University Human Resources
Service Pay Guidelines
These pay guidelines summarize the wage administration procedures for Bloomington campus Service Staff, excluding Law Enforcement positions. For further details, please refer to the personnel policies for Service Staff.
- 2012/2013 Service Wage Schedule
- The Service Wage Schedule includes an Entry Rate, a Full Rate and a Merit Range.
- The Merit Range allows for the July 1, 2012 merit based increases to be added to an employee’s base pay.
- Red-circled or Frozen Pay Rates
- An employee with a pay rate higher than the maximum of the Merit Range for their classification will have red-circled or frozen pay rate until it falls below the maximum of the Merit Range for the new classification.
- Any annual wage increases will be paid in the form of a fiscal year supplement additional pay which is paid in bi-weekly installments over the fiscal year.
- An employee with a fiscal year supplement who moves to another position, with the exception of Professional Staff, during the fiscal year will continue to receive the additional pay; however, it will be attached to the position that the employee assumes.
- Starting salaries for new employees
- Employees will be hired at the Entry Rate corresponding to the classification level of the position in the published Service Wage Schedule. After completing a satisfactory new employee evaluation period and 26 weeks of Staff employment, the employee’s pay rate will move to the Full Rate.
- Employees who move from another employee group Support Staff (SS), General Supervision (GS) or Professional (PA) will start at the Entry Rate corresponding to the classification level of the position in the published Service Wage Schedule. Upon satisfactorily completing the new employee evaluation period and 26 weeks of Staff employment, the employee’s pay rate will move to the Full Rate.
- An employee who previously held the same or similar position at the Full Rate will be paid at the Full Rate upon return to a Service position.
- An employee paid at the Entry Rate who receives a promotion or his/her position is reclassified to a higher level will automatically be advanced to the Entry Rate of the new classification. The employee must serve and successfully complete the remainder of the new employee evaluation period. Upon completing a total of 26 weeks Staff employment, the employee’s pay rate will move to the Full Rate.
- An employee paid at the Full Rate or within the Merit Range will automatically advance to the Full Rate of the new classification.
- An employee paid at a pay rate higher than the maximum of the Merit Range for the new classification will continue at his/her current pay rate which will continue to be red-circled or frozen.
- An employee whose position is reclassified to a lower level but who is paid at a pay rate higher than the maximum of the Merit Range for the new classification will continue at his/her current pay rate which will continue to be red-circled or frozen.
- An employee who voluntarily chooses a lower level position, including due to a reduction-in-force; or who is placed in a lower level position due to lack of performance or qualifications, will receive a reduction in pay to the corresponding Entry Rate or Full Rate in the lower level.
- The High Pay rate will be equal to 15% of the employee’s hourly rate in addition to the employee’s existing wage for work performed at elevations and/or conditions designated in the High Pay policy.
- An employee is eligible for temporary pay when:
- The work of a position, vacated for any reason, is assigned and the majority of the primary duties of the position are performed by one employee, and
- The temporary assignment is for more than 40 hours in any one pay period, and
- The pay grade of such position is higher than the employee's normal position.
- Employees assigned by supervisors to train (other than orientation) an employee in a higher classification for a pay period or more shall be eligible for a temporary pay adjustment. The temporary pay adjustment must be approved in advance by the department head.
- The temporary pay adjustment is the difference between the employee’s current pay rate and the Full Rate of the position for which work is performed.
- An employee’s immediate supervisor may assign an employee the responsibility to coordinate the work of other employees in addition to the employee’s normal duties and responsibilities. This includes: Ensuring the day-to-day activities run smoothly and efficiently for those employees assigned to one or more work locations; providing general direction, communication with customers and other departments; reporting of job-related problems to the supervisor; scheduling and training. An employee in a lead position does not have authority to hire, discipline, terminate or approve/disapprove time-off requests.
- Lead responsibilities must be documented in a position description and recognized by University Human Resources as eligible for lead pay. All applicable employees (or all qualified employees within the affected unit) will be considered prior to approving the assignment of the lead responsibilities. Departments need to work with University Human Resources regarding the posting and selection process for a lead position.
- An employee in a lead position will have the job classification and pay rate that represents their primary duties and responsibilities and will also receive an additional 5% in compensation in the form of additional pay.
- An employee with a pay rate that is higher than the Merit Range (red-circled or frozen) is not eligible for lead pay. Employees with red-circled or frozen pay rates may still be designated with Lead responsibilities. Once the employee’s pay rate falls below the maximum of the Merit Range, the employee will receive an additional 5% in compensation.
- Employees in jobs such as Team Leads, Crew Leaders and Group Leaders are not eligible for lead pay because the classification and pay rate take into consideration responsibilities for directing the work.
Apprentice and Trainee Pay Guidelines
An employee hired into the Apprentice or Utilities Training Program will be paid a percentage of the Full Rate established for the job classification that he/she is participating in as an Apprentice or Trainee. Provided satisfactory performance in on-the-job and classroom training is achieved and maintained, the Apprentice or Trainee shall progress from one step to the next at the pay rates published in the Apprentice and Trainee Wage Schedule