18 August 2014
New Salary Grade Structure and Grading Process
for Non-Exempt and Exempt Staff
FAQs
1. Why is the university changing the salary grade structure and grading process? (If it wasn’t
broke, why fix it?)
After almost 20 years of using the same structure/process, it was outdated. We worked with a
consultant to create a structure that uses salary comparisons from beyond higher education,
when possible. Beneficial outcomes of this process include:
 Fewer grades + wider salary ranges = more flexibility
 Formal administrative guidelines that ensure pay is administered consistently across the
university
2. How did Human Resources determine my new position grade?
One of two methods was used to determine your new position grade:
a. Your job was a benchmark job OR
b. Your job was graded using the new job valuation tool.
Benchmark job: A brief, generic version of a job description used to help employers match
comparable jobs throughout a particular recruiting market. Benchmark descriptions provide
general details regarding the role, level of responsibility and qualifications for the job.
Job valuation tool: A method used to assess a job’s value when no benchmark job is
available. The tool compares the job’s value relative to a benchmark job, taking into
consideration the following factors:
 Scope of responsibilities
 Job impact
 Required knowledge
3. How can I find out what my new position grade is?
Specific details for each employee (i.e., new salary grade and salary range) will be provided by
Human Resources and communicated through one-on-one conversations with your supervisor.
This should take place between September 22 and October 10.
4. If my position grade is changing, does this affect my pay? (Am I getting a raise? Will I be paid
less?)
WSU wants all employees to be paid within the range associated with their job’s salary grade.
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18 August 2014
New Salary Grade Structure and Grading Process
for Non-Exempt and Exempt Staff
FAQs
Employees who are below the minimum of the range shall have their salaries raised so that
they are within the range (this will affect only a few staff members). No one will be paid less.
5. Does the change in position grade affect my benefits? Accrual of vacation and sick hours?
The change in your position grade will not affect any of your benefits.
6. Will pay scales for each position grade be different?
Yes, the chart below shows the new grades and salary ranges for 1.0 full-time equivalent
(FTE) staff members (ranges differ for less than 1.0 FTE).
Exempt
Grades
Min
E35
$69,100
$98,400
$127,800
E34
$55,300
$78,800
$102,200
E33
$44,200
$63,000
$81,800
E32
$36,700
$50,400
$64,100
E31
$30,500
$42,000
$53,500
Non-Exempt
Grades
Min
N28
$36,800
$49,600
$62,500
N27
$32,000
$43,200
$54,300
N26
$27,800
$37,500
$47,300
N25
$24,600
$32,600
$40,600
N24
$22,000
$29,100
$36,300
N23
$20,800
$26,000
$31,200
N22
$18,900
$23,700
$28,400
N21
$18,900
$22.000
$26,900
Mid
Mid
7. Does this change affect faculty?
No, this change does not affect faculty members.
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Max
Max
18 August 2014
New Salary Grade Structure and Grading Process
for Non-Exempt and Exempt Staff
FAQs
8. Is this change the result of state or federal legislation?
No, this change is not the result of state or federal legislation (see response to question 1).
9. Does the change have any impact on “exempt” and “non-exempt” classifications? Do “nonexempt” still need to enter FSLA each week?
No, this change does not have any impact on “exempt” and “non-exempt” classifications.
“Non-exempt” staff still need to enter time worked (FSLA) each day.
10. What does this mean in terms of the PREP process and performance evaluations?
This change has no effect on the PREP process.
11. Will this change result in a reduction in the number of employees/jobs at WSU?
No, this change will not result in a reduction in the number of employees/jobs at WSU.
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