MSUAASF Initial Hire Salary Placement
Step placement for new MSUAASF members is determined by the number of years of creditable experience the individual has, as well as the number of years the individual has spent previously in a MSUAASF or a MnSCU Academic Professional, Academic Supervisor, or Administrator position assigned to the same or a higher salary range. There is one exception; classified employees whose positions have been recompared to a MSUAASF position have their initial salary placement in the appropriate MSUAASF range determined by the compensation provisions of DOER's Administrative Procedure 15.6, Transfers and Demotions.
Newly hired individuals have their years of creditable experience determined according to the MSUAASF Guideline for Creditable Experience that includes general guidelines and categories for crediting experience as published January 1, 1995. The guidelines and categories can be found on the MnSCU HR web site - Campus HR Staff Resource Index under Compensation
The individual's work experience history must be recorded in SCUPPS on the Employee Information tab, including actual and creditable years. An explanation of this screen is available here.
The total number of years of creditable work experience, rounded down to the nearest whole number, is placed on the vertical axis of the salary grid for the appropriate range. The number of years previously spent in a MSUAASF or a MnSCU Academic Professional, Academic Supervisor, or Administrator position assigned to an equal or higher range than that for which the employee is currently being hired is placed on the horizontal axis of the salary grid for the appropriate range. The new employee's salary corridor will then be located within the salary grid at the intersection of the employee's placement on the vertical and horizontal axes.
Actual salary step determination within the corridor for each new employee is at the university's discretion. Initial salary step placement may be at the target step or up to two steps lower than the target.
If a salary higher than the target is needed to secure the new employee, the university may at its discretion offer a higher salary up to the midpoint of the range. These offers of a salary above the target step but at or below the midpoint of the range must take into consideration equity, market factors, and any other recruitment or unique circumstances related to the search and job offer. It is expected that the university will document these issues and retain this information in the employee's personnel file. If the university wishes to offer an above target salary that is also above the midpoint of the salary range, the documentation of the market factors and other issues must be submitted to the Office of the Chancellor for approval. Market factors will ordinarily be documented through comparison to CUPA-HR salary survey data.