Pay Grade Structure

Pay Grade Structure

Prairie View A&M University uses the following pay grade salary structure to establish appropriate pay-range limits for non-faculty positions covered by the Job Classification and Compensation Plan. This pay structure is based on competitive market data and internal equity considerations. The plan also provides the compensation framework for hiring new employees and rewarding high-performing employees through progression to more responsible positions with higher and broader pay ranges.

Pay Grade
Pay Type
Minimum
Maximum
1
Hourly
Monthly
Annually
7.82
1,355
16,256
9.75
1,690
20,274
2
Hourly
Monthly
Annually
9.14
1,585
19,020
11.40
1,977
23,722
3
Hourly
Monthly
Annually
10.31
1,787
21,443
14.24
2,468
29,611
4
Hourly
Monthly
Annually
11.05
1,915
22,976
15.25
2,644
31,728
5
Hourly
Monthly
Annually
13.80
2,393
28,714
20.07
3,479
41,750
6
Hourly
Monthly
Annually
15.59
2,702
32,423
22.66
3,929
47,143
7
Hourly
Monthly
Annually
17.66
3,060
36,726
27.04
4,688
56,250
8
Hourly
Monthly
Annually
19.87
3,444
41,328
30.43
5,275
63,300
9
Hourly
Monthly
Annually
23.62
4,094
49,132
38.54
6,680
80,162
10
Hourly
Monthly
Annually
24.43
4,235
50,821
39.86
6,910
82,919
11
Hourly
Monthly
Annually
27.04
4,687
56,240
45.06
7,811
93,733
12
Hourly
Monthly
Annually
29.79
5,164
61,965
49.65
8,606
103,275
13
Hourly
Monthly
Annually
32.21
5,584
67,003
53.69
9,306
111,671
14
Hourly
Monthly
Annually
33.51
5,808
69,701
57.06
9,890
118,679
15
Hourly
Monthly
Annually
38.54
6,680
80,156
65.62
11,373
136,482
16
Hourly
Monthly
Annually
44.32
7,682
92,179
75.46
13,079
156,953

Pay ranges will be evaluated annually to ensure that maximum annual pay ranges accommodate the pay grade structure to the extent possible.
 
The structure is based on competitive practices and internal equity considerations.
 
The minimum and maximum of each pay range represent the minimum and maximum values, respectively, to the University of all jobs assigned to that particular pay range.
 
Without prior approval, but with sustainable funding, an employee can be hired up to 10 percent of the minimum of the range. Hiring employees above 10 percent of the minimum of the range requires prior approval by the appropriate vice president, VP for Business Affairs and the Director of Human Resources or designee.
 
An employee’s rate of pay may not normally exceed the respective maximum of the pay range for the job.
 
Review of Pay Structures
 
During the first quarter of each fiscal year and prior to the budget process, the Compensation Specialist will review the competitiveness of the university’s pay structures. The review will include (1) comparisons of the competitive status of the university’s ranges to the relevant external market; and (2) a review of anticipated average movement of pay structures by peer and comparison organizations.
 
Based on findings of the review, a recommendation will be prepared for consideration by the VP for Business Affairs and President of the University concerning adjustments to the pay structures. 

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