Classification and Compensation

Assignment of a New Position to a Job

HR and IE are responsible for the assessment of positions and assignment to a job and subsequent salary grade with guidance and approval from Division Heads.  HR staff will have primary responsibility for University Support Staff positions.  IE will have primary responsibility for Unclassified Administrative, Non-Teaching positions.

The Position Description is the document used to assess duties and responsibilities of the position and compare with existing positions to determine the assignment of the position to a job.  Click here for information on creating and updating a Position Description, including the procedure to request reclassification of a position to a different job.

Compensation Plan and Market Studies

This compensation plan establishes a consistent basis for measuring and ranking the relative market worth of each job. All jobs will be assessed according to the PSU CCP based on published salary data and internal comparable value. 

HR and IE are responsible for overseeing the periodic market study of jobs and the compensation plan.  Market studies will be conducted by an independent third party who will provide recommendations to the compensation plan and job assignment to a salary grade. 


Reclassification of an Existing Position to a Job

A review of a position's job classification may be requested when there has been a material, significant and permanent change in position duties.  The employee’s line manager (supervisor) or department head is responsible for recognizing such changes.  Additionally, an employee may request a review.

If an employee or line manager requests reclassification of an existing position to a different job, a Position Review Request form must also be completed and forwarded with the updated Position Description. Learn more about Position Description creation, updates, and reclassification requests. The Position Review Request form can be found on the HR Forms page.  HR and/or IE will review requests for reclassification of positions.  The review may include an interview with the employee and/or supervisor to assess the duties and responsibilities of the position.  A job audit may also be required.

A review of a position can result in one of the following actions:

  1. Position is currently assigned to the appropriate job. No other actions to be taken.
  2. Position is assigned to a job with a higher pay grade. Employee’s pay will be adjusted per the compensation policy guidelines (see below).
  3. Position is assigned to a job with a lower pay grade. Employees pay will not be impacted per the compensation policy guidelines (see below).

Classification and Compensation Overview 

Classification and Compensation Plan Procedures

Classification and compensation actions are approved by the appropriate Division Head (VP or President if President’s division).  When classification and compensation actions impact jobs and employees that cross divisions, all affected Division Heads will be involved in review and approval of the action.  The President’s approval may also be required for some actions. 

 Human Resources (HR) and Institutional Equity (IE) staff are responsible for the administration and maintenance of the PSU CCP with guidance and approval from Division Heads.  These responsibilities include:

  1. Oversee the market study of jobs.
  2. Assignment of proposed new jobs to salary grades.
  3. Reassignment of existing jobs to salary grades.
  4. Preparation and maintenance of job descriptions.
  5. Review new and updated position descriptions and recommend an appropriate job assignment as needed.
  6. Assist with review of and recommendations for pay adjustments.
  7. Maintain and update compensation plan grade ranges.

History of Classification and Compensation Plan

  • In 2014, after civil service employees transitioned to University Support Staff (USS), PSU hired CBIZ Human Capital Services to create a Classification and Compensation Plan (CCP).
  • The CCP applies to all University Support Staff (USS) positions and designated Unclassified Professional Staff (UPS) non-faculty positions.
  • PSU submitted position descriptions and job analysis questionnaires to CBIZ in January 2015.
  • CBIZ delivered its Final Report in December 2015, including recommendations for job classifications, salary structures, and implementation steps.
  • PSU has reviewed and adjusted CBIZ recommendations over time to better reflect job duties, responsibilities, and organizational structure.
  • Progress on the CCP project was delayed by the GUS Cloud implementation beginning in December 2015.
  • In spring 2018, PSU leadership prioritized finalizing USS positions before completing UPS positions.
  • The CCP consists of two parts: the Classification Plan and the Compensation Plan.
  • The Classification Plan organizes positions into job classifications based on similar duties and responsibilities.
  • The Compensation Plan assigns job classifications to pay grades based on organizational hierarchy and market value.
  • Each pay grade includes a salary range.
  • Job classification assignments are based on position duties, not the individual employee’s qualifications.

Purpose of Classification and Compensation Plan

  • Ensure the University’s pay philosophy aligns with its values and goals.
  • Use the University’s financial resources effectively and efficiently.
  • Provide a fair, consistent basis for pay decisions to support employee recruitment, retention, and rewards.
  • Maintain competitive salary ranges within relevant labor markets.
  • Establish consistent job titles and descriptions across the University.
  • Create and update accurate position descriptions that reflect duties, skills, and qualifications.
  • Clarify relationships among positions to reduce overlaps and gaps in responsibilities.
  • Define required knowledge, skills, and abilities (KSAs) to support performance and career development.
  • Support supervisors in evaluating and rewarding employee performance.

FAQ

Frequently asked Questions

Salary and Job Resources

Classification and Compensation Salary Plan

Salary Range

Job Names and Descriptions


PSU CCP Job Code PSU CCP Job Name PSU CCP Job Family PSU CCP Job Group Pay Grade
G0N135 Academic Program Specialist Academic & Student Services N/A 6
G0N162 Academic Technology Support Specialist Academic & Student Services N/A 9
G0N163 Academic Technology Support Specialist Senior Academic & Student Services N/A 10
G0N136 Accountant I Fiscal Operations Accounting 3 7
G0N137 Accountant II Fiscal Operations Accounting 4 8
G0N138 Accounting Specialist Fiscal Operations Accounting 2 5
G0N139 Administrative Assistant Administrative Support Administrative Support 2 3
G0N140 Administrative Associate Administrative Support Administrative Support 3 4
G0N141 Administrative Clerk Administrative Support Administrative Support 1 2
G0N142 Administrative Specialist Administrative Support Administrative Support 4 5
G0N143 Administrative Specialist Senior Administrative Support Administrative Support 5 6
G0N144 Admissions Evaluator Academic & Student Services N/A 5
G0E100 Applications Developer I Information Technology N/A 9
G0N101 Auto Mechanic Campus Operations & Services N/A 5
G0N102 Boiler Technician Campus Operations & Services N/A 6
G0N103 Carpenter Campus Operations & Services N/A 6
G0N145 Cashier Fiscal Operations Accounting 1 4
G0N104 Custodian Campus Operations & Services Custodian 1 2
G0N105 Custodian Senior Campus Operations & Services Custodian 2 4
G0N106 Custodian Supervisor Campus Operations & Services Custodian 3 6
G0N146 Development Specialist University Advancement N/A 6
G0N161 Driver 4
G0N107 Electrician Campus Operations & Services N/A 7
G0N108 Electronics Technician Campus Operations & Services N/A 7
G0N109 Electronics Technician Senior Campus Operations & Services N/A 8
G0N147 Enrollment Management Assistant Academic & Student Services N/A 3
G0N148 Executive Assistant Administrative Support Administrative Support 6 7
G0N149 Executive Associate - College/School Administrative Support Administrative Support 7 8
G0E150 Executive Associate - Division Administrative Support Administrative Support 7 8
G0E151 Executive Associate Senior - Provost Administrative Support Administrative Support 8 10
G0N152 Financial Aid Assistant Academic & Student Services Financial Aid 1 3
G0N153 Financial Aid Specialist Academic & Student Services Financial Aid 2 5
G0N110 Graphic Designer Communications & Marketing N/A 8
G0N111 Groundskeeper Campus Operations & Services N/A 3
G0N112 House Manager Campus Operations & Services N/A 5
G0N154 Human Resource Specialist Administrative & Business Services N/A 6
G0N113 HVAC Controls Specialist Campus Operations & Services N/A 8
G0N114 HVAC Technician Campus Operations & Services N/A 7
G0N115 Information Technology Support Specialist Information Technology Information Tech Support 1 9
G0N116 Information Technology Support Specialist Senior Information Technology Information Tech Support 2 10
G0N168 Landscape Project Manager Campus Operations & Services Groundskeeper 2 5
G0E117 Landscape Architect Campus Operations & Services N/A 10
G0N118 Library Assistant Library & Museum Services Library 1 4
G0N119 Library Specialist Library & Museum Services Library 2 5
G0N164 Maintenance Assistant Campus Operations and Services N/A 2
G0N120 Maintenance and Repair Worker Campus Operations & Services N/A 5
G0E121 Maintenance Supervisor Campus Operations & Services N/A 8
G0N121 Maintenance Supervisor Campus Operations & Services N/A 8
G0E168 Maintenance Supervisor Senior Campus Operations & Services N/A 9
G0N122 Maintenance Technician Campus Operations & Services N/A 6
G0N123 Mover Campus Operations & Services N/A 3
G0N124 Network Support Specialist Information Technology N/A 10
G0E155 Office Manager Administrative Support Administrative Support 6 7
G0N125 Painter Campus Operations & Services N/A 6
G0N126 Plumber Campus Operations & Services N/A 7
G0N127 Police Communications Specialist Law Enforcement & Security Police Communications 2 4
G0N128 Police Communications Specialist Senior Law Enforcement & Security Police Communications 1 5
G0N156 Postal Services Supervisor Administrative & Business Services N/A 6
G0N129 Radiologic Technologist Health Care N/A 7
G0N130 Recycling Specialist Campus Operations & Services N/A 4
G0N131 Registered Nurse Health Care N/A 9
G0N165 Seasonal Worker Administrative Support N/A 0
G0N132 Storekeeper Specialist Campus Operations & Services N/A 4
G0N133 Teaching Laboratory Assistant Senior Academic & Student Services Teaching Lab 1 4
G0N134 Teaching Laboratory Associate Campus Operations & Services Teaching Lab 2 5
G0N158 University Police Lieutenant Law Enforcement & Security University Police 3 8
G0N159 University Police Officer Law Enforcement & Security

Job Families

Pittsburg State University Job Families

Fair Labor Standards Act

Wages and the Fair Labor Standards Act

Student Hourly Pay Plan

The rate of pay for a student hourly employee paid from general use funds is based on the student employee’s “Year of Service” as follows:

Year 1 = $8.00 per hour
Year 2 = $8.25 per hour
Year 3 = $8.50 per hour
Year 4+ = $8.75 per hour

  • A “Year of Service” is defined as 365 days appointed to a position or positions in the same “Department.”

  • A “Department” is one organizational unit with the same departmental name, or more than one organizational unit that is governed by a common supervisor (i.e. Business Office includes Cashier’s office; Office of Information Systems includes Printing & Postal Services). 

  • A student employee’s “Year of Service” starts with the 1st appointment/hire date to a position in the department, as defined for this program.

  • The pay increase can be effective no earlier than the 1st day of the pay period in which the student employee’s Year of Service date occurs and must be initiated by the Department.

  • The Student Salary Increase Date (AOR or Direct Reports) report (under My Dashboard > "Line Manager & Administrator Dashboard") shows the salary increase date for students who are within your area of responsibility (AOR). Use this report to determine when a student is eligible for an increase per the Student Hourly Pay Plan.

  • The Department has discretion to award the pay increase to eligible student employees.  The pay increase can be awarded at any time upon attainment of the appropriate years of service.

  • To initiate the increase for an eligible student employee, use My Dashboard > "Line Manager & Administrator Dashboard" > Employee Change Request (AOR or Direct Reports) (be sure to use the student's 7 digit person id number and their position code if needed). Download the form, complete it, and send to hr@pittstate.edu.

  • The increase will be effective on the 1st day of the pay period in which the Department initiates a revised student appointment form through GUS.  Retroactive pay increases will not be made if a revision is not entered by the Department on or before the second Friday of the pay period.   

  • Pay increases will be in .25 cent increments only.

  • Years of Service for active student employees will be determined as of the effective date of this program.  Departments may award pay increases in .25 cent increments as appropriate for the student employee’s Years of Service at that time.

  • Exceptions to this policy must be approved by the Division Head, Vice President, or President if President's Division.