HR Units

<span style="font-size:65%">Human Resources</span>

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3602

General Email

Department Phone List

<span style="font-size:65%">Employment Services</span>

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3602

General Email

Department Phone List

<span style="font-size:65%">Payroll Services</span>

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3609
Fax: (208) 885-3864

General Email

Department Phone List

<span style="font-size:65%">Benefits Services</span>

Office Location
415 West 6th Street
875 Perimeter Drive MS 4332
Moscow, ID 83844-4332
Phone: (208) 885-3697
Fax: (800) 646-6174

General Email

Department Phone List

<span style="font-size:65%">PDL</span>

Office Location
Administration Building
Room 216 - 220
875 Perimeter Drive MS 3166
Moscow, ID 83844-3166

Phone: (208) 885-2322
General Email

Human Resources Banner

Compensation

The pay grades for exempt and classified positions shown on this page are determined by the classification for each position.
  • Staff Pay Ranges

    $ Dollars Per Hour

     Grade

     Minimum

     First Quartile

     One Third

     Midpoint

     Maximum

     1

     8.34

     9.59

     10.00

     10.89

     13.34

     2

     9.41

     10.82

     11.29

     12.18

     15.05

     3

     10.50

     12.07

     12.60

     13.67

     16.80

     4

     11.64

     13.67

     14.35

     15.70

     19.78

     5

     13.37

     15.71

     16.49

     18.07

     22.73

     6

     15.40

     18.10

     18.99

     20.80

     26.18

     7

     17.83

     21.39

     22.58

     24.96

     32.09

     8

     21.39

     25.67

     27.09

     29.91

     38.51

     9

     25.65

     30.78

     32.48

     35.90

     46.17

     10

     30.95

     37.91

     40.23

     44.91

     58.80

     11

     38.72

     47.44

     50.33

     56.11

     73.58

     12

     48.63

     60.78

     64.82

     72.94

     97.26


     Full Time Dollars Annually

     Grade

     Minimum

     First Quartile

     One Third

     Midpoint

     Maximum

     1

     17,347.20

     19,947.20

     20,800.00

     22,651.20

     27,747.20

     2

     19,572.80

     22,505.60

     23,483.20

     25,334.40

     31,304.00

     3

     21,840.00

     25,105.60

     26,208.00

     28,433.60

     34,944.00

     4

     24,211.20

     28,433.60

     29,848.00

     32,656.00

     41,142.40

     5

     27,809.60

     32,676.80

     34,299.20

     37,585.60

     47,278.40

     6

     32,032.00

     37,648.00

     39,499.20

     43,264.00

     54,454.40

     7

     37,086.40

     44,491.20

     46,966.40

     51,916.80

     66,747.20

     8

     44,491.20

     53,393.60

     56,347.20

     62,212.80

     80,100.80

     9

     53,352.00

     64,022.40

     67,558.40

     74,672.00

     96,033.60

     10

     64,376.00

     78,852.80

     83,678.40

     93,412.80

     122,304.00

     11

     80,537.60

     98,675.20

     104,686.40

     116,708.80

     153,046.40

     12

     101,150.40

     126,422.40

     134,825.60

     151,715.20

     202,300.80

  • Faculty Salary

    As outlined in the Faculty-Staff Handbook policy 1420.A-2, the Office of the Provost and Executive Vice President is responsible for the oversight of the faculty personnel system. Please refer questions related to faculty employment to that office.

    The salary agreement defines the annual period of the appointment, change of agreement notice requirements, salary, pay periods, position title, employment status and such other information to define the contract of employment each year for faculty and exempt personnel.

    Salary Agreements and Related Information

    For out of cycle pay increases and additional information, refer to the Budget Office Salary Model

    Summer Salary Information

    Additional Comp and Temp Salary Increase

  • Students and Temporary Pay Ranges

    The amount of responsibility assumed, the level of decision-making required, and the difficulty or specialization of the work factor into the determination of the pay range for a position.

    Level 1

    Pay Range: $7.25- $10.00+ depending on experience. Entry level, non-skilled positions. Employees are trained by the employing department and usually work under direct supervision. Duties are generally routine/repetitious and may include light physical effort.

    Level 2

    Pay Range: $8.00 - $12.00+ depending on experience.. Requires knowledge or at least three months of experience or some academic and/or technical skills. Duties are routine but require some judgmental decisions and responsibilities. Employees have less supervision once duties are learned. Employee may eventually train/lead activities of other employees.

    Level 3

    Pay Range: $9.50 - $13.00+ depending on experience. Requires a combination of some related education or advanced technical skills and some related work experience in order to meet the requirements of the position. Supervision can be minimal and work is varied, requiring a high level of initiative and judgment in work/assignments. Employee may train/supervise/lead/coordinate activities of other employees.

    Level 4

    Pay Range: $13.00 - No upper limit/hour. Positions in this class may require a Bachelor’s degree, Master’s Degree or Ph.D. OR require independent performance, decision making and accountability AND at least a year of comparable full-time work experience. Employee may independently oversee a program, service or project and supervise other employees with a high level of accountability for outcomes.

  • Additional Compensation for New Duties

    FSH 3480 Compensation for Service in Addition to Regular Duties describes a fairly narrow means to secure additional compensation for faculty and exempt staff.  The policy continues to apply to faculty.

    FLSA exempt staff have been folded into an all-staff classification system and the University has established goals and procedures for compensation-related decisions that support these goals.

    For FLSA exempt staff, we now follow the Temporary Work Performed at a Higher Classification process outlined in the Staff Work Performed Temporarily at a Higher Classification Procedure

  • Staff Work Performed Temporarily at a Higher Classification Procedure

    In keeping with the staff classification system and good compensation principles, temporary pay increases for exempt or classified staff should be based on performing significantly additional tasks at a higher classification level.  If the additional duties are temporary (six months or less) use this procedure.  If the duties are long-term or permanent, consider a reclassification request for the position.  If the duties do not warrant a temporary change in pay, you may consider this in the merit pay decision with the next salary cycle.

    Temporary Work Performed at a Higher Classification

    Supervisors of a classified or exempt staff employee who require that employee to temporarily perform work at a higher level must take into consideration all available and comparably skilled employees within the department for that opportunity.  The Chief Diversity Officer should approve the request from this perspective.  Once approved, and prior to assigning the work, Human Resources must confirm that the majority of the duties assigned to that employee are at a higher level and will be worked for a period of not less than four weeks.  The employee should receive work-out-of-class pay, at a minimum, of not less than 5% of their current salary or not less than the minimum salary in the higher classification range, whichever is greater. The pay difference should be determined based on a salary compression analysis by Human Resources.  Work performed at a higher classification may continue until the position is filled, eliminated or six months, whichever is shorter.

    Prior to the work beginning, please complete the attached form and send it to your HR Business Partner.

    Approved by the Vice Presidents July 30, 2013

  • How to Pay

    Please address, in detail, the following questions below and forward to: howtopay@uidaho.edu

    Please forward this information to anyone you feel may need it. 

    1. Who is the contact person for this payment?
    2. What is the general purpose of the payment?
    3. How much do you want to pay them and over what period of time?
    4. Are they or have they been, this calendar year, a UI employee?
    5. Are they or have they been, this calendar year, a UI student?
    6. Are they required to work certain hours?
    7. Who supervises the position?
    8. Are they required to work a specific schedule?
    9. What will the duties be?
    10. Start date:
    11. End date:
    12. What is the end goal (Please be very specific and detailed)?
    13. What benefit, if any, will the University, or the sponsor, if this is a sponsored project, receive from these services?
    14. Is this research?
      1. If yes, is the research for the use and benefit of a particular organization or will it be made publicly available if publishable?
    The following scenarios provide helpful information when determining how to pay individuals for work they perform for the university.
  • How To Calculate Travel time for Non-Exempt Staff
    It can be difficult to calculate what is travel time and what is compensable time when non-exempt employees travel for work-related purposes. Click here for helpful info concerning how to decipher what is inside and outside the realm of regular work hours.