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FY23 Employee Raises: A Walk-Through the CEC Process

The Idaho State Legislature is responsible for distribution of public funds and determines whether State of Idaho employees will receive pay raises, known as Change in Employee Compensation (CEC).

The Idaho State Legislature has approved annual pay increases for state employees. Boise State University includes all benefit-eligible employees in the CEC, and appreciates this funding and the positive impact it has on employees.

The following four elements comprise CEC increases. When combined together, they equate to the final percentage increase for the upcoming fiscal year.

1. Base Increase of 3%

All benefit-eligible staff will receive at least a 3% increase to their base compensation.

2. FY23 Merit Increase

Professional and Classified Staff

Professional and Classified Staff at Boise State, who are benefit-eligible employees on or before March 7, 2022 that have a current performance evaluation of Achieves Expectations or better, and have completed the statewide mandatory cyber security training and the Harassment and Discrimination + Title IX training are eligible for the merit increase that will be distributed as follows:

COMP RATIODoes not meet expectations (0)Meets expectations (1)Solid Sustained (2)Outstanding (3)
101% - 190%0%01.60%231.80%942.09%302
69% - 100%0%21.70%1932.03%4832.39%711

FY23 Faculty Merit Matrix

Boise State faculty (843) who are benefit-eligible employees on or before March 7, 2022, have a merit score of a one (1) or above, and have completed the statewide mandatory cyber security training and Harassment and Discrimination + Title IX training are eligible for a merit increase that will be distributed as follows:

Merit Raise Score123456789
1.00.18%0.33%0.42%0.51%0.60%0.69%0.78%0.87%0.96%
1.50.33%0.61%0.77%0.94%1.10%1.27%1.43%1.60%1.76%
2.00.42%0.77%0.98%1.19%1.40%1.61%1.82%2.03%2.24%
2.50.51%0.94%1.19%1.45%1.70%1.96%2.21%2.47%2.72%
3.00.54%0.99%1.26%1.53%1.80%2.07%2.34%2.61%2.88%
3.50.57%1.05%1.33%1.62%1.90%2.19%2.47%2.76%3.04%
4.00.60%1.10%1.40%1.70%2.00%2.30%2.60%2.90%3.20%
4.50.63%1.16%1.47%1.79%2.10%2.42%2.73%3.05%3.36%
5.00.66%1.21%1.54%1.87%2.20%2.53%2.86%3.19%3.52%
5.50.69%1.27%1.61%1.96%2.30%2.65%2.99%3.34%3.68%
6.00.78%1.43%1.82%2.21%2.60%2.99%3.38%3.77%4.16%
6.50.87%1.60%2.03%2.47%2.90%3.34%3.77%4.21%4.64%
7.00.96%1.76%2.24%2.72%3.20%3.68%4.16%4.64%5.12%

Compensation/equity score (Informed by CUPA, time in rank, inequities, etc.)

9 is the highest degree of compression/inversion, 1 is the lowest.

3. 3% Increase in Staff Pay Schedule

Classified Staff

The Classified Staff pay grade schedule will be adjusted upward by 3%. Boise State will maintain a minimum starting hourly rate for classified positions at 78% of the pay level, no lower than $12.00 per hour for the grade assigned using the FY23 pay schedule. Employees with a rate of pay falling below the Boise State minimum of their pay grade will receive an increase to the new minimum.

Professional Staff

The Professional Staff pay grade schedule will be adjusted upward by 3%. As part of the Boise State compensation strategy, we will continue to pay within 85% of the market rate for exempt employees. To meet market demands and stay competitive with our pay, we have removed the P3 pay level from the professional staff pay grade.  This affects 109 employees and includes aligning the career path to avoid compression. After the 3% increase and the merit matrix increase, any employee with a rate of pay falling below the Boise State minimum hire rate will receive an increase to the new minimum established through this pay grade advancement.

4. FY23 Faculty and Lecturer Compensation Initiatives

Faculty Promotions and Lecturer Advancement in Level

Effective Dates for CEC Increases

  • June 12: Classified Staff CEC effective date, pay date July 8
  • June 26: Professional Staff CEC effective date, pay date July 22
  • July 24: Faculty CEC effective date, pay date August 19

Definitions

Staff Pay Grades

Pay Grades are an established range of compensation based on target markets and positions with work requiring similar knowledge, skill and ability. Pay grades also contain target ranges designed to distinguish between differing levels of experience, individual contribution, and employee type. Each Classified and Non-Classified/Professional position is assigned a pay grade.

  • Minimum Compensation Rate: The lowest compensation rate, used only for Temporary or Underfill employees.
  • Boise State University Minimum Hire Rate: The lowest compensation rate for a Regular employee.
  • Midpoint of Pay Grade Compensation Rate: The target market compensation rate for a position in a pay grade.
  • Maximum of Pay Grade Compensation Rate: The highest compensation rate for a position in a pay grade.

Hourly Rate

Every employee, whether they are paid a salary or by the hour, has an hourly rate. An employee’s hourly rate on March 7 is the rate used to determine the raise, based on the CEC matrix and calculation (see below). Employees can see their current hourly wage by logging into myBoiseState.edu > Bronco Hub > Me > Personal Info > My Compensation.

Compa-Ratio

All professional and classified employees have a pay grade. An employee’s current position is always classified into a pay grade. Pay grades are based on type of work, experience and skill set needed to perform the work, along with decision making, budgetary and supervisory responsibilities, in addition to other hiring attributes. Each pay grade has a policy (or mid-point) that reflects the market rate for a position. Percentages from the mid-point range make up a ‘compa-ratio’. You can find your pay grade by logging into myBoiseState.edu > Bronco Hub > Me > Employment Info.

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