503. Starting Pay
The University has established minimum and maximum starting pay for positions. These are based on pay ranges and the qualifications and expected performance of newly hired individuals.
The normal hiring range for any position is from the minimum to the first quartile of the pay range assigned to the position. The minimum hiring pay is the minimum of the pay range for the grade. The maximum hiring pay is the midpoint of the pay range for the grade.
Factors used to determine an individual’s starting pay within the hiring range include:
Human Resources will make a starting pay recommendation to the hiring supervisor based on an assessment of the successful candidate's experience, education, and training and the pay of others in the department and in similar positions across the University.
Occasionally, an individual who shows significant promise but does not meet the minimum qualifications, may be placed in a position on a training status. The length of the training status must be established in advance, and there must be a specific training program in the areas in which the individual does not meet the minimum position qualifications. Both the length of the training program and the areas in which the individual does not meet the minimum position qualifications must be communicated in writing to the affected employee. Departments should contact Human Resources to determine the rate of pay for individuals on training status.
After successfully completing the training period, the individual will be granted an increase in salary determined using the guidelines listed for new hires. Individuals who fail to meet the minimum qualifications after training will be terminated at the end of the training period. Written communication should clearly state that failure to meet the objectives in the allotted time may result in termination.
Hiring supervisors are responsible for consulting and coordinating with Human Resources before communicating starting pay rates to prospective new hires. Human Resources is responsible for evaluating candidates’ credentials, University internal equity considerations, and external competitiveness goals in recommending starting pay rates. Exceptions for good reason, may be made by divisional vice presidents in consultation with the chief human resources officer.
Contact Human Resources if you have questions about this policy or if you would like more information.
Policy Approved: October 23, 1998
Last Updated: October 28, 1998
Maintainer: Human Resources