Will my salary change as a result of placement in this salary structure?
Salaries are not directly impacted or changed with this implementation. The AP structure and grades provides managers and appointing authority more visibility and tools while making salary determinations per BPPM 60.12.
How often will these ranges be reviewed and change?
HRS will conduct annual reviews and analysis of market data to study trends. The ranges will be assessed with this data and are anticipated to change on a bi-annual basis.
How will mass salary increase (MSI) impact the AP salary ranges? Will the WA L&I salary threshold changes impact the salary ranges?
MSIs will be accounted for in the market data and trend analysis. The ranges may not change the exact amount of the MSI received.
Will the WA L&I salary threshold changes impact the salary ranges?
Salary ranges are set utilizing market data and trend analysis. The WA L&I salary threshold is the minimum amount employees must make to be considered ineligible for overtime. Although the threshold is tied to salary, it is not a driving factor for the WSU salary ranges.
My salary shows as less than the range minimum. Why? Will I receive an increase?
Salaries will not be automatically increased as a result of these changes. Individual areas and managers must assess employee salary placement in the new ranges and follow BPPM 60.12 for any requested salary changes.
I am in the same title as another employee but we are in different grades. Why?
Positions are placed into grades based upon individual position responsibilities, requirements, and organizational impact. Some titles contain a wide range of grades. A lower grade does not mean the work performed is less important, it simply means the scope of work is different.
The internal data listed by title had a broad range and the grades have large ranges. Isn’t this creating the same problem?
The new compensation plan is changing the focus from actual WSU salaries (minimum-average-maximum) to utilizing market data to inform salary ranges and incorporate work location into salary decisions. A single title can have a broad range of responsibilities system-wide creating challenges in determining where specific positions fit within the previous broad range. The goal is to become more consistent and equitable across all of WSU departments and locations among positions with similar levels of responsibility and organizational impact.
How is zone assigned to positions? How are locations placed in zones?
Work locations are grouped into zones by similar cost of labor trends from reputable reports. HRS will assess zone placements as part of the market data and trend analysis and make adjustments as necessary.