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• Starting Pay Guidelines

Starting Pay Guidelines

Factors to consider when determining starting pay for new hires, transfers, and promotions

• Assigned pay range for the position 
• University salary structure
• Candidate’s applicable knowledge, skills, abilities, and relevant work experience
• Comparison of candidate’s background to other incumbents to ensure internal equity within division/department/school/college

Starting rates for new hires meeting the minimum qualifications are generally within the first quartile of the assigned pay range for the position.  Candidates with more considerable experience, KSAs, and accomplishments, may be placed into the second quartile up to the mid-point. Exceptionally qualified candidates can be placed above the mid-point with the approval of the Talent Acquisition Manager, Class and Comp Manager, or their designee.

It should be noted that internal incumbent experience is valued more highly than external experience with regard to numbers of years of experience in similar roles, therefore salary offers to external candidates should be made in consideration of current employee salaries with similar experience and expertise.   

The chart below provides guidelines for determining starting pay.   

	1st Quartile	2nd Quartile	3rd Quartile	4th Quartile
Experience  range:	Typically 0-5 years	Typically 6-10 years	Typically 11-15 years	Over 15 years
Description of minimum requirements	Candidate is minimally qualified and less experienced.	Candidate is fully qualified to perform all duties and responsibilities of the position and has experience.	Candidate is a highly experienced professional with substantive experience.  Candidate possesses skills, competencies, and capabilities well beyond the norm and with a history of demonstrated success.	Candidate has long-term substantive experience. Candidate possesses well established skill sets and demonstrated performance capabilities at an exceptional level.

Example

Range	Minimum	Q1 25th Percentile	MP 50th Percentile	Q3 75th Percentile	Maximum
U03	$32,240	$35,508	$38,776	$42,043	$45,311
U04	$32,240	$36,641	$41,041	$45,442	$49,842
U05	$32,240	$37,887	$43,533	$49,180	$54,826
U06	$32,240	$39,257	$46,275	$53,292	$60,309

Based on the guidelines a candidate for a position classified and graded to a U05 with minimum qualifications should be offered a salary within the first quartile at least $32,240 (minimum of the range) and up to $37,887.

 A fully qualified candidate with several years of relevant experience should generally be offered a salary within the second quartile between $37,887 and the midpoint $43,553. 

 A very well qualified candidate with extensive experience - e.g., greater than 10 years of experience and accomplishments in the same level role - and expertise could fall above the midpoint and generally up to the third quartile above $43,553 and up to $49,180 if approved by both the CHRO and the requesting cabinet member. 

 There will be a few candidates, such as those with highly technical skills, recognized industry expertise, or possess a distinctive skill set, that would support a starting salary above the third quartile and to the higher end of the range. These instances should be discussed with UHR.