BSU Compensation and Classification Services

Compensation

The information on this page will give you a broad overview of a variety of compensation topics including:

General Information


Legislative Salary Adjustments

The Idaho legislature meets annually to determine the type and method of salary adjustments granted to all employees for the following fiscal year. These salary adjustments will be implemented according to legislative intent. Any additional salary adjustment programs established or funded by Boise State University will be announced as appropriate by Boise State administration. These programs must comply with compensation parameters set by the State Board of Education, State Division of Financial Management, State Controllers Office and, where applicable, State Division of Human Resources.


Biweekly Pay Cycle

Boise State University pays employees on a biweekly cycle. Click here to link to the current payroll schedule which outlines pay period dates, time sheet due dates and pay dates: http://hrs.boisestate.edu/payroll/payrollschedule.pdf

Please direct any questions or comments to HRS-Payroll at 426-1616.


Holidays

The following holidays are recognized by the State of Idaho and Boise State University.

  • January 1 (New Year's Day)
  • Third Monday of January (Martin Luther King/Human Rights Day)
  • Third Monday in February (Washington's Birthday)
  • Last Monday in May (Decoration Day)
  • July 4 (Independence Day)
  • First Monday in September (Labor Day)
  • Second Monday in October (Columbus Day)*
  • November 11 (Veteran's Day)*
  • Fourth Thursday in November (Thanksgiving)
  • December 25 (Christmas)

Typically, Boise State asks all employees to work on Veteran's Day and Columbus Day. In turn, the University typically closes the day after Thanksgiving, the day before (or after) Christmas, and the day before (or after) News Year's Day. An announcement is sent out annually to communicate the holiday schedule. The current holiday schedule is available on-line at: http://hrs.boisestate.edu/payroll/holidays.shtml


Classified Employee Compensation

Classified employees are compensated based on Idaho Code and the rules and regulations of the State Division of Human Resources (DHR). The following information and resources should help provide details on classified employee compensation. For any other questions on classified employee compensation, please contact HRS at extension 1616.


The Hay System

In accordance with Idaho Code 67-5309 the administrator of the State Division of Human Resources (DHR) uses the Hay methodology of point factoring to determine the relative value of each classification. The Hay System uses a guide chart profile method and correlated factoring of benchmark job classifications. The system was developed by Hay Management Consultants to ensure internal equity within classified state service.


State Pay Schedule

The pay schedule provides hourly and annual salaries for each paygrade. This includes minimum, policy and maximum pay rate ranges for each paygrade, plus the Hay point factoring ranges associated with each paygrade. You can view the state pay schedule on the web at: http://dhr.idaho.gov/PDF%20documents/Compensation/FY2010payschedule.pdf


Pay for Performance/ Merit Increases

Idaho Code 67-5309C allows for advancement in pay. However, any advancement in pay must be based solely on performance, including factors such as productivity, reliability, effectiveness, and the ability to achieve the goals and objectives of the particular position. You can find information on this section of Idaho code on the web at: http://www3.state.id.us/cgi-bin/newidst?sctid=670530009C.K

Classified employees may not advance in a salary range without a performance evaluation completed by the employee's immediate supervisor certifying that the employee meets the performance criteria of the assigned position.

Idaho Code 67-5309C mandates that the immediate supervisor must evaluate each employee's work performance after 1040 hours of credited state service from the date of initial appointment or promotion and after each 2080 hours of credited state service thereafter. Again, for more information, visit: http://www3.state.id.us/cgi-bin/newidst?sctid=670530009C.K

Pay increases are not construed as a vested right.


Bonuses

Idaho Code 67-5309C allows agencies to grant a classified employee holding permanent status a lump sum bonus not to exceed $1,000 in any given fiscal year based upon excellent performance as indicated by the performance evaluation and as allowed per state salary increase parameters and funding. See: http://www3.state.id.us/cgi-bin/newidst?sctid=670530009C.K


Classified Salary Administration Policies

As required by State Division of Human Resources (DHR) rules, Boise State University has developed internal salary administration policies that govern salary adjustments for classified employees for such actions as appointments, promotions, reclassifications, transfers and reinstatements. Specific policies relating to each of these actions can be found on the web at: http://www.boisestate.edu/policy/index.asp?section=5&policynum=5510


Overtime Pay Calculation

Idaho Code 67-5326 has each agency's appointing authority determine the necessity for overtime work. Each agency also provides for cash compensation or compensatory time off for such overtime work for eligible classified employees, subject to the restrictions of the federal Fair Labor Standards Act (FLSA). Learn more by visiting: http://www3.state.id.us/cgi-bin/newidst?sctid=670530009.K


It is the practice and policy of Boise State University that overtime can only be authorized by an employee's immediate supervisor or department director in advance of the overtime worked.


FLSA-Covered Employees

Classified employees who are covered under the Fair Labor Standards Act (FLSA) are eligible for cash compensation or compensatory time for hours worked over 40 during a workweek, subject to the restrictions of applicable federal and state law as provided in Idaho Code 67-5302. See: http://www3.state.id.us/cgi-bin/newidst?sctid=670530002.K


Paid Overtime: Overtime will be paid at the rate of one and one-half (1 1/2) hours for each overtime hour worked.


Comp Time: Compensatory time off may be provided in lieu of cash compensation at the discretion of the supervisor or department director after consultation, in advance, with the employee.


For additional information about the accrual, use and payment of comp time, please go to: http://www.boisestate.edu/policy/index.asp?section=5&policynum=5510


FLSA-Exempt Employees

Classified employees who are designated as "exempt" (executive, administrative or professional exempt) under the Fair Labor Standards Act (FLSA) are not eligible for cash compensation for overtime work. Instead, they accrue comp time on a one (1) hour for one (1) hour basis. This comp time is not transferable, and is forfeited at the time of transfer to another agency or upon separation from State service. This provision is subject to the restrictions of applicable federal law as provided in Idaho Code 67-5302: http://www3.state.id.us/cgi-bin/newidst?sctid=670530002.K


Shift Differential

Shift differential compensation is paid if 50% or more of an employee's assigned hours in a workweek occur between 6:00 p.m. and 7:00 a.m. A workweek is a period of seven (7) consecutive days beginning 12:01 a.m. Sunday. Leave hours are regarded as having been assigned during the same hours that the employee would have worked.


Shift differential compensation is paid for all hours worked by a relief shift employee. A relief shift employee is an employee whose regular assignment is to work during the absences of others.


Shift differential compensation is paid at the rate of five percent. If an employee qualifies for shift differential pay during a workweek, the shift rate is calculated for all hours reported in that week, including holiday pay, overtime and leave taken. The resulting amount of shift differential pay is included in the compensation for that pay period. Employees who are ineligible for cash compensation or compensatory time for overtime work are ineligible for shift differential compensation. For an employee who has more than one position, eligibility for differential is determined by each individual position.


Professional Employee Compensation

Boise State University follows internal salary administration policies and guidelines in accordance with the State Board of Education. The recognized and utilized position survey instrument is the CUPA HR (College and University Professional Association for Human Resources). Benchmark positions have been identified and are used as comparison points for equity purposes and market comparators. CUPA HR median salaries are used as the market comparator for Boise State Professional Staff salaries. Human Resource Services participates in CUPA HR salary surveys and provides salary analysis reports to assist the administration and department directors and deans in the fair and equitable assessment and treatment of establishing fair wage rates and adjustments.


All salaries for professional staff employees are established by the President or appropriate Vice President and are subject to approval by the State Board of Education where applicable. The Board may make subsequent changes for any nonclassified employee salary or may set annual salary guidelines. It delegates to its executive director authority to review compliance with its annual guidelines. Any annual salary increase outside Board guidelines requires specific and prior Board approval before such increases may be effective or paid to the nonclassified employee.o Per State Board of Education policies, professional staff employees are not eligible to receive overtime compensation or accrue compensatory time.


More information on State Board professional staff compensation policies can be found on-line at: http://www.boardofed.idaho.gov/policies/ii/f.asp


Faculty Employee Compensation

Faculty salary increases, including annual salary adjustments, promotions, equity and performance adjustments are administered by the Provost/Vice President for Academic Affairs and are subject to guidelines and policies from the State Board of Education and University as applicable. Salary adjustments are communicated from University administration on an annual basis.


Additional information on State Board policies regarding faculty compensation is located at: http://www.boardofed.idaho.gov/policies/ii/g.asp

Last reviewed November 2009