HR Units

Human Resources

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

Employment Services

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

Payroll Services

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

Benefits Services

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

PDL

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

    Deciding Between Temporary Pay Adjustment and Reclassification

    Additional compensation and recognition is naturally expected when an employee has taken on additional duties. The process for providing these benefits requires some careful thought. This decision flow is intended to guide managers to the best solution for the circumstances.


    Temporary New Duties Permanent New Duties
    More Responsibility Same Responsibility More Responsibility Same Responsibility
    Temporary Pay Adjustment
    Temporary higher duties assumed by the employee for a specified period of time.  
    Additional Compensation or Overtime
    Payment for services beyond the primary scope of responsibilities or appointment. See FSH 3440 and APM 50.11
    Reclassification
    Permanent, higher level duties assumed by an employee needs to be submitted to Human Resources for review. See FSH 3360 and APM 50.51
    Merit Increase
    Permanent duties assumed by an employee that fall within the current title and job duties. Merit increases are to be given during the salary setting process.
  • Staff Temporary Pay Adjustments Guidelines

    Temporary pay adjustments are for additional duties performed on a temporary basis for a defined period of time, and the duties are outside the individual’s current responsibilities. In some instances, the employee may need to be compensated overtime for the additional responsibilities per Faculty Staff Handbook (FSH) 3440 and the Fair Labor Standards Act.

    Consider the following prior to submitting a temporary salary increase:

    Duration and Scope of the Additional Responsibilities

    Temporary increases are meant to be from a minimum of 30 days to a maximum of 12 months. On-going responsibilities should be included in the employee’s job description. Significant changes in the job description should be forwarded to Human Resources for review as a promotion for exempt employees or a reclassification for classified employees – Refer to FSH 3370 and the Administrative Procedures Manual (APM) 50.51.

    Merit, Equity, or Recognition for a Job Well Done

    Merit, equity, or recognition increases for performing the responsibilities of the position well are not appropriately administered as a temporary increase. These types of increases should be recommended during the salary setting process for the beginning of the fiscal year as a permanent increase.

    Grant Funded Positions

    If the change in responsibility is for a position funded by a grant or if the money used to provide the increase is coming from a grant account, the Office of Sponsored Programs must be alerted to the need, prior to the change being implemented. Not all grants allow for these types of changes.

    Approval

    All temporary salary increase requests must be approved and coordinated with your department and/or college administrative office, as appropriate. All requests for staff temporary salary increases are sent to Human Resources for review prior to implementation. If the HR recommendation is different than the original proposal, the department administrator may forward the request with the HR recommendation to the Provost’s Office for further consideration.

    All faculty temporary salary increase requests are forwarded to the Provost Office for review and approval prior to implementation.