April 18, 2003
Council proposes changes to P&S pay matrix
by Anne Krapfl
The Professional and Scientific Council on April 2 approved several
resolutions aimed at correcting the inconsistent effect of periodic
"adjustments" to the P&S pay matrix and clarifying employees'
expectations for advancing through their pay grades.
The council's compensation and benefits committee earlier this spring
completed a 25-page analysis of Human Resource Services' annual report on
P&S salaries, as well as perceived problems with the P&S
classification system. Resolutions approved by the council respond to pieces
in that analysis.
The first recommends phased (three-year) adjustments to the P&S pay
matrix to eliminate inequities between low and high P grades resulting from
10 years of adjusting minimum and maximum levels of all P grades by nearly
the same percentages. According to the committee's analysis, the
inflation-adjusted effect on those "increases" actually has resulted in
negative changes on P11 to P14 pay levels, with pay grade minimums or
maximums as low as 3.2 percent below inflation after 10 years.
Pay grade minimums and maximums on P15- to P20-level jobs run as high as
12.4 percent ahead of inflation for the same time period. The motion doesn't
endorse a funding source, but an illustration provided with it corrects the
inflationary problems in the low pay grades by offering lower salary
increases for those in the higher pay grades. In the illustration, there
also would be corresponding smaller increases to the pay matrix in the
higher P levels during the three years.
"With the way budgets are now, a one-time adjustment that fixes the problem
is not likely," said Trevor Riedemann, co-chair of the committee sponsoring
The resolution also asks HRS staff to include an inflationary measure, such
as the Consumer Price Index (CPI) or the Midwest Regional CPI, in the annual
P&S salary report.
Pay grade penetration
A second resolution directs the council president to pursue discussions with
several administrative offices, including the president, provost, vice
president for business and finance, and HRS on:
In other business, the council approved a resolution supporting an ISU
Extension request to tie ISU's mileage reimbursement rate to the IRS
reimbursement rate. The IRS limit currently is 36 cents per mile; Iowa State
reimbursement is 31 cents.
- Defining employee expectations for movement through the salary
range of a pay grade and, if possible, developing a policy.
- Giving managers the "discretion" to offer new hires salaries that are
up to the midpoint in a pay grade. Currently the limit is up to the first
third (without special permission).
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Published by: University Relations,
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