Support Staff Salary Ranges (Non-Exempt - Hourly)
Effective April 4, 2016
To determine the annual salary amount, multiply the hourly rate by the number of hours to be worked per week and then multiply by 52 weeks. See actual hourly and annual rates for 35-, 37.5- and 40-hour work weeks.
Using Salary Ranges for Support Staff
For salary ranges in the Support Staff salary structure, the full salary range represents the range of competitive pay in the market. It is designed to accommodate a wide range of skills, experiences, and performance levels, as illustrated below:
|New to job; little to minimal prior experience; still learning the job||Fully knowledgeable about job; handles most job responsibilities independently and effectively||Broadly and deeply experienced; performs job responsibilities independently and in a highly effective manner; may demonstrate unique knowledge or skill; may be resource to others|
The range minimum is the rate typically offered to employees who possess the minimum qualifications and are expected to perform the basic position duties and responsibilities after normal training. These individuals are still learning aspects of the job and often have limited experience.
The midpoint is considered appropriate for experienced and fully qualified employees whose performance fulfills the major requirements of their position, and who regularly perform most aspects of their job effectively and independently.
The maximum of the range is considered the upper limit of the salary opportunity in a grade for a highly experienced employee. This individual should be knowledgeable in his/her job and related areas, may have specialized skills and perspectives, and may serve as an expert resource, role model, and/or mentor.
Starting salaries for new employees to the Institute are typically determined by referring to the salary range assigned to the position being filled, the individual's external job-related experience, knowledge and skills, current pay, and the salaries of other employees performing the same or similar job functions.
In many cases, a new employee's starting salary is between the minimum and the first quartile of the salary range. If a new employee meets only the minimum requirements of the position, the starting salary would typically be at or near the salary range minimum. If an employee has qualifications that significantly exceed the basic requirements of the position description, the starting salary may be targeted between the first quartile and the midpoint.
In some circumstances, education can substitute for experience, or vice versa. Because every situation is different, there is no formula for making these substitutions; however, the following can be considered:
- Has the candidate taken courses that specifically relate to the new job?
Example: Bookkeeping courses for a Financial Assistant job
- How similar are the candidate's previous work environments to the new job's environment?
Example: Prior work experience in higher education or in a similar department
- The nature of the experience
Example: Work in a same or similar job at another institution