Classification, compensation plan developed for AP staff

By Communications staff, Washington State University
PULLMAN – Human Resource Services (HRS) has developed a comprehensive classification/compensation plan for administrative professional staff at all WSU locations.

The goals of the plan are to:
• Assist with consistent compensation practices throughout the university.
• Create meaningful salary levels within a system that ensures integrity.
• Provide departments with flexibility in determining professional salaries within established rules.
• Provide easy-to-understand rules for movement within salary bands.
• Recognize and address salary compression/inversion in the future.
• Support WSU’s goals and objectives.

 
HRS will offer a series of general information sessions for all AP staff starting Aug. 26. A list of sessions and information about the plan are available on the HRS website, to view that click here.  To view the classification/compensation plan click here.
 
Any administrative change to an employee’s system-classification identifier (commonly referred to as the official title/title code) will not affect that employees’ status as an AP staff member, nor will it affect salary or change working titles.

Elliot-Cheslek

During development of the AP classification/compensation system, more than 1,600 WSU positions were reviewed, more than 3,750 market benchmarks were analyzed, and approximately 300 organization charts from across WSU were assessed, said Theresa Elliot-Cheslek, HRS interim director.

Development also involved review and adoption of best practices from other leading research universities throughout the country, she said.

HRS provided updates and received feedback from the Administrative Professional Advisory Council (APAC) as well as the APAC executive group. Over the last several weeks, HRS has met with area heads and administrators to gather feedback.

When the plan is finalized, AP employees will receive formal notification from HRS. Included in the notification will be information on the appeal process for employees who disagree with their system-classification indicator.

“Once the project is finalized, we don’t close the book and move on; we want to hear from employees,” Elliot-Cheslek said.


Sakamoto

“APAC is looking forward to the new AP classification/compensation plan,” said Connie Sakamoto, APAC chair.

“We know there will be a lot of questions, as with anything new that affects a person’s job classification or potential future salary,” said Sakamoto, administrative manager in Veterinary Clinical Sciences.
“APAC wants to work with AP employees to make sure everyone is aware of these changes and knows who to contact regarding questions,” she said. “We know there may be some concerns, but we believe the system will be beneficial to all when it is finally put into action.”

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