BYU-Idaho Salary Information
(Philosophy, methods, and classification)

(Please keep personal salary information confidential.)


Compensation Philosophy

BYU-Idaho, under the direction of the President of the Church and the Board of Trustees, adopts a conservative, yet fair, philosophy regarding the salaries of its employees. BYU-Idaho has been asked to keep employee salaries at approximately the "market average" for each particular job. As a result, some people in Rexburg and in the surrounding area will be paid higher than employees at BYU-Idaho and others will be paid lower than employees at BYU-Idaho. Salaries are designed to be fair and generous, but are generally not going to be identical to industry leaders.

Also, BYU-Idaho is required to manage the affairs of the University in an economical manner and to comply with recognized business practices. As a result, some job assignments at BYU-Idaho will be compensated higher than others. This is not an expression of an employee’s personal worth, only a reflection of average market values for various positions.


 Establishment of Salary Ranges

Each non-faculty and non-student job at BYU-Idaho has a Job Description which is kept on file in the Personnel Services Office. Each Job Description has been evaluated and assigned a point value by the Job Evaluation Committee here on campus. Point values are established using the nationally recognized Hay System which rates each job on a rigorous and detailed scale. Some of the items considered when rating jobs are:

  • Job duties
  • Level of accountability
  • Supervisory duties
  • Education required for the position
  • Experience required for the position
  • Human relations skills required for the position
  • Budget

After a point value for the job is determined, a salary range is established. The salary range is calculated by combining the Hay point and the market average for that job. Salary surveys are performed each year to determine the market average for the various jobs at BYU-Idaho.

In all, the process of compensating employees is taken very seriously by the administration at BYU-Idaho and by the Board of Trustees.


Job Classifications (Exempt and Non-Exempt) According to Federal Law

Jobs are classified according to the Fair Labor Standards Act (FLSA). The law was originally passed in 1938 and has been amended since that time. The law was created to protect employees – to ensure that they received a minimum wage, overtime, and other items to safeguard their rights. Jobs are classified according to the law as either "exempt" or "nonexempt." The term "exempt" means that some jobs (usually those higher in pay) are "exempt" from the regulations of the Fair Labor Standards Act. At BYU-Idaho the jobs classified as "exempt" are administrators and faculty.

The Fair Labor Standards Act establishes the various classifications of jobs and the rules which govern these. In general:

Administrators:

  1. Perform office or non-manual work directly related to management duties.
  2. Regularly exercise discretion and judgment, as opposed to using skills and following procedures.
  3. Devote no more than 20% of their time to tasks not related to managerial-type duties (i.e. production, sales, and routine work).

For Example: Administrators interview, select, train, evaluate, supervise, discipline, and control.

Faculty:

  1. Have work that requires knowledge of an advanced type, as distinguished from general academic education or training in the performance of routine mental, manual, or physical processes.
  2. Have work that is predominantly intellectual and varied in character.
  3. Devote no more than 20% of their time to tasks not related to the duties of teaching.

Staff:

  1. Primarily perform work that is routine or repetitive in nature, even where such work may be technical and may require extensive education and training to perform.
  2. Perform work that arises out of administrative directions.
  3. Supervisors perform the same kind of work as those they supervise.

For Example: Staff employees produce, replenish, stock, file, operate, repair, clean, and maintain.

(Note: This information provides a general overview of FLSA. For further information, please contact Personnel Services or the U.S. Department of Labor.)

 

© BYU-Idaho
Rexburg, Idaho