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Workforce Planning and Compensation

Compensation Updates

CEC Reminder

March 7, 2022 is the Snapshot Day for the FY23 CEC. 

No position reclassification or salary change for merit, market or equity, may occur during the CEC Implementation Period which is March 7, 2022 – FY23 begin dates.

The Workforce Planning/Compensation Team aims to cultivate a culture of proactive, and strategic thinking regarding workforce planning needs in a manner that is transparent and data-driven. This philosophy supports the growth and development of employees in efforts to bring value to the overall mission of the University.

Contact the Workforce Planning/Compensation Team at compensation@boisestate.edu.

Career Ladders 

Compensation & Classification Process

Follow these simple steps and know you can reach out to us for any questions or concerns along the way.

1. Before you begin

Read this first! This is your guide to terminology on how to compensate for any job and salary action.

Find out which form, process, or system to use.

2. Workforce Planning Strategies

A guide for supervisors when considering a change in pay for their employee due to expanded responsibilities or contribution, while staying within the same pay grade.

These are the descriptions of the different levels and categories of positions. This includes knowledge and skills, minimum qualifications, and expectations.

Find out the minimum qualifications for each type of position.

Find the position you are looking for, these are standards that are built for all positions and include the purpose, knowledge, skills, abilities, and essential responsibilities. You can use these for job recruitments, job descriptions, and career path design.

If a job standard is not listed, use this template to create a new job description here.

3. Pay Rates and Pay Grades

4. Compensation & Classification Form

Once you’ve gathered all the information, submit a Compensation & Classification Form.

For temporary hires, complete a Temporary Hire Form.

Frequently Asked Questions

General Compensation FAQS

Q: Does a change in job duties mean a change in the classification of a position?

A: Not always, it depends on how significant the duties have changed. Often, a position’s duties change or additional duties are assigned to a position, but the changes are not significant enough to move the position to a different classification.

Q: How do I get a copy of the job description for a position that reports to me?

A: You can request a copy of a job description by contacting the Workforce Planning team at compensation@boisestate.edu.

Q: How does Boise State determine pay for professional staff appointments?

A: Boise State University uses a “Market Referenced” program called the Professional Staff Salary Administration Program (PSSAP) for professional staff compensation and classification. In a “Market Referenced” system, job content and role (i.e., body of work) of a position is compared with other jobs in the appropriate market externally. Pay for these jobs are compared to similar jobs in other universities, colleges, companies, locally and nationally depending on the job in which we compete for talent. When a match cannot be made to an external position in the market, we slot jobs to determine the internal grade for the position. In a market-referenced system, funding required to pay our professional staff employees competitively is determined and those funds are allocated across jobs in a manner that produces the best business results. Accordingly, the University is committed to administering a staff compensation program that is both fair and equitable while recognizing University constraints.

Q: How does the state determine pay for Classified Employees?

A: The state uses the Hay system to determine the relative value of each classification using a guide chart profile method and correlated factoring of benchmark job classifications. The Hay system measures such factors such as job know-how, problem solving, accountability, and additional compensable elements such as work environment. Hay points and market factors are converted to ranges associated with each pay grade on the state pay schedule.

Q: How is the classification for a position determined?

A: Classification decisions are based on the predominant activities/functions/duties and major purpose of a position. Other factors include level of program knowledge, independence, decision making responsibilities, consequence of errors, and problem solving requirements.

Q: What is the difference between a state (DHR) class specification and a job description and a job standard?

A: The DHR state class specification is a general summary document that is used to describe a state classified job. A class specification may represent hundreds of different positions in a variety of state agencies.  A job standard includes the purpose, knowledge, skills, abilities, and 60 % of the essential responsibilities.  Use these for job recruitments, job descriptions and career path design. A job description is a more specific expectation of work for an employee’s position and should be updated as job duties and responsibilities change.

Q: What kinds of issues are not considered in making a classification decision?

A: Areas not directly related to job duties do not impact the classification of a position. Examples of areas not considered in a classification decision include an increase in volume of work; adding more of the same level of duties; performance issues (either good or poor); the skill or background level of an employee; temporary duties assigned such as on a fill-in basis during vacations or medical absences; who or what department the employee reports to, and pay needs of the employee or a department’s budget restrictions or availability.

Q: What’s the difference between professional staff and classified positions?

A: Classified and professional staff positions are distinguished based on job duties and responsibilities. In general, most classified positions are non-exempt under federal FLSA (Fair Labor Standards Act) rules, which means they are eligible for overtime, and most professional staff positions are exempt (not eligible for overtime under FLSA rules).

Q: When do I complete or update a job description for my position or for positions reporting to me?

A: A compensation and classification review is required to establish a new position, reclassify an existing position, or make changes to an existing job description.

Meet the Compensation Team

  • Kristal Cilley

    Workforce Planning & Comp. Manager

    Ask Me About: Workforce Planning Leadership Management, Compensation Philosophy, CEC Administration, Compensation Analysis

    Kristal is an Idaho native, born and raised in Emmett, Idaho. She earned a bachelor’s degree in Communications from the University of Idaho. Kristal joins the Workforce Planning and Compensation team with over 15 years of experience, working in various aspects of Human Resources in her previous jobs. Prior to joining the team at Boise State, Kristal worked in both the public and private sectors. Kristal’s favorite part of working in Human Resources is building strong working relationships & helping employees. In her free time, Kristal enjoys exploring new cities & restaurants, shopping, and spending time with her friends and family.

    Ask Me About: Workforce Planning Leadership Management, Compensation Philosophy, CEC Administration, Compensation Analysis

    Kristal is an Idaho native, born and raised in Emmett, Idaho. She earned a bachelor’s degree in Communications from the University of Idaho. Kristal joins the Workforce Planning and Compensation team with over 15 years of experience, working in various aspects of Human Resources in her previous jobs. Prior to joining the team at Boise State, Kristal worked in both the public and private sectors. Kristal’s favorite part of working in Human Resources is building strong working relationships & helping employees. In her free time, Kristal enjoys exploring new cities & restaurants, shopping, and spending time with her friends and family.

  • Mindy Diehl

    Compensation Specialist

    Ask Me About: Job Classifications, Job Standards, Compensation Data, Compensation Policy, Benefits, Hiking Idaho, Water Sports, Baking and Crafts

    Mindy was born and raised in Boise and has lived in Ada County her entire life. She came to Boise State University’s Benefits team in July 2020 and moved her skills to Compensation in August 2021. Prior to joining Boise State, she honed her understanding of human resources and State of Idaho government agencies through positions with the Idaho Transportation Department, the Division of Veterans Services and the Board of Nursing. From those previous positions, she brings over 15 years of experience of work with HR.  Mindy’s (why) aspect of this position is to always be fair and equitable and give others the tools needed.

    Ask Me About: Job Classifications, Job Standards, Compensation Data, Compensation Policy, Benefits, Hiking Idaho, Water Sports, Baking and Crafts

    Mindy was born and raised in Boise and has lived in Ada County her entire life. She came to Boise State University’s Benefits team in July 2020 and moved her skills to Compensation in August 2021. Prior to joining Boise State, she honed her understanding of human resources and State of Idaho government agencies through positions with the Idaho Transportation Department, the Division of Veterans Services and the Board of Nursing. From those previous positions, she brings over 15 years of experience of work with HR.  Mindy’s (why) aspect of this position is to always be fair and equitable and give others the tools needed.

  • Meghan Parkinson

    Data Analyst

    Ask Me About: Employee Analytics Dashboard, Ad-hoc Reporting, Survey Data, Data Visualization, Math, Basketball, Los Angeles Dodgers & Taylor Swift

    Meghan is a Boise Native and earned her Bachelor’s Degree in Applied Mathematics from Weber State University. Prior to joining Boise State in 2021, she worked as an analyst for 1.5 years. Meghan is passionate about math and data and making informed decisions using the data available.

    Ask Me About: Employee Analytics Dashboard, Ad-hoc Reporting, Survey Data, Data Visualization, Math, Basketball, Los Angeles Dodgers & Taylor Swift

    Meghan is a Boise Native and earned her Bachelor’s Degree in Applied Mathematics from Weber State University. Prior to joining Boise State in 2021, she worked as an analyst for 1.5 years. Meghan is passionate about math and data and making informed decisions using the data available.

  • Karl Prokop

    Compensation Coordinator

    Ask Me About: Job Standard Process, Market Pricing, Pay Scale Updates, Contracts & Salary Communications, Career Ladders

    Karl was born and raised in Southern California and relocated to Boise in 2016. He is married and has two daughters and graduated from Boise State University in 2020 with a double BBA in Entrepreneurship Management and Human Resource Management. Prior to joining the Compensation Team, Karl worked four years on campus in Campus Facilities. He is a Boise State football season ticket holder and a proud Bronco with BAA and Lifetime Alumni Memberships. Go Broncos!

    Ask Me About: Job Standard Process, Market Pricing, Pay Scale Updates, Contracts & Salary Communications, Career Ladders

    Karl was born and raised in Southern California and relocated to Boise in 2016. He is married and has two daughters and graduated from Boise State University in 2020 with a double BBA in Entrepreneurship Management and Human Resource Management. Prior to joining the Compensation Team, Karl worked four years on campus in Campus Facilities. He is a Boise State football season ticket holder and a proud Bronco with BAA and Lifetime Alumni Memberships. Go Broncos!

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