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Why is the university changing the salary grade structure and grading process? (If it wasn’t broke, why fix it?)After almost 20 years of using the same structure/process, it was outdated. We worked with a consultant to create a structure that uses salary comparisons from beyond higher education, when possible. Beneficial outcomes of this process include:Fewer grades + wider salary ranges = more flexibilityFormal administrative guidelines that ensure pay is administered consistently across the universityHow did Human Resources determine my new position grade?One of two methods was used to determine your new position grade:Your job was a benchmark job ORYour job was graded using the new job valuation tool.Benchmark job: A brief, generic version of a job description used to help employers match comparable jobs throughout a particular recruiting market. Benchmark descriptions provide general details regarding the role, level of responsibility and qualifications for the job. Job valuation tool: A method used to assess a job’s value when no benchmark job is available. The tool compares the job’s value relative to a benchmark job, taking into consideration the following factors: Scope of responsibilitiesJob impactRequired knowledgeHow can I find out what my new position grade is?Specific details for each employee (i.e., new salary grade and salary range) will be provided by Human Resources and communicated through one-on-one conversations with your supervisor. This should take place between September 22 and October 10. If my position grade is changing, does this affect my pay? (Am I getting a raise? Will I be paid less?)WSU wants all employees to be paid within the range associated with their job’s salary grade. Employees who are below the minimum of the range shall have their salaries raised so that they are within the range (this will affect only a few staff members). No one will be paid less. Does the change in position grade affect my benefits? Accrual of vacation and sick hours?The change in your position grade will not affect any of your benefits.Will pay scales for each position grade be different? Yes, the chart below shows the new grades and salary ranges for 1.0 full-time equivalent (FTE) staff members (ranges differ for less than 1.0 FTE).Exempt GradesMinMidMaxE35$69,100 $98,400 $127,800 E34$55,300 $78,800 $102,200 E33$44,200 $63,000 $81,800 E32$36,700 $50,400 $64,100 E31$30,500 $42,000 $53,500 Non-Exempt GradesMinMidMaxN28$36,800 $49,600 $62,500 N27$32,000 $43,200 $54,300 N26$27,800 $37,500 $47,300 N25$24,600 $32,600 $40,600 N24$22,000 $29,100 $36,300 N23$20,800 $26,000 $31,200 N22$18,900 $23,700 $28,400 N21$18,900 $22.000 $26,900 Does this change affect faculty?No, this change does not affect faculty members.Is this change the result of state or federal legislation?No, this change is not the result of state or federal legislation (see response to question 1).Does the change have any impact on “exempt” and “non-exempt” classifications? Do “non-exempt” still need to enter FSLA each week?No, this change does not have any impact on “exempt” and “non-exempt” classifications. “Non-exempt” staff still need to enter time worked (FSLA) each day.What does this mean in terms of the PREP process and performance evaluations?This change has no effect on the PREP process.Will this change result in a reduction in the number of employees/jobs at WSU?No, this change will not result in a reduction in the number of employees/jobs at WSU. ................
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