Compensation

The University of Idaho Does not currently follow the state of Idaho pay scale for classified employees. Please use this table in determining pay grades for classified employees.

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

• FY2014 Salary Agreement for New Faculty
• FY2014 Salary Agreement for Returning Faculty and New/Returning Exempt Employees 
• FY2014 Postdoctoral Fellow Salary Agreement 
• FY2014 Annual Salary Guidelines  
• Salary Conversion and Step-Down Guidelines

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

Summer Salary Information

• Guidelines for Faculty Summer Salary 
• Summer Salary Release Guidelines for Faculty 
• Summer Salary FAQ's 
• 2013 Summer Salary Worksheet 
• 2013 Summer Salary Agreement 

Additional Comp and Temp Salary Increase

• Temporary Salary Increase/Additional Compensation Form
• FSH 3260: Professional Consulting and Additional Workload
• FSH 3480: Compensation for Service in Addition to Regular Duties

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.

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 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.