91¶ÌÊÓƵ

A salary range is an established range of pay organized into salary grades. Each job is assigned a salary grade based on duties, responsibilities, and qualifications. Each grade represents employees performing similar work utilizing similar knowledge, skills and abilities. 91¶ÌÊÓƵ has very wide pay scales. Each pay scale has a series of grades with a salary range that determines the minimum and maximum pay for employees in that grade. Although all positions are assigned a grade, not every position within a grade will pay at the maximum salary. In order to properly determine a job’s placement within the grade, additional information is taken into consideration. See Benchmarking, Internal Equity, & Position Descriptions.

Weber State’s salary structure is assessed annually, and adjustments to the grade ranges may be made to align with salary trends.

Salary Grades

The goal of benchmarking at 91¶ÌÊÓƵ is to stay current with market and higher education trends in order to remain competitive within our local pay market. Using industry data from various regional and national surveys, the university acquires the information needed to effectively assess positions relative to other universities in order to better recruit and retain top talent.

Many jobs across the university have similar scope, complexity of duties, and institutional impact. Other jobs may be nearly identical but exist within different departments or divisions. In order to maintain equity and fairness in employee compensation, Human Resources conducts regular pay equity analyses. This is done by carefully reviewing position descriptions, comparing similar jobs across campus, and working closely with supervisors and leadership to help address potential equity concerns.

A team within Human Resources conducts frequent meetings to evaluate job descriptions, determine FLSA exemption status and salary grade, and set an appropriate salary range for the specific position within the determined grade. These evaluations are conducted each time a new job is created or when an existing job is modified or audited. All job-related actions can be initiated by supervisors using the People Admin system.

When staff members are assigned temporary additional responsibilities that last at least 30 consecutive days, additional compensation in the form of supplemental pay may be warranted in some circumstances.

Refer to staff supplemental pay guidelines for more information.

For questions about appropriate supplemental pay, contact our Compensation Analyst in Human Resource at 801-626-6648.

A career ladder formally outlines career progression pathways within a given department or area at Weber State. They are created to allow employees to develop and progress within their current department, while taking on additional responsibilities, learning new skills and growing in their specific field. Certain positions lend themselves to a more natural career progression than others and become good candidates for a career ladder. Other positions may not be eligible for career ladders because of the nature of the job and specificity of duties to one particular position rather than a breadth of positions. Career ladders require approval from both Human Resources and the Office of Equal Opportunity.

For questions about career ladders, contact our Compensation Analyst and Consultant at 801-626-6648.