P&S Frequently Asked Questions (FAQ)

1.  How do I request reclassification of a P&S position?

Requests for classification review of existing positions should be made through the online Classification and Hiring System. The request should be submitted to Classification and Compensation Office after all appropriate approvals have been obtained.

2. What is the pay increase if my position is reclassified?

P&S employees who are reclassified to a higher pay grade will ordinarily receive a salary increase of at least five percent.  Salary increases for Merit staff moving into the P&S system through a reclassification are subject to the policy governing entrance rate of pay for P&S staff.  Salaries should fall within the first third of the assigned pay grade.  A Merit staff member who is reclassified into a P&S position may receive a salary increase within limits set by this policy, but an increase is not required. Salary increases that would exceed the first third must be approved by the Compensation Office.

3. What is the effective date for my reclassification pay increase?

Pay increases due to reclassification are effective on the date the supervisor signed the PIQ, unless another date is approved and documented by the VP, Provost or other appropriate administrative official.

4. What do the pay grade thirds mean?

There is no special significance for publishing the pay matrix in thirds. It is a method of breaking down the ranges for ease in approximating where an individual’s salary is relative to the entire range. Unlike the Merit system, the P&S system is not a step system.

First Third- ISU’s hiring policy is to allow department’s to hire within the first third without requiring central administration approval. If a salary above the first third is requested the decision to hire above the entry rate should be based on the individual having qualifications that exceed the minimum qualifications required.

Midpoint- Generally, the midpoint of the pay range is considered the average market rate for the pay grade. There is no policy as to how long it should take an individual to reach the midpoint of the pay grade. Because of the variety of jobs assigned to any pay grade, market may vary substantially.

5. How do I advance through the pay range?

The primary method for movement through the pay range is through the annual salary increase granted on July 1 of each year. The increase is given to reward improved job performance and is granted in accordance with guidelines approved by the administration which is distributed each year prior to the preparation of the annual budget. Variances among employees such as relative efficiency, productivity, aptitude, attitude, etc. can and should be handled within the salary range built into each job grade.

6.   Do I have to be in pay grade 17 to be a Principle Investigator?
Questions regarding this policy should be directed to the Office of Sponsored Programs Administration.