ADMINISTRATIVE PROCEDURES
10.02 Pay Plan
1.
Revised: July 2, 2013
GOVERNING REGULATIONS
The procedure is governed by System Policy 02.06 Directors of System Member
Agencies, System Regulation 31.01.01 Compensation Administration, and System
Regulation 31.01.02 Fair Labor Standards.
2.
PURPOSE
The pay plan provides approved position titles and title codes and the related pay range
for each. Administrative Procedure 10.03 Establishing, Changing and Updating
Budgeted Positions describes the process for requesting a title not included in the pay
plan.
3.
PAY PLAN MANAGEMENT
3.1
The pay plan is managed by the AgriLife Human Resources (HR) Manager.
3.2
The applicable associate director develops the education, experience,
responsibility and duty requirements for each position and verifies that the
requirements support the classification and pay range.
3.3
The HR Manager assigns each title to the appropriate EEO category to facilitate
preparation of the annual Affirmative Action/Equal Employment Opportunity
Plan.
3.4
To the extent possible, positions are established to provide a career ladder for
employees.
3.5
Executive, managerial, professional and paraprofessional positions are nonclassified and are compensated monthly based on an annual pay rate. For FLSA
purposes, these positions are exempt.
3.6
Administrative support, technical and skilled craft positions are classified and are
compensated bi-weekly based on an hourly pay rate. For FLSA purposes, these
positions are non-exempt.
3.7
In general, the starting pay rate for a new hire or an employee transferring into a
position will be the minimum pay rate in the pay range for the position. This is
the exact rate that must be listed on the Hiring Request.
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4.
5.
3.8
In general, seasonal employees will be hired at the minimum rate of the pay range
for the position title. If the prospective employee is a former employee or retiree,
the same procedure applies.
3.9
If the prospective new hire, transfer, seasonal or former employee or retiree has
applicable experience and knowledge which warrant a starting rate above the
minimum rate, proper justification must be submitted through the appropriate
associate director to the Director for approval. The requested rate must be within
the pay range for the position title.
3.10
The maximum pay rate for each pay range is 140% of the minimum pay rate.
Minimum and maximum pay rates for monthly positions are rounded to the
nearest $1,000 and for hourly positions are rounded to the nearest whole dollar.
3.11
Each employee above the maximum pay rate will remain at the current pay rate.
Future raises for an employee above the maximum pay rate will be limited to
State-mandated across-the-board increases, merit payments and promotions.
3.12
Reviews of pay ranges for specific positions will be performed by the HR
Manager as requested or needed. Pay ranges will not be adjusted as a result of
State-mandated across-the-board increases.
APPROVALS
4.1
A request from a department to change the pay plan must be submitted on a
Position Description form, approved by the applicable associate director, and
routed to Employee Development (ED). If the position is part of a career ladder,
an updated career ladder matrix should also be submitted.
4.2
The HR Manager reviews all requested changes for appropriateness and addresses
any issues with the requesting department.
4.3
The HR Manager prepares a Request to Amend the Pay Plan form and routes it
for approval by the Associate Director for Finance and Administration and the
Director.
4.4
Exceptions to the pay plan procedure must be approved by the Director.
PAY PLAN LISTING
The Employee Pay Plan listing includes all approved positions in alphabetical order with
the approved pay range, separated between non-classified and classified positions. The
listing is maintained by ED.
CONTACT: AgriLife Human Resources Manager, 979/845-8953
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