Employee Raises: A Walk-Through the CEC Process
The Idaho State Legislature is responsible for distribution of public funds and determines whether State of Idaho employees will receive pay raises, known as Change in Employee Compensation (CEC).
The Idaho State Legislature has approved annual pay increases for state employees. Boise State University includes all benefit-eligible employees in the CEC, and appreciates this funding and the positive impact it has on employees.
Classified and Professional staff will receive letters with their new compensation amount by early to mid June. Faculty will receive updated contracts by the end of June.
The following elements comprise CEC increases. When combined together, they equate to the final per hour increase for the upcoming fiscal year.
FY25 1% Increase for Permanent Employees
All permanent, benefit-eligible faculty and professional staff employed as of March 4, 2024, and classified staff permanently employed before the pay period beginning on April 14, 2024, will receive a 1% increase. Performance will not be a factor in this increase, and all Boise State employees permanently employed as of the dates outlined above are eligible regardless of their probationary status.
FY25 Merit-Based Increase
Professional and Classified Staff
All Boise State professional staff and faculty who were benefit eligible on or before March 4, 2024, and classified staff who are not on entrance probation and who were permanently employed before the pay period beginning on April 14, 2024, will receive a merit-based increase if they meet the additional eligibility criteria established below. CEC merit increases will be distributed to eligible staff as follows:
| COMP RATIO | Does Not Achieve Performance Standards | Achieves Performance Standards | Exceeds Expectations | Exemplary Performance |
|---|---|---|---|---|
| 101% - 190% | 0% | 1.50% | 1.80% | 2.10% |
| 60% - 100% | 0% | 1.55% | 1.85% | 2.15% |
FY25 Faculty Merit Matrix
Boise State faculty who are benefit-eligible employees on or before March 4, 2024, have a merit score of “Achieves Performance Standards” or above, and have completed the statewide mandatory cyber security training and respectful workplace training are eligible for a merit increase that will be distributed as follows:
| COMP RATIO | Does Not Achieve Performance Standards | Achieves Performance Standards | Exceeds Expectations |
|---|---|---|---|
| Above 110% | 0% | 1.65% | 2.16% |
| 90% to 109% | 0% | 1.75% | 2.26% |
| Less than 90% | 0% | 1.85% | 2.36% |
FY 2025 – Payline Shift
Classified employees who are below the minimum of their applicable FY 2025 pay structure, after full implementation of the 1% and the 2%, will receive an increase to the minimum of their respective pay grade. Boise State has no employees affected by the state payline shift under this CEC plan.
Effective Dates for CEC Increases
- June 9: Classified and Professional Staff CEC effective date, pay date July 5, 2024
- July 21: Faculty CEC effective date, pay date August 16, 2024
Eligibility
Employees who meet the following criteria are eligible for a merit-based increase as a part of Boise State’s 2025 CEC distribution plan, up to the maximum of their pay grade:
- Have a current performance evaluation of “Achieves Performance Standards” or higher that was completed within the past twelve (12) months and was not used for the prior CEC.
- Have successfully completed the 2024 Cybersecurity Training and Respectful Workplace Training.
- Employees on promotional probation are eligible for a CEC merit-based increase if all other eligibility criteria are met.
- Classified employees on entrance probation as of April 14, 2024, will be eligible to receive a FY 2025 CEC merit increase upon successful completion of probation with a performance appraisal rating of Achieve Performance Standards or higher.
Definitions
Staff Pay Grades
Pay Grades are an established range of compensation based on target markets and positions with work requiring similar knowledge, skill and ability. Pay grades also contain target ranges designed to distinguish between differing levels of experience, individual contribution, and employee type. Each Classified and Non-Classified/Professional position is assigned a pay grade.
- Minimum Compensation Rate: The lowest compensation rate, used only for Temporary or Underfill employees.
- Boise State University Minimum Hire Rate: The lowest compensation rate for a Regular employee.
- Midpoint of Pay Grade Compensation Rate: The target market compensation rate for a position in a pay grade.
- Maximum of Pay Grade Compensation Rate: The highest compensation rate for a position in a pay grade.
Hourly Rate
Every employee, whether they are paid a salary or by the hour, has an hourly rate. Employees can see their current hourly wage by logging into myBoiseState.edu > Bronco Hub > Me > Personal Info > My Compensation.
COMP Ratio
All professional and classified employees have a pay grade. An employee’s current position always falls into a pay grade. Pay grades are based on the type of work, experience, skill set, decision making, budgetary and supervisory responsibilities, in addition to other hiring attributes. Each pay grade has a policy (or mid-point) that reflects the market rate for a position. Percentages from the mid-point range make up a ‘COMP Ratio’. You can find your pay grade by logging into myBoiseState.edu > Bronco Hub > Me > Employment Info.