BSU Compensation and Classification Services
Professional Staff Salary Administration Program (PSSAP)
Links
A Comprehensive, Best Practices Program
- Salary Surveys
- Benchmark Jobs
- Jobs with no Benchmark
- Management & Professional Titles
- Uniform Minimum Qualifications
Adoption of a Uniform Pay Structure
Pay Program Administration Using Zone Concepts
Appendices
Job Families/Career Band Definitions
Pay Program Administration Using Zone Concepts
Although each pay grade in the structure will have a fairly substantial spread between its Minimum and Maximum salary points (i.e., it approximates a 70% spread), Boise State's intent is that the majority of the Professional Staff will be paid somewhere between the 25%ile and the 75%ile of their respective pay grades. Click Here to view how each pay grade has been split into three (3) zones. Each pay grade has been split into three (3) zones. Zone 2 is the Market Target Zone where we expect most of our employees to be paid. The reasoning for this is as follows:
- The midpoint approximates the external market value for the position;
- The 25%ile should represent a very competitive minimum hiring salary as long as we restrict it to those who only possess the minimum qualifications for the job;
- The 75%ile should represent a good, cost-control point to ensure we don't overpay for the value of the services;
- Hiring authorities will have the latitude to pay new hires above the 25%ile when the selected candidate possesses more than the minimum qualifications and internal equity considerations are met;
- Individuals can move thru the zone based on their performance and contributions whenever the state provides CEC funding;
- Individuals can move into Zone 3 based on their performance and contributions whenever the state provides CEC funding and their divisional Vice President/Provost/President concur.
Currently, we have projected that 78% of Professional Staff salaries are within Zone 2; 6% are in Zone 3; and, 16% are in Zone 1. The University's Executive Leadership Team has committed to increasing the Zone 1 employees to Zone 2 as soon as funding is made available.
This, of course, is dependent on the accuracy of the initial job evaluations conducted by Human Resources as part of this project. To date, and after many discussions with managers/directors across the campus, it is estimated that departments/colleges have been in agreement with about 80% of our original evaluations.
Last reviewed February 2010