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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:

Our Responsibilities

  1. Establish University compensation principles
  2. Determine salary/wage guidelines
  3. Review and recommend all proposed pay increases
  4. Review job descriptions and conduct job analyses
  5. Conduct and participate in compensation surveys
  6. Advise departments on compensation matters
  7. Monitor departmental compliance with wage and salary guidelines, classification procedures and related state and federal law

Professional staff positions are typically exempt under the federal Fair Labor Standards Act (FLSA) rules making them ineligible to receive overtime. Professional staff positions are typically salaried and serve pursuant to an employment contract. Classification and compensation for professional staff positions is administered within the University’s PSSAP (Professional Staff Salary Administrative Program).

PSSAP Job Families and Career Bands:

PSSAP Uniform Minimum Qualification information:

Professional Staff Pay Grade Structure

Tools and Resources

Professional Staff Compensation/Classification Tools and Resources

When do I complete or update a job description for my position?

A JDQ 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 JDQ forms can be found at:

I have just been assigned new duties, and my job needs to be reviewed. What do I do?

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.

How is the classification for a position determined?

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.

What kinds of issues are not considered in making a classification decision?

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.

Does a change in job duties always mean a change in the classification of a position?

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.

How does Boise State determine pay for professional staff appointments?

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.

What is a JDQ used for?

JDQs are used to make classification/compensation decisions; determine FLSA (Fair Labor Standards Act) status; 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.

How do I get a copy of the job description (JDQ) for my position?

You can request a copy of your job description by contacting the HRS Compensation Department at

Will a current employee have to pass a background check if their position is reclassified?

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.