Classification & Compensation

Positions categorized as Administrator and Civil Service are grouped into titles using a classification system established by the State Universities Civil Service System. All positions have minimal requirements, Civil Service positions may require examinations for hire and promotional opportunities. All positions have a probationary period of either 6 or 12 months, the terms of dismissal is outlined in either the State Universities Civil Service System rules or the Board of Trustee Regulations.

Each position is assigned to a classification based on the assigned duties, responsibilities, and requirements of the job as stated in the job description. Class specifications sets forth the typical job duties an employee in that classification generally performs as well as the minimum skill and knowledge requirements of each classification. The classification of a position is determined by comparing an individual position's job description to a class specification. A position is deemed to be properly classified if the majority of the employee's time is spent performing duties consistent with a given classification. It should be noted that it is okay for a position to perform job duties that are not listed on the class specification and the job description.

If you are an employee, and you or your supervisor feel that your position is not properly classified, you may request a job audit.


Non-negotiated salaries and ranges are determined making comparisons to like positions in local, regional, state or national markets and with particular consideration given to data from similar institutions of comparable size and locale, plus our own internal equity. For civil service positions, salary ranges are submitted to and reviewed by the State Universities Civil Service System.

The Offices of Human Resources and Institutional Research participate in or conduct surveys annually to maintain awareness of compensation trends and issues.

When promotions occur, salary increases are based on a percentage of the employee’s base salary, generally 0 - 10 percent, but must not be less than the range minimum for the new classification.

Related Links

Job Audit Request Procedures

Job Audit Request Form (pdf)

Collective Bargaining Agreement