My employee’s salary was previously at average for the title. In the new structure it is showing higher or lower than the midpoint. Why? Does this indicate there is a problem with my employee’s pay?
The previously listed ranges were based on existing WSU internal pay within each title, while this new salary structure was created using current market data based on position responsibilities. Because of the shift of salary ranges now being dependent on responsibilities and not WSU average for title, employees’ locations within listed ranges may be significantly different. The location of an employee’s salary in the range can be viewed as a tool to determine potential growth or equity concerns.
My employee’s salary shows as less than the range minimum/more than range maximum. Why? What should be done?
Salaries can be outside of the new range due to location-based changes of the new structure, retention considerations, or recruitment challenges. Salaries that are below the salary range may be adjusted following the out-of-cycle salary increase process in BPPM 60.12.
How are salaries reviewed if I want to give my employee a salary increase (i.e. equity review, retention)?
The position description is the foundation for the salary review. The first step is to ensure the position description is accurate in OPDRS to best place the position in a grade. HRS will review out-of-cycle increase in alignment with BPPM 60.12 and review for internal equity concerns that may result.
How do I place a new hire in a salary range?
Position descriptions are assessed by HRS and a grade is assigned. New employees are typically hired at a salary rate between minimum to midpoint of the position’s assigned grade range, and assigning salary based on the applicant’s qualifications and experience utilizing the salary determination tool in BPPM 60.12. HRS can provide guidance and must review and approved a proposed starting salary above midpoint prior to the department making an offer.
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 can I petition for a different range/grade for my employee’s position(s)?
Positions are assigned to a grade based on information in the position description. Ensure the position descriptions are current and submit required updates to HRS in OPDRS for a review of the placement in the grade.
The wrong zone is showing for my employee based on where we are located. Why?
Work locations are placed into zones by similar cost of labor trends from reputable reports. Cost of labor is the salaries/compensation employers pay for work. Zones may change based on market data and trend analysis. In addition, locations that are in close proximity may have different cost of labor data.
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.
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.