Boise State University makes every effort to ensure that its compensation structure supports employees, recognizes meritorious service, and remains competitive in an increasingly global job market. Annual increases are an important part of retaining a skilled and dedicated workforce. In Idaho, annual compensation increases for public employees are governed by a variety of state laws and policies and must be authorized annually by the Idaho State Legislature. The State of Idaho refers to some employee pay raises or other wage considerations as Change in Employee Compensation (CEC). There is a CEC legislative committee and the overall evaluation of employee wages is referred to as the CEC process. Boise State is not provided state CEC dollars to cover all campus positions, so there must be sufficient university base funding to cover recommended employee increases.
In December 2023, the Idaho Division of Human Resources (DHR) published an annual compensation report (Step One) and presented their recommendation of a 4.5% CEC merit salary pool to the Joint Change in Compensation Committee (Step Two).
In January 2024, the Office of the Governor recommended a 3% CEC merit salary pool (Step Three).
On January 17, 2024, the Joint CEC Committee passed a recommendation to the Joint Finance Appropriations Committee (Step Four) which included:
All of these are recommendations and the university currently advocates on behalf of Boise State’s workforce while it awaits a final legislative decision about CEC.
On February 26, 2024, Boise State President Marlene Tromp presented to the Joint Finance Appropriations Committee (Step Five).
On February 27, 2024, Boise State President Marlene Tromp presented to the House Education Committee and the Senate Education Committee (Step Five).
On March 13, 2024, the Joint Finance Appropriations Committee voted in favor of the FY 2025 Division of Human Resources budget.
On March 27, 2024, the House voted in favor of the FY 2025 Division of Human Resources budget (Step Six).
On April 2, 2024, the Senate voted in favor of the FY 2025 Division of Human Resources budget (Step Six).
On April 8, 2024, the Division of Human Resources reviewed their guidance with Boise State University (Steps Seven).
In April, Boise State leaders reviewed and developed a plan based on DHR’s guidance (Step Eight).
On April 26, 2024, Boise State submitted a plan to Division of Human Resources and the Division of Financial Management for their review. Boise State is currently waiting for their feedback (Step Nine).
Each year, the CEC process involves 10 distinct steps, as noted below. Please be aware that the steps do not always follow an exact order due to committee assignments or shifting legislative priorities. Currently, we are in Step Nine.Â
Each December, the Idaho Division of Human Resources (DHR) publishes a full study of public employment compensation in Idaho with an analysis of compensation trends, market competitiveness, past increases, and the total state benefits package. Step one completed by DHR in Dec. 2023.
Each December, DHR presents its annual compensation report and its CEC recommendations to the Idaho State Legislature’s Joint Change in Employee Compensation Committee (JCECC). These recommendations may be accepted, rejected, or amended by the Governor or Legislature. Step two completed by DHR in December 2023.
Each January, the Idaho Governor, after reviewing DHR’s recommendations, advances a Governor’s Office recommendation in the annual budget proposal. The governor can choose to accept, reject, or amend DHR’s recommendation. Step three completed by the Governor’s office in January 2024.
During the legislative session (typically in early spring), the JCECC will forward its CEC recommendations to the Idaho State’s Legislature’s Joint Finance and Appropriations Committee (JFAC). JCECC’s recommendations may or may not match those put forward by DHR and/or the Governor’s Office. Step four completed by JCECC in January 2024.
In early to mid spring, the Presidents of all state universities and colleges present how they used legislative funds the past fiscal year as well as current needs. JFAC asks questions to clarify needs before submitting the budget to the House and Senate. University presidents also present to the House and Senate Education committees.
JFAC ultimately votes on a CEC package for the coming year and forwards that to both the House and Senate for approval as part of the overall budget. This bill will move to the Governor’s signature for final approval. This happens typically in mid-spring.
Once the CEC is approved (typically in mid to late spring) and authorized by the Legislature, DHR develops specific CEC implementation guidance for state agencies.
Boise State reviews DHR guidance and develops a plan as to how the CEC will apply to its workforce.
Boise State’s plan is presented to DHR and the Department of Financial Management (DFM) for approval. There may be further required amendments to Boise State’s plan based on DHR and/or DFM feedback.
DHR and DFM approve Boise State’s CEC plan and implementation begins.
The CEC Process website provides a matrix for each employee classification. This website is updated after final legislative decisions are made and administration has time to update matrices. Campus will receive notice when that website is available to view.
No. State law requires that CEC be tied to meritorious service and the results of performance evaluations, as well as where an employee’s salary currently sits within its overall salary range (compa-ratio).
Classified and professional employees must have a current positive performance evaluation (1 to 3 rating) and have completed Cybersecurity Awareness training and Respectful Workplace training (administered on March 1 and due Sunday, March 31, 2024 by 5 p.m.).
Employees receiving a ‘0’ rating (or below expectations) on their yearly performance evaluation are ineligible for CEC, but increases for classified and professional employees receiving other scores are generally set on a sliding scale with ‘1’ receiving the lowest increase and those with a ‘3’ receiving the highest. Faculty scores are also set on a sliding scale as determined by their unit. The exact details will not be determined until Boise State’s plan is developed and approved by Idaho’s Division of Human Resources and Division of Financial Management.
Boise State’s plan usually takes into account:
Once all these factors are considered, a matrix is submitted for both staff and faculty.
Roughly 35% to 40% of Boise State’s employees are funded by general funds, meaning that the state covers the annual CEC merit pool for those positions. The remainder of the Boise State workforce are funded by other means (e.g. tuition, grants, auxiliary revenue, local funds, F&A, etc.). Boise State is not provided state dollars to cover the CEC for positions not funded by general funds. Therefore, to fully fund the CEC for all university employees, Boise State must have sufficient base funding to cover the increases for non-appropriated positions.
If sufficient additional funding is not available, the university has to reallocate the pool so that all eligible employees receive an increase.
Boise State takes a snapshot of its total state-appropriated workforce to determine what the total expenditures are for state-appropriated salaries. This date is used to calculate pay raises. For FY25, the CEC snapshot date is March 4, 2024. It is important to ensure all pending salary actions (e.g. promotion, reclassification, equity increase, etc.) are completed prior to March 4, 2024, so that the salary snapshot accurately reflects the total payroll.