Compensation and Annual Employee Increases

Idaho State University Plan Specifics

The FY2025 ISU annual compensation plan includes the components outlined below. These actions have been designed to consider market competitiveness, salary compression, and allocate funds consistent with direction from DHR and DFM, and inline with our ISU budget principles.

Pay structure shift and minimum rates of pay  - Per legislative approval, the DHR FY2025 Core Pay Schedule (pay grades) increased for classified employees effective June 9, 2024. Any eligible classified staff member currently being paid below the new FY2025 pay structure will be elevated to their new pay grade minimum. These adjustments will apply to all classified benefit-eligible positions, including staff on probation and vacant benefit-eligible salary lines when filled.

Classified Pay Grade Structure

Additionally, based on significant increases in market evaluations for particular industries, DHR implemented two new pay structures for specific Nursing/Healthcare and IT/Engineering classified staff positions. Of those specified positions, below are the applicable classifications currently in use at ISU:

Non-Classified Staff:

• • Increase of non-classified minimum rate of pay (does not apply to faculty, coaches or resident directors) - ISU non-classified minimum salary is based on the minimum of DHR Core Pay Schedule pay grade K. With the increase in DHR Core Pay Schedule, ISU will correspondingly adjust the ISU minimum annual non-classified salary from $46,050 to $47,325* based on the FY2025 DHR pay schedule, if applicable. The determination of the increase in this component is based on the amount that would be needed to move the employee from their current rate of pay to the new non-classified minimum of $47,325.

*ISU is monitoring and evaluating current FLSA rule and pending legislation for potential changes in overtime eligibility for affected employees effective January 1, 2025.

1. 1% Across the Board (ATB) increase

   All benefit-eligible employees with a start date on or before the relevant date of implementation listed below will receive a 1% across the board increase. Performance will not be a factor in these increases and classified employees in current probationary status will also be eligible for this component.

   • Classified Staff: start date on or before June 8, 2024
   • Non-Classified Staff and 12-month faculty: contract start date on or before June 22, 2024 to coincide with fiscal year contract dates
   • Faculty: contract start date prior to August 11, 2024 for 9, 10, and 11 month faculty to coincide with academic year contract dates

2. Performance/Market based merit increase

   All benefit-eligible classified employees with a start date on or before April 13, 2024 and all eligible faculty and non-classified staff hired on or before September 30, 2023 will receive a merit-based increase. These increases will be distributed according to performance rating and applicable compa-ratio or market comparison according to the following matrix:

   ISU FY2025 CEC Distribution Matrix for Classified Staff, Non-Classified Staff, and Faculty
   Compa-Ratio/Market Comparison	Needs Improvement/ Does Not Achieve Standards (Below Expectations)	Provisional Meets Expectations*	Meets Expectations	Exceeds Expectations  (Above Expectations)	Consistently Exceeds Expectations (Exceptional)
   At or above market/midpoint	0%	0.50%	1.40%	1.90%	2.40%
   90 - 99.9%	0%	0.60%	1.50%	2.00%	2.50%
   80 – 89.9%	0%	0.70%	1.60%	2.10%	2.60%
   75 – 79.9%	0%	0.80%	1.70%	2.20%	2.70%
   Less than 75% market/midpoint	0%	0.90%	1.80%	2.30%	2.80%

   *Classified employees hired October 1, 2023 - April 13,2024

   For faculty and non-classified staff hired on or before September 30, 2023, the merit portion of the matrix will be based on the 2023 performance evaluation rating. Classified employees hired after October 1, 2023 and before April 13, 2024 will receive a Provisional Meets Expectations default rating for the merit portion of the matrix.

   The market portion of the matrix is determined based on the following:

   • For Classified Staff - market rate is based on the employee’s compa-ratio, which is the employee’s current hourly rate divided by the new FY2025 pay structure midpoint/policy rate for their designated pay grade. For example calculations, see our Frequently Asked Questions (FAQ’s).
   • For Non-Classified Staff and Faculty - market ratios are determined by matching positions to current salary survey data in ISU’s peer group by title/rank and discipline. From there, the employee’s current annualized base salary is divided by the comparison group median salary to arrive at a salary market ratio. For more information on the data source and process for these salary comparisons, please see Salary Market Data Information. For example calculations, see our Frequently Asked Questions (FAQ’s).

   Increases for all ISU employees are calculated based on an employee’s base rate as of relevant date of implementation. Employees serving in interim positions do not receive annual increases based on their interim appointment salary but will receive appropriate merit-based raises when they return to their primary positions. The merit/market matrix was designed to maximize performance-based adjustments, and consider relevant market data for employee groups.

3. Faculty Promotions/Advancements in Academic Rank for FY2025

   Consistent with past years, ISU will fund advancements in academic rank for faculty in preparation for the forthcoming academic year. The majority of faculty advancements in rank will be effective July 21, 2024 for AY contracts.

    

   Below is the faculty promotion pay scale, which is applied as a flat base amount to the current base salary for those achieving advancement in rank for FY2025. As these amounts are based on 9 month faculty rates, annualized amounts will be adjusted for 10, 11, and 12 month faculty as applicable:

   • Professor/Clinical Professor $8,500
   • Associate Professor/Clinical Associate Professor $6,000
   • Assistant Professor/Clinical Assistant Professor $3,500
   • Senior Lecturer/Clinical Senior Lecturer $2,500
   • Associate Lecturer/Clinical Associate Lecturer $1,000