Boise State University manages the employee compensation program to fairly compensate each employee according to the work performed based on individual contribution, with the intent of attracting, retaining, and motivating an exceptional workforce.
For questions regarding Compensation/Classification, please contact:
- Establish University compensation principles
- Determine salary/wage guidelines
- Review and recommend all proposed pay increases
- Review job descriptions and conduct job analyses
- Conduct and participate in compensation surveys
- Advise departments on compensation matters
- Monitor departmental compliance with wage and salary guidelines, classification procedures and related state and federal law
Classified employees are paid on an hourly basis. In general, most classified positions are non-exempt under the federal Fair Labor Standards Act (FLSA) rules making them eligible for overtime. Classified positions also cover a variety of categories including:
- Skilled crafts
- Clerical/secretarial, and
View Boise State University’s Classified Compensation Policy at: http://policy.boisestate.edu/human-resources/policy-title-classified-employees-compensation/
View Boise State University’s Classified Pay Schedule:
Tools and Resources
Classified Employee Compensation/Classification Tools
A PDQ should be reviewed annually when the performance evaluation is completed. If changes are needed, an updated version should be submitted to HRS. If a job has changed significantly, an updated job description should be submitted which may or may not include a request to review the position for proper classification. Blank PDQ forms can be found at:http://vpfa.boisestate.edu/process/uformsdocs/hrs/ClassifiedPDQ.doc
You should work in conjunction with your supervisor to gain a mutual understanding of your new job duties and document the duties in a job description. Your supervisor and department must request a classification review and coordinate with HRS to begin the process.
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.
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.
No, 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.
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. You can view the state pay schedule which includes Hay points and pay ranges at: http://dhr.idaho.gov/PDF%20documents/Compensation/FY2016payschedule.pdf
A criminal background check will not be required for the reclassification of a current regular employee. A motor vehicle check or credit check may be required if the newly reclassified position meets the conditions stated in sections III and IV of the University’s Background Investigations policy.
PDQs are used to make classification/compensation decisions; determine FLSA (Fair Labor Standards Act) status (overtime eligibility); document duties and goals for performance management and goal setting; serve as a communication tool between supervisors and employees; employee development; and as a reference tool for desk manual development.
You can request a copy of your job description by contacting the HRS Compensation Department at email@example.com.
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.
DHR class specs are available on-line at: http://labor.idaho.gov/dhr/ats/statejobs/jobdescriptions.aspx