Based on established criteria, target salaries are a way to move exempt, non-exempt professional, and non-exempt staff within pay ranges outside of yearly increases. The goal is to move exempt and non-exempt staff employees to the midpoint of their pay range if meeting the requirements of their position within five years.
There are three different criteria when determining a target salary. The same criteria apply regardless of whether the position is exempt, non-exempt professional, or non-exempt. The definitions for each are below:
- Time in position: Time in position should not be confused with time at the university. The time within the position would start at the point of being placed into the position. If the position changes in nature and a promotion takes place, then the time in position starts over. However, if the position title only has changed and not the position itself and no monetary award has taken place because of the change in title then the time in the position continues rather than starting over.
- Performance: Performance is based on the criteria established in the performance appraisal process. To qualify for a target salary the overall performance rating must be at or above the level of Meets Expectations or Exceeds Expectations for the applicable three- or five-year period.
Disciplinary Actions: : Discipline can occur for a variety of reasons. It can be based on attendance, behavior, or performance issues. For this document, any discipline at the level of documented Verbal Warning or above is considered as a disqualifier for the next step or target salary.
Benefits eligible exempt, non-exempt professional, and non-exempt staff who meet established criteria are eligible. Coaches and executive staff are excluded because of separate salary guidelines.
Staff employees receiving a target salary adjustment will receive a letter or email.
Time in position and performance evaluations used to determine target salaries are based on the date of November 1st. Disciplinary actions received will be considered up until target salaries are implemented. If you think that you have met the criteria based on the above dates, discuss this with your supervisor first. If you both agree that you met the criteria, your supervisor should work with your department head or Dean who will work with the respective vice president. If it is determined that an error has been made and you are eligible for a target salary adjustment, Human Resources must be notified no later than 90 days following the effective date of the increase.
HR must be notified no later than 90 days following the effective date of the increase. Information received after that date will be considered the following year.
The University hopes to be able to determine target salary adjustments annually; however, this is not an entitlement. As with salary increases, the University will need to determine what it can or cannot do on an annual basis. There may be years when it is not feasible to give target salary adjustments.
The process will take place as of November 1 each year. Target salary adjustments will be made contingent on available funding. The actual date of implementation will be determined annually.
The target salary is determined based on established criteria for moving to the first quartile or midpoint of the appropriate pay range.
The first quartile is the midpoint between the range midpoint and the minimum of the salary range.
When promoted, you will receive a promotional increase based on established compensation criteria. You will start over for the determination of target salary since one of the criteria is based on time in position.
If you retain the same job title and pay grade, then you retain the years of service in position.
Any discipline at the level of documented Verbal Warning or above that has occurred in the past three or five years is considered. Discipline could be based on performance, behavior, absenteeism etc.
If placed in another position the time in position will start over.
If the change is just a title change but not reflecting different duties, you will not start over in time in position. You would start over if the change resulted in a promotional increase.
Previously, there was an accelerated path to eligibility for the First Quartile or Midpoint of the pay range in the target salary program. The University has accelerated the increase to the First Quartile and Midpoint for everyone regardless of whether an employee has earned additional education. There is not an automatic increase for additional education or certifications. Improving yourself by attaining a higher level of education makes you eligible for new positions which may require higher levels of education.
Time in position is determined by looking at the time the employee started working in their current position at ISU.
That information is too difficult to determine objectively, therefore we are considering only direct experience here at ISU.
Years of overall service do not necessarily reflect proficiency in a particular job.
The effective date of target salary increases will be determined annually, once the University has determined their feasibility.
A separate process is utilized to establish target salaries for faculty based upon other criteria.