Salary Structures
Each staff position is assigned a salary grade that represents positions performing
similar work utilizing similar knowledge, skills and abilities. These are used to
set employee pay rates. Since employees have different levels of experience and education,
UHD utilizes quartiles to determine where an employee should be placed in the salary
range.
| Salary Structures |
|---|
| Staff |
| Police |
| Minimum of Range | 1st Quartile | Midpoint of Range | 3rd Quartile | 4th Quartile |
|---|---|---|---|---|
| Meets minimum qualifications | Previous related experience | Has significant experience | Meets preferred qualifications | Subject Matter Expert |
| Has only the experience the job requires | Has more experience than the job requires | Has significantly more experience than they job requires | Has demonstrated ability to perform duties independently | Exhibits broad and deep knowledge of job and related areas |
| Requires additional training to build knowledge and skills | May need additional training to perform duties independently | Has demonstrated ability to perform duties | Consistently exhibits competencies of the job | Senior-level job expertise |
| Entry Level | Market Rate | Seasoned Professional / Mid-Career |
- Minimum represents the lowest rate of pay for a job within its grade. It is the rate that normally would be paid to a UHD staff who is new to the position, and who meets the minimum requirements for the position. All employees must be paid at least at the pay grade minimum.
- First Quartile: The first quartile of the range is intended for employees who have gained experience and skill and who are proficient in the position
- Midpoint: The midpoint represents the market rate for the position, and represents a fully experienced employee.
- Third Quartile: The third quartile is typically reserved for very experienced employees who perform all tasks independently and employee consistently exceeds expectations in exhibiting the core competencies of the position
- Maximum: The fourth quartile of the range is normally reserved for individuals who are considered
the subject matter experts in their position with a depth of knowledge that extends
beyond their primary responsibilities.
How to use the salary quartiles
- When determining pay, the employee's knowledge and skills should be considered as they relate to the new job/duties/responsibilities
- The minimum of the salary range equates to the minimum qualifications required of the new job. If an employee meets only the minimum qualifications of the position, they likely should be compensated between the minimum and first quartile.
- The midpoint of the salary range is considered the market value of the position, and it is expected that the employee at this salary or above is fully productive in the position and has considerable experience in the job. Only significant and relevant years of experience in a previous position that is directly related to the position at UHD will be considered.
- Years of experience not related to the position are not considered.
Review of Pay Equity
In order to maintain internal equity, hiring managers must adhere to the internal equity hiring guidelines by not allowing a new employee's salary to be more than an incumbent's in the same position and same department. An exception may be made when a candidate's knowledge and experience in the job-related field, and/or education, exceeds the incumbent's. UHD's Compensation Department will review all salary offers.
* Please be advised that in some instances the institution may not be able to pay in the appropriate quartile due to budget constraints, compression or equity issues
