Salary Range Assignments
The process used to assign new Administrator positions to a salary range and to review and, where appropriate, change the salary range assignment of existing positions when substantive changes in duties and responsibilities occur is described below:
- Complete and sign the position description.
- Current Organizational Chart showing the position and at least 2 levels above and 1 level below the position. All current positions must be included with the following information indicated:
- Name of the current incumbent and position control number (PCN) of the position
- Percentage of time (50%, 100%, etc.)
- Complete and sign the UPD (Form).
- For filled positions, send a memo explaining the rationale for the request and the substantive changes in duties and responsibilities that warrant review of an existing salary range assignment.
- Route all documents to for signatures on UPD.
- Human Resources reviews the documentation for completeness. Complete documents require the signature of the appropriate Vice President or President.
- Human Resources will forwarrd the above memo to the Minnesota State System Office explaining the requested change and reason for the change.
- The Minnesota State System Office reviews the documentation, makes a determination of the appropriate salary range, and notifies campus Human Resources of the salary range determination.
- Human Resources will notify the employee and supervisor of the determination.
- The determinations by the System Office the Chancellor are final and not subject to appeal.
More on Salary Determinations...
The Minnesota State Colleges and Universities system has been using external salary data to aid in assigning administrator positions to a salary range since 2001. We use data from a nationwide salary survey to determine which of the sixteen salary ranges on our salary schedule is the most appropriate for positions occupied by our vice presidents of academic, administrative and student affairs, chief information officers, and others.
The use of external market data differs from a traditional job classification system in two primary ways. The first difference is that the focus of market-based salary setting is on broad comparisons with positions outside the System, not detailed comparisons with positions in the System. The second primary difference is that a market-based system gives an employer more control over how its salary ranges relate to actual salaries paid by other employers competing for the same talent pool.
NOTE: All documents above must be completed with all requested information or the paperwork will be sent back and the process will be delayed.