Review of Classified Staff Pay Grades - FAQ's
- What is involved in the annual review of salary grades for all classified staff job titles?
- The classified staff system is part of a three-university system that includes Arizona State University and Northern Arizona University. How can we make unilateral changes to this Tri-University system?
- What is the difference between changing the grade assigned to a classification and changing the pay schedule?
- Will the pay schedule change as a result of this project?
- Will all the classified staff titles be changed on one date?
- When a classification is re-graded, does every incumbent employee in that classification receive a pay increase?
- How can I learn if a classification has been re-graded?
- Why was my job title not re-graded?
- What is the process to appeal a new grade determination?
- What are the requirements regarding the new minimum hiring standard?
- How do the new grades affect employment actions?
1. What is involved in the review of salary grades for all classified staff job titles?
Human Resources conducts an annual comprehensive review of salary grades for all classified staff job titles. This involves gathering and analyzing relevant market data, projecting grade changes where indicated by market data, estimating the initial required cost of possible grade changes, and communicating the results to the university community.
2. The classified staff system is part of a three-university system that includes Arizona State University and Northern Arizona University. How can we make unilateral changes to this Tri-University system?
The three state universities in Arizona all started with the same classification and compensation system in 1990. While the system is governed by the Arizona Board of Regents, each university has made changes to the way the system is used in order to meet their business needs over the years. These types of changes include adding unique classifications, modifying the grade minimum rates, adding new grades, and re-grading jobs to reflect changes in the employment market.
3. What is the difference between changing the grade assigned to a classification and changing the pay schedule?
Either option can be an appropriate method to adjust a pay system, depending on the needs of the employer. The pay schedule for all three state universities is essentially the same, though the exact dollar amounts for the minimums and maximums may vary. In particular, the grade midpoints, which are critical pay target points, are exactly the same. A major overhaul of the pay schedule would require consensus from all three universities and the Arizona Board of Regents. For this reason, it is more effective and efficient for the University of Arizona to use the existing schedule and re-grade classifications.
4. Will the pay schedule change as a result of this project?
The minimum of pay grade 14 has been changed from $8.501 hourly ($17,683 annually) to $8.500 hourly ($17,680 annually).
5. Will all the classified staff titles be changed on one date
There are 567 active classified staff job titles. Of these, 375 have been re-graded effective November 10, 2003, and the remaining titles retain their existing grades.
6. When a classification is re-graded, does every incumbent employee in that classification receive a pay increase?
A re-grade will not necessarily automatically require a pay adjustment. In most cases, departments should increase employee salaries that fall below the minimum of the new range at the time of the re-grade. However, in those instances where funding is not immediately available, departments will have up to twelve months from the official re-grade effective date to increase employees' salaries to the range minimum. Additionally, departments may choose to initiate a pay increase to mitigate internal disparity or external market pressures.
7. How can I learn if a classification has been re-graded?
Materials relating to the result of re-grade will be posted on the Human Resources web site. These materials include an alphabetical list of classified staff job titles, updated job descriptions, a list of titles that have been re-graded, and a list of titles that have not been re-graded.
8. Why was my job title not re-graded?
A variety of factors are analyzed including relevant external market data and existing internal relationships between job titles. As a result, some job titles required an adjustment in the grade, and some job titles were determined to be appropriately graded.
9. What is the process to appeal a new pay grade determination?
Pay grade assignments cannot be appealed.
10. What are the requirements regarding the new minimum hiring standard?
The University has increased the minimum hiring standard from $8.20 to $8.50 per hour ($17,056 to $17,680 annually), and adjusted the minimum of pay grade 14 accordingly. Affected positions with a rate of pay below the new minimum hiring standard will receive an increase to $8.50 effective November 10, 2003. State and locally funded positions have been allocated funding. Affected positions funded by auxiliary and/or sponsored accounts will also receive an increase unless there are insufficient funds currently available to support the increase. Deferred increases should be implemented as soon as possible, and no later than November 9, 2004.
11. How do the new grades affect employment actions?
The new grades must be used for all employment actions (i.e., job postings, employment offers, transfers, etc.) beginning on or after November 10, 2003.
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