Compensation

Arizona State University defines total compensation as more than the salary paid for the valuable work performed to support our ASU students' success.

Total compensation

• Access to world-class educational opportunities at deeply discounted rates.
• A comprehensive package of affordable benefit plans and programs.
• Salary and wages paid.

The compensation area of the Office of Human Resources provides guidance, recommendations and strategic solutions. This unit consults with management to ensure equitable, fair treatment of staff and compliance with regulations and laws on these topics:

• Compensation delivery mechanisms.
• Job design.
• Market dynamics.
• Salary decisions.

Objectives

• Compliance with applicable regulations and financially responsible.
• Considers the relevant market.
• Flexibility in pay administration.
• Provide opportunities to reward performance, proficiency, and outcomes.
• Support employee’s desire for career growth.

The Office of Human Resources conducts periodic market studies to determine competitive pay in the labor market. Data on average and median pay from various salary surveys is used as the basis for the analysis. In addition, staff salary ranges were evaluated to take into account the new pay minimums that went into effect on Sept. 19, 2022. Updates to staff salary zones took effect on Sept. 19, 2022.

Arizona State University commits to maintaining a compensation structure reflective of job market dynamics. Each job is assigned a market zone consistent with compensation principles and market relationships.

Classification and job descriptions

Job classification is determined by defining and evaluating its authority level, duties and responsibilities. Use the Position Analysis Questionnaire form (PAQ) to determine a job classification.

• ASU staff job descriptions. ASURITE ID needed.
• The information from the PAQ becomes a job description.

Framework elements

• Job category definitions: A systematic grouping of jobs generally in organizational order into which each staff job is assigned. These are also used for vacation accrual.
• Market Reference Point: Relative pay rate for a job considering the market relationship.
• Market Reference Zone is spread around MRP and varies by category.

References and resources

• Exempt or nonexempt job classification – Fair Labor Standards Act.
• Leader's guide.
• Nonexempt employee travel considerations

Salary guidelines

Consider the equity, expertise and performance of an employee to determine an appropriate salary. Before extending an offer to a candidate, ASU HR recommends these competency level guidelines:

• Reference establishing rates of pay policy for additional assistance.
• The salary administration policy explains the options available for the administration of salary or career-related actions.
• The salary approval matrix shows the approvals required for certain actions.

Compensation partners