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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