Human Resources
Classification and Compensation
The Compensation area is responsible for the administration of the position classification system, establishing salary rates for non-faculty positions, and ensuring University Compliance with the Fair Labor Standards Act (FLSA) and Civil rights regulations.
Workers who fall under the FLSA’s “white collar” executive, administrative, and professional exemption (MTSU Administrative) are not eligible for overtime pay. To qualify for white-collar exemptions, employees must be paid a salary of at least $43,888 annually and meet certain duties tests. If they are paid less or do not meet the tests, they (MTSU Classified) must be paid 1 1/2 times their regular hourly rate for hours worked in excess of 40 in a workweek.
Middle Tennessee State University utilizes a competitive market-based pay structure that aims to attract, motivate, and retain well-qualified employees at every level.
Our system of determining market-based pay is through utilization of compensation data of peer institutions obtained from the College and University Professional Association for Human Resources (CUPA-HR).
Human Resources is responsible for completing relevant compensation data analysis in the recommendation of salaries that support the University’s mission while staying within established budgetary constraints and in consideration of compression issues.
Administrative and Classified calculations are based on the pay grade of the position and the number of years of relevant work experience of the candidate. Using the salary ranges for classified or administrative staff, apply the following calculations:
- Take the minimum salary of the Pay Range and add the range penetration factor for each year of relevant experience (see above link for range penetration factor)
- If the calculation is past the midpoint, the salary recommendation is capped at the midpoint of the applicable pay grade.
The salaries of current employees within the department should be considered before making a salary determination. The hiring department has the authority to lower the salary recommendation provided by Human Resources.
Classified Pay Structure
| Grade | Minimum | Midpoint | Maximum | Range Penetration Factor |
|---|---|---|---|---|
| 1 | 22,065 | 26,478 | 30,891 | 294.20 |
| 2 | 24,052 | 28,982 | 33,911 | 328.63 |
| 3 | 26,296 | 31,818 | 37,340 | 368.13 |
| 4 | 28,839 | 35,039 | 41,238 | 413.30 |
| 5 | 31,721 | 38,700 | 45,679 | 465.27 |
| 6 | 35,000 | 42,875 | 50,750 | 525.00 |
| 7 | 38,733 | 47,643 | 56,552 | 593.97 |
| 8 | 42,994 | 53,098 | 63,201 | 673.57 |
| 9 | 47,866 | 59,354 | 70,842 | 765.87 |
| 10 | 53,451 | 66,547 | 79,643 | 873.07 |
| 11 | 59,865 | 74,831 | 89,797 | 997.73 |
Administrative Pay Structure
| Grade | Minimum | Midpoint | Maximum | Range Penetration Factor |
|---|---|---|---|---|
| 2 | 43,888 | 49,725 | 55,562 | 389.13 |
| 3 | 43,888 | 52,757 | 61,626 | 591.27 |
| 4 | 46,448 | 57,520 | 68,591 | 738.10 |
| 5 | 51,415 | 64,011 | 76,607 | 839.73 |
| 6 | 57,113 | 71,487 | 85,861 | 958.27 |
| 7 | 63,668 | 80,116 | 96,563 | 1,096.50 |
| 8 | 71,227 | 90,103 | 108,979 | 1,258.40 |
| 9 | 79,964 | 101,687 | 123,410 | 1,448.20 |
| 10 | 90,087 | 115,161 | 140,234 | 1,671.57 |
| 11 | 101,846 | 130,872 | 159,898 | 1,935.07 |
| 12 | 115,542 | 149,242 | 182,942 | 2,246.67 |
| 13 | 131,533 | 170,774 | 210,015 | 2,616.07 |
| 14 | 150,257 | 196,086 | 241,914 | 3,055.23 |
| 15 | 172,238 | 225,919 | 279,599 | 3,578.70 |
If an employee feels their job has changed considerably, they may discuss the option of reclassification with their supervisor.
When a position is reclassified to a higher salary grade, the incumbent employee will receive a 6% increase to their current salary or an increase that is equal to the minimum of the new salary range, whichever is greater. Employees whose positions are reclassified more than one pay grade will receive a 9% increase. If the employee’s current salary is above the maximum of the new pay grade, no increase in salary will be awarded.
If a reclassification audit has been denied, it may be resubmitted for consideration one year from the date of the audit results if new significant duties have been performed for a minimum of six (6) months.
Reclassification Effective Dates
In order to allow adequate time for processing and studying of the position, Human Resources will reach a decision on reclassification studies sixty (60) days after submission on PageUp. Reclassification decisions will go into effect on the first of the month following the sixty (60) day period. (Example: Reclassification requests submitted on July 5, will be decided by September 5th and, if approved, would go into effect on October 1.)
- Reclassification effective dates will not be retroactive.
- When a reclassification study is complete, the supervisor will be notified in writing
of the outcome of the study. - To view the Classified and Administrative Pay Ranges, please see the Hiring Salaries section above.
- 807 Classification and Compensation Plan for Classified and Administrative Positions
- Login to the PageUp system at https://mtsuemployees.pageuppeople.com using your FSA credentials.
- Click on the Administration link to be directed to your dashboard.
- Several boxes should appear. Click on the “Manage position descriptions and create …” link within the Position Description box.
- You will see a listing of positions that you have access to. Click on the “Edit” link for the description that should be modified.
- Review the summary. To continue with making edits, scroll down to the Users & Approvals section and click on the “Update PD” button, then click “OK” in the pop-up window to reset the approval process.
- Edit the description as needed.
- Near the bottom of the form, under Users & Approvals, enter the hiring manager’s name and select the appropriate approval process: PD Approval (with AVP/Dean) – or – PD Approval (without AVP/Dean).
- This will open additional fields. Enter the Department Head, AVP/Dean (if applicable), the division’s assigned Executive User (see below), and HR Compensation.
- Division Executive Users: Joe Bales, Rebecca Cole, Khalilah Doss, Kimberly Edgar, Yvette Clark, Andrew Oppmann, or Alan Thomas
- HR Compensation: Shannon Sexton for administrative; Jamie Wilson for classified
- Enter “Jamie Wilson” in the HR Employment or Academic Resources field.
- Click “Next Page” to add notes, if needed.
- Click “Next Page” to upload a current departmental organizational chart and a memo summarizing the position. For reclassification purposes: please make sure the memo identifies the additional tasks that have been performed by the incumbent for a minimum of six months.
- Click on “Save a draft” if you are not ready to send through the approval process. Click on “Save” or “Save & Exit” to initiate the approval process.
Classified and Administrative
Salary recommendations for promotions of classified and administrative staff will be based on the number of relevant years of work experience that qualifies the employee for promotional opportunity, or a 6% increase of the current salary, whichever is greater, up to the midpoint of the new range. Exceptions can be approved by the Division Vice President up to the midpoint of the pay grade. Exceptions over the midpoint of the pay grade require the approval of the President.
More information can be found in MTSU Policy 812 Promotions of Classified, Executive, and Administrative Employees
Faculty
MTSU Policy 202 Faculty Definition, Roles, Responsibilities, and Appointment Types and Policy 205 Promotion of Tenured and Tenurable Faculty provide the criteria and procedures for recognizing merit through academic promotion at MTSU so that faculty promotions are made objectively , equitably, and impartially.
Promotion is awarded only by positive action of the Board, pursuant to the requirements and procedures established by policy. Promotions are typically approved at the June Board of Trustees meeting. Newly promoted faculty are awarded base salary adjustments based upon rank effective August 1 of each academic year.
Below are the faculty salary award adjustments by rank:
| Professor | $7,500 |
| Associate | $6,000 |
| Assistant | $4,500 |
| Senior Instructor | $1,500 |
| Master Instructor | $3,000 |
Transfers may come in the form of a reorganization or extraordinary circumstances.
Employees who are transferred to a position in the same skill level to which their present position is assigned shall not receive a salary change.
Employees who participate in a competitive recruitment process and are selected to fill a position in the same skill level to which their present position is assigned will receive their current salary or a salary calculated based on the relevant years of work experience up to the midpoint, whichever is greater.
More information can be found in MTSU Policy 807 Classification and Compensation Plan for Classified and Administrative Positions
A demotion is a decrease in position or rank brought about by means of assuming the duties of a vacant position of lower classification, the realignment of duties presently performed which warrant a reclassification to a lower level, or the assignment of a position at a lower classification subsequent to a disciplinary procedure or disqualification from the present position based on the inability to perform essential duties of the job.
When an employee moves from a job at a higher pay grade to a job in a lower pay grade, the Department Manager, along with Human Resources will determine if a reduction in the employee’s salary is appropriate. The Division Vice President will review and approve the salary recommendation.
More information can be found in MTSU Policy 807 Classification and Compensation Plan for Classified and Administrative Positions
January 2024
Upon the recommendation of President, the MTSU Board of Trustees approved the recommendation of market salary increases based on 2020-21 CUPA data.
Click the following links to access the information based on each employee
classification:
Faculty Salary Adjustments for Terminal Degree Completion
A $2,000 base salary adjustment is provided to tenure and tenure-track faculty upon the completion of a terminal degree.
Certified Administrative Professional (CAP) Exam Salary Adjustment
Employees who work in a non-exempt administrative position who pass all parts of the Certified Administrative Professional Examination sponsored by the International Association of Administrative Professionals (IAAP) shall be granted a nine percent (9%) increase in salary upon successful completion of the Certified Administrative Professional (CAP) Examination. Exempt employees are not eligible for the increase.
More information can be found in MTSU Policy 809 Salary Increase for Attaining Certified Administrative Professional Status
Human Resource Services
Middle Tennessee State University
2269 Middle Tennessee Boulevard
204 Sam H. Ingram Building
Murfreesboro, TN 37132-0001
(615)-898-2929