Human Resources

Staff Position Classification and Compensation

Origination Date: 10/1/93
Revised: 12/22/1999, 1/1/2000, 07/20/2026
Applicability: Classified Staff and University Staff

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Definitions

Classification Strategy: The systematic process of grouping jobs into categories based on duties, responsibilities, required skills, and qualifications.

Compensation Strategy: The systemic framework for paying employees, defining how salaries, benefits, and other rewards are determined and distributed, ensuring fairness, competitiveness and alignment with University goals.

Staff: Positions in either the Classified Staff or University Staff employment categories.

Policy

Section I: Job Classifications

A. Each Staff position is assigned a job title which ties the position to the Staff classification structure. A job title is to be representative of the work being performed in a position as defined by the stated job duties and responsibilities.

Section II: Compensation Structure

A. The Staff compensation structure is a market-driven, grade-based pay structure that includes pay grades based on competitive market values.

1. Pay ranges reflect the minimum, midpoint, and maximum allowed pay for each title.
2. Positions must be placed within the documented pay range of their respective pay grade.

Related Information*

ABOR Policy 6-402, Compensation Administration Policies

ABOR Policy 6-510, University Staff

Policy History*

07/20/2026: Policy revised. Formerly titled “2.01 Classified Staff Classification and Compensation”.

01/01/2000: Policy revised.

12/22/1999: Policy revised.

10/01/1993: Policy adopted.

*Related Information and Policy History are solely for the user’s convenience and are not part of the official University policy.