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

10.00
1,733.33
20,800

11.40
1,977
23,722

2

Hourly
Monthly
Annually

10.31
1,787
21,443

14.24
2,468
29,611

3

Hourly
Monthly
Annually

11.05
1,915
22,976

15.25
2,644
31,728

4

Hourly
Monthly
Annually

13.80
2,393
28,714

20.07
3,479
41,750

5

Hourly
Monthly
Annually

15.59
2,702
32,423

22.66
3,929
47,143

6

Hourly
Monthly
Annually

17.66
3,060
36,726

27.04
4,688
56,250

7

Hourly
Monthly
Annually

19.87
3,444
41,328

30.43
5,275
63,300

8

Hourly
Monthly
Annually

23.62
4,094
49,132

38.54
6,680
80,162

9

Hourly
Monthly
Annually

24.43
4,235
50,821

39.86
6,910
82,919

10

Hourly
Monthly
Annually

27.04
4,687
56,240

45.06
7,811
93,733

11

Hourly
Monthly
Annually

29.79
5,164
61,965

49.65
8,606
103,275

12

Hourly
Monthly
Annually

32.21
5,584
67,003

53.69
9,306
111,671

13

Hourly
Monthly
Annually

33.51
5,808
69,701

57.06
9,890
118,679

14

Hourly
Monthly
Annually

38.54
6,680
80,156

65.62
11,373
136,482

15

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, Senior Vice President for Business Affairs and the Assistant Vice President 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 Senior Vice President for Business Affairs and President of the University concerning adjustments to the pay structures.

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