 Century Scholars Corps Coordinator, Academic Advisor, Academic Associate, Administrative Assistant III, Admissions Counselor, Admissions Operations Coordinator, Admissions Regional Coordinator, Admissions Transfer Coordinator, Animal Facility Supervisor, Athletic Studies Coordinator, Athletic Trainer I, Auxiliary Services Supervisor, Blumberg Center Technology Coordinator, CAD Technician, Core Research Technology Specialist, Dispatch Coordinator, Electrician, Enrollment Services Coordinator, Events Specialist, Field Campus Manager, Financial Aid Counselor, Graphic Designer, Honors Program Coordinator, Human Resources Assistant III, Institutional Research Assistant, International Student Credential Coordinator, Lead Gardener, Lead Technical Services Assistant, Locksmith, Operations Supervisor, Payroll Coordinator, PC Support Specialist, Plumber, Postdoctoral Research Assistant, Postdoctoral Research Associate, Postdoctoral Research Fellow, Refrigeration Mechanic, Registration & Records Coordinator, Research Drawing Specialist, Scholarship Coordinator, Senior Custodial Supervisor, Senior Electronic Technician, Senior Maintenance Mechanic, Senior Laboratory Research Coordinator, Senior Physics Laboratory Coordinator, Steam Mechanic, Steam Systems Operator, Student Success Assistant Program Coordinator, Student Services Assistant III, Student Success Assistant Program Coordinator, Student Support Services Advisor, 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 Assistant Director, Admissions Systems Coordinator, AmeriCorps Program Coordinator, Assistant Program Director, Athletics Business Coordinator, Auto Maintenance Mechanic, Blumberg Center Compliance/Instructional Specialist, Buyer/Office Manager, CEB African American Cultural Center Assistant Director, Client Services Assistant, Collections Specialist, Contract Coordinator, Dean's Assistant, Degree Mapping Coordinator, Educational Support Coord, Electrician - Special Systems, Employee Benefits Administrator, Financial Aid Client Services Coordinator, Financial Reporting Assistant, Fraternity & Sorority Life Assistant Director, Graduate Education System Specialist, Grant Account Specialist, Institute for Community Sustainability Assistant Director, Interim Athletic Student Assistant Director, International Student Advisor, Lead Carpenter, Lead Refrigeration Mechanic, Lead Telecommunications Technician, Mail Services Manager, NCAA Compliance Coordinator, Photographer/Videographer, Program Coordinator, Rehabilitation Office Coordinator, Residential Life Area Coordinator, Residence Policy Coordinator, Scenic Studio Supervisor, Scholarship Systems Coordinator, Sponsored Programs Coordinator, Student Account Supervisor, Student Organization & Leadership Development Assistant Director, Student Success Coordinator & LEAP Advisor, Student Success Program Coordinator, Student Teaching Coordinator, Technical Services Supervisor, Ticket Manager, University College Adviser & Associate Professor, 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:
Accounting Unit Supervisor, Assistant Bursar, Assistant Payroll Manager, Assistant Registrar, Blumberg Center Data Coordinator/Scheduler, Broadcast Engineer, Budget Specialist, Building Operations Technician, CAD Supervisor, Campus Recreation Assistant Director Aquatics, Campus Recreation Assistant Director Fitness, Campus Recreation Assistant Director Intramural, Career Services Coordinator, Circulation Manager, Co-Head Athletic Trainer, Construction Project Inspector, Contracts and Grants Specialist, Electrical Supervisor, Executive Assistant, Grant Writer, Hardware Support Specialist, HC/Conference & Event Services Marketing Coordinator, Health Info Tech Specialist, Honors Program Assistant Director, HRIS Analyst, Information Center Consultant, International Affairs Assistant Director, IT Support Specialist, IT Support Technician, Lead Auto Maintenance Mechanic, Lead Locksmith, Library Electronic Resources Administrator, Maintenance Supervisor, Media Relations Coordinator, Media Relations Coordinator Athletic, Payroll Systems Analyst, Personnel Coordinator, Police Corporal, Police Officer, Probation & Mentoring Programs Coordinator, Purchasing and Central Receiving Assistant Director, Registration & Records Information Analyst, Senior Maintenance Supervisor, Student Conduct & Integrity Associate Director, Student Employment Program Coordinator, Systems Administrator, Technology Systems Coordinator
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:
Academic Programmer Analyst, Assistant Chief Instructor Pilot, Benefits Analyst, Blumberg Center Media Producer, Blumberg Center Project Coordinator, Blumberg Center School Psychologist, Budget Manager, Business Advisor, Career Services Employer Relations Coordinator, Clinical Coordinator Food Nutrition, Clinical Simulation Specialist, COB Undergrad Student Services Assistant Director, Community School of Arts Director, Construction Project Leader, Contracts and Grants Assistant Director, Counseling Psychological Services Staff Psychologist, Degree Completion Recruiter, Detective Sergeant, Employee Relations Specialist, Executive Associate, Financial Aid Systems Manager, Financial Analyst, Financial Systems Analyst, Human Resources Generalist, IEPRC Project Coordinator, IEPRC Site Manager, Instructional Design Specialist, Maintenance Coordinator, MBA Program Assistant Director, Media Relations Assistant Director, Media Relations Specialist-Athletics, Payroll Manager, Photography Services Manager, Police Sergeant, Professional Development Program Assistant Director, Programmer Analyst, Public Safety Assistant Director-Parking and Traffic, Rehabilitation Specialist, Reporting Analyst, Research Analyst, Risk Manager, Safety Specialist, Staff Accompanist, Steam Plant Assistant Manager, Student Union Operations Manager, Student Wellness Associate Director, Technical Project Manager, Training and Development Specialist, 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:
Accounting Manager, Admissions Associate Director-Communications, Admissions Associate Director-Operations, Admissions Associate Director-Student Services, African American Cultural Center Director, Assessment and Accreditation Coordinator, Associate Bursar, Assistant Athletic Director-Business Operations, Assistant Athletic Director-Compliance, Athletic Studies Director, Blumberg Center Project Director, Business Intelligence Analyst, Campus Life Associate Director, Campus Life Weekend Program Associate Director, Campus Recreation Associate Director, Career Services Assistant Director, Career Services Assistant Director Employee Relations, Classroom & Event Technology Manager, COE Student Services Associate Director, Computer Support Manager, Counseling Psychologist, Center Community Engagement Associate Director, Custodial and Special Services Manager, Database Administrator, E-commerce/Systems Accountant, Electrical Engineer, External Relations Representative-Scott College of Business and Gongaware Center, Fiscal Operations Director, FM Radio Station Manager, Hulman Center/TAF Assistant Director, Instructional Tools Support Manager, Internal Audit Director, Landscape and Grounds Manager, Math/Writing Center Director, Multimedia & Research Manager, Network Engineer, New Student Programs & Testing Director, OIT Resource Manager, Police Lieutenant, Psychology Clinic Director, Residential Life Assistant Director - Customer Operations, Residential Life Assistant Director - Res Educ, Scholarships Director, Senior Assistant Director-Athletics, Senior Financial Analyst, Staff Psychologist/Coordinator, Student Financial Aid Associate Director, Student Media Web Content Manager, Student Support Services Director, Student Video Production Manager, Systems Integrator, Tax Compliance Officer, University Curator, Video Production Manager, Web Application Server Administrator, Web Services Social Media Associate Director
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:
Affirmative Action Compliance Director, Assistant Dean of Students for Student Advocacy, Assistant Dean & Director Educational Student Services, Assistant Dean & Student Cond Integrity Director, Assistant Dean of Students for Student Advocacy, Associate Controller, Associate Director, Associate Registrar, Bayh COE Technology Manager, Blumberg Center Director, Building & Facilities Manager, Business Intelligence Specialist, Campus Life Director, Campus Recreation Director, Chief Instructor Pilot, COB Student Services Director, College Challenge Director, Compensation & Records Director, Computer Operations Manager, Contracts and Grants Director, College of Technology Student Career Support Outreach Director, Counseling and Psychological Services Associate Director, CSHRS Director, Distance Learning Director, Employee Relations and Immigration Director, Environmental Health Safety Director, First Year Student Outreach & Success Director, Fraternity & Sorority Life Director, Health Wellness Life Enrichment Director, Help Desk Manager, Hulman Center Events Services Director, International Affairs Associate Director, IR Associate Director - Research & Analysis, ISBDC Program Director, IT Consultant Manager, IT Project Manager, Lead System Integrator - Linux, Marketing Director, Mechanical Technologist, Media Relations Director, Nursing Learning Resource Center Director Techn Coor, Police Captain, Project Director, Purchasing Central Receiving Director, Residential Life Associate Director, Residential Life Technology Manager, RHIC Simulation Director, Senior Programmer Analyst, Staff Benefits Director, Steam Plant Manager, Student Publications Director, Student Union Director, Study Abroad Program Director, University Architect, WCI-AHEC 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 Dean of Students, Career Services Executive Director, Center for Business Support and Economic Innovation Program Director, Center Student Success Director, Communications & Marketing Executive Director, Creative Services Director, Educational Technology Services Assistant Director, Gongaware Center Net Fin Inst Dir, Information Technology Security Officer, Institutional Research Director, Lead Systems Architect, Network Engineering Services Assistant Director, Rehabilitation Clinic Director, Senior Database Administrator, Senior IT Project Manager, Senior Software Engineer, Student Media Executive Director, Telecommunications Assistant Director, University Honors Program Executive Director, University Bursar, University Diversity Officer
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 Director, Associate Dean Students/Engagement, Budget, Payroll & Risk Management Director, Capital Planning & Improvements Director, Center for Teaching Excellence Director, Chief of Police, CIRT Director, Counseling Psych Services Director, Executive Director for Residential Life & Housing, Executive Director Strategic Initiative & Enterprise Services Director, Facilities Operations Maintenance Director, ICS Director, Indiana Principal Leadership Institute Director, Institutional Computing Services Director, International Affairs Director, Registrar, Sponsored Programs Director, Student Financial Aid Director, Technology Infrastructure Services Director

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.