Pay bands correlate to the corresponding job classification category. Since there is a wide range of positions that can fit into a job category, the Office of Human Resources reviews all positions to recommend a competitive compensation range. Internal peer comparators and external market data are analyzed for nearly every staff position and a recommended salary range is determined and shared with the hiring school, college or unit. This protocol ensures parity across campus and allows the university to be more competitive.
The Wage and Salary, Pay Rates Policy is a comprehensive resource for information on staff pay practice and includes information regarding:
- Annual increases
- Discretionary increases
- Pay rate reductions
Currently, the minimum wage (for non-exempt employees) and minimum weekly compensation (for exempt employees) in New York State surpass federal requirements.
- Non-Exempt: While current New York State minimum wage is $9.70 per hour, Syracuse University is committed to offering its employees a fair wage. Non-student support employees must be paid according to the University’s Fair Wage Initiative. All benefits eligible staff must be paid a minimum of $12.85/hour, which will increase to $13.01 effective June 29, 2017. Non-benefits eligible staff support employees positions at Syracuse University pay a minimum rate of $11.68 or more per hour, which will increase to $11.83 effective June 29, 2017.
- Exempt: The minimum salary that may be paid to an exempt staff position per New York State law is $727.50 per week, regardless of the number of hours worked. This equates to $1,576.25 semi-monthly and $37,830 annually. Effective December 31, 2017, the new minimum will be $780 per week. This equates to $1,690 semi-monthly and $40,560 annually.
Again, while these are the minimum rates, positions are reviewed so the minimum for a position can certainly be above these legal requirements.
Pay bands provide a broad range to encompass all positions within a job classification. Most positions do not span the whole range; therefore, supervisors should work with the HR Compensation Team to identify the appropriate compensation range.