Compensation and Data Analytics

A: Not always, it depends on how significant the duties have changed. Often, a position’s duties change or additional duties are assigned to a position, but the changes are not significant enough to move the position to a different classification.

A: You can request a copy of a job description by contacting the Workforce Planning team at compensation@boisestate.edu.

A: Boise State University uses a “Market Referenced” program called the Professional Staff Salary Administration Program (PSSAP) for professional staff compensation and classification. In a “Market Referenced” system, job content and role (i.e., body of work) of a position is compared with other jobs in the appropriate market externally. Pay for these jobs are compared to similar jobs in other universities, colleges, companies, locally and nationally depending on the job in which we compete for talent. When a match cannot be made to an external position in the market, we slot jobs to determine the internal grade for the position. In a market-referenced system, funding required to pay our professional staff employees competitively is determined and those funds are allocated across jobs in a manner that produces the best business results. Accordingly, the University is committed to administering a staff compensation program that is both fair and equitable while recognizing University constraints.

A: The state uses the Hay system to determine the relative value of each classification using a guide chart profile method and correlated factoring of benchmark job classifications. The Hay system measures such factors such as job know-how, problem solving, accountability, and additional compensable elements such as work environment. Hay points and market factors are converted to ranges associated with each pay grade on the state pay schedule.

A: Classification decisions are based on the predominant activities/functions/duties and major purpose of a position. Other factors include level of program knowledge, independence, decision making responsibilities, consequence of errors, and problem solving requirements.

A: The DHR state class specification is a general summary document that is used to describe a state classified job. A class specification may represent hundreds of different positions in a variety of state agencies.  A job standard includes the purpose, knowledge, skills, abilities, and 60 % of the essential responsibilities.  Use these for job recruitments, job descriptions and career path design. A job description is a more specific expectation of work for an employee’s position and should be updated as job duties and responsibilities change.

A: Areas not directly related to job duties do not impact the classification of a position. Examples of areas not considered in a classification decision include an increase in volume of work; adding more of the same level of duties; performance issues (either good or poor); the skill or background level of an employee; temporary duties assigned such as on a fill-in basis during vacations or medical absences; who or what department the employee reports to, and pay needs of the employee or a department’s budget restrictions or availability.

A: Classified and professional staff positions are distinguished based on job duties and responsibilities. In general, most classified positions are non-exempt under federal FLSA (Fair Labor Standards Act) rules, which means they are eligible for overtime, and most professional staff positions are exempt (not eligible for overtime under FLSA rules).

A: A compensation and classification review is required to establish a new position, reclassify an existing position, or make changes to an existing job description.