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Salary Setting Guidelines for the Hiring of New Faculty

Background

  • All candidates should meet the minimum educational and experience requirements of the position for which they are applying.
  • Internal equity with both incumbents in the same job and those throughout the university should be considered when determining the appropriate salary.
  • New hire salary should allow room for growth and recognition through the merit process within the salary range.
    If a salary above midpoint or the second quartile (Q2) is requested, the hiring authority shall submit a justification to the Provost in e-SEARCH outlining the request. In most cases, comparable salaries for external and internal positions can be provided by Human Resources to the Provost for further analysis on internal and external equity.
  • Salaries that exceed the maximum on the salary schedule require approval by the Board of Regents. This is appropriate in extraordinary circumstances for difficult to recruit positions of high importance (i.e. related to accreditation, strategic vision, etc).

Data Utilized in Evaluating Where to Set Starting Salary

Consider salary equity within department and with other similar positions on campus. Contact Human Resources for assistance in obtaining this data.

  • Minimum salary is found on the application form in e-SEARCH.
  • For administrative faculty, the last salary will be listed on the e-SEARCH application form.
  • Salary schedule data for appropriate rank or range.
  • Salary minimums for Academic and Hourly Letters of Appointment, Postdoctoral Scholars, Graduate Assistants can be found in the Salary Schedule.

Determining Where to Set Salary

  • The minimum of the salary range equates to the minimum qualifications required of the position. If an employee meets the minimum qualifications of the position, they should be compensated at the minimum of the salary range.
  • Salary above minimum is based on the employee's experience. The incremental years of experience for above minimum salary begin once the employee has met the top end of the experience range required in the job description. For example, if the job requires five years of experience in a comparable position and the chosen candidate has 10 years of experience, the additional years of directly related experience will be considered for additional salary after the required five years have been met.
  • The midpoint of the salary range is considered the market value of the position and it is expected that the faculty member at this salary or above is fully productive in the position and has considerable experience in the job or a directly related position.

Other Factors in Determining Salary

The hiring manager will consider different factors in deciding what salary is appropriate within the available range. Several factors can determine the appropriate scale. These include:

  • Other salaries paid within the university
  • The market
  • The particular role
  • Education
  • Professional training or certifications
  • Number of years relevant functional experience
  • Number of years relevant industry experience
  • Number of staff previously supervised
  • Special abilities or national recognition

What a Hiring Manager Should Do

Hiring managers are encouraged to:

  • Set realistic pay levels for your faculty and staff;
  • Determine what is most important for an individual to be successful in the position and review how the candidate meets those criteria;
  • Focus on the opportunities of the job rather than focusing on compensation. What do you offer in terms of a bigger team, bigger organization, bigger budget, bigger visibility, job growth? With this information, individuals look for less "bigger" in terms of compensation to make a move or accept an offer.
  • Use the Experience-Based Salary Guidelines below to help guide the setting of salaries.

Experience-Based Salary Guidelines

The below list describes best practices in the setting of a faculty staff's salary. It recommends the appropriate salary range depending on experience or administrator approval.

  • Up to 3 years of experience at the same job level beyond the minimum requirements: First quartile: Minimum to Q1
  • 4-7 years of experience at the same job level beyond the minimum requirements: Second quartile: Between Q1 and Q2
  • 7-10 years of experience at the same job level beyond the minimum requirements: Midpoint: Q2
  • More than ten years of experience at the same job level beyond the minimum requirements: May exceed Q2 with Provost approval

For positions within the University that are hard to fill or have a high market value, please contact the Assistant Vice President, Human Resources for assistance.

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