Salary Range Assignments for Administrators

Overview

This article explains how new Administrator positions are assigned a salary range and when existing Administrator positions may be reviewed for a salary range change. 

  • New Administrator positions are assigned a salary range based on market data and the responsibilities of the role. 

  • Existing Administrator positions may be reviewed when there are substantive changes in duties and responsibilities. 

Submission Procedure

To request a salary range assignment or review, prepare and compile the following documents: 

  • Complete and signed Position Description.
  • Current Organizational Chart showing
    • At least two (2) levels above and two (2) levels below the position. All current positions must be included with the following information indicated:
    • Position Control Number (PCN) for each position 
    • Job classification title for each position on the chart (working class titles are optional but recommended)
    • Current employee name for each position or labeled "vacancy"
    • Full-time equivalency (FTE) for each position (e.g., 50%, 100%) 
    • Highlight the position under review
  • For salary range assignments with a current incumbent, please submit a completed UPD – Unclassified Personnel Document. 
  • Route all documents for signatures with the UPD. As this is for an Excluded Administrator, UPD paperwork needs to be routed through the Office of the President for their approval.

NOTE: All documents above must be completed with all requested information or the paperwork will be sent back and the process will be delayed.

Review Process

Once documentation is received in HR: 

  • Human Resources reviews the documentation for completeness. Complete documents require the signature of the appropriate Vice President and President.
  • Human Resources will submit the packet to the Minnesota State System Office explaining the requested change and reason for the change.
  • The Minnesota State System Office reviews the documentation, makes a determination of the appropriate salary range, and notifies campus Human Resources of the salary range determination.
  • Human Resources will notify the employee and supervisor of the determination.
  • The determination made by the System Office/Chancellor is final and is not subject to appeal.

FAQ 

The Minnesota State Colleges and Universities system has been using external salary data to aid in assigning administrator positions to a salary range since 2001. We use data from a nationwide salary survey to determine which of the sixteen salary ranges on our salary schedule is the most appropriate for positions occupied by our vice presidents of academic, administrative and student affairs, chief information officers, and others.

The use of external market data differs from a traditional job classification system in two primary ways. The first difference is that the focus of market-based salary setting is on broad comparisons with positions outside the System, not detailed comparisons with positions in the System. The second primary difference is that a market-based system gives an employer more control over how its salary ranges relate to actual salaries paid by other employers competing for the same talent pool.

Need Help?

For questions and assistance with this process, please contact Human Resources.

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