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APSU Compensation 

Salary Allocation for Fiscal Year 2022

To view updated information regarding the salary allocations for Fiscal Year 2022, visit here

 

Hiring Salaries

Because APSU hires faculty and staff from a broad geographic area, salary data will be obtained from the College and University Professional Association for Human Resources (CUPA-HR) or other sources using peer institutions. Peer institutions are considered relatively equivalent to Austin Peay in terms of University mission, Carnegie classification and enrollment. If salary data is not available for a position using the peer institutions, data may be obtained from a larger sample of institutions.

Using CUPA-HR’s salary survey data, each role at Austin Peay is assigned a comparator and position description. Comparator codes, or CIP codes for faculty, are used to correlate APSU employees with peer institution's position and salary data.

Managers will be responsible for negotiating a fair and market-based salary for new employees, in consultation with the unit head, i.e., vice president, executive director. Human Resources will provide a hiring range for new employees based on the assigned CUPA-HR comparator and position description. Managers will consider market data, years of experience, unique and highly qualified skill sets, budgetary constraints and inversion and compression issues.  When negotiating a salary offer, if a manager determines that conditions warrant a salary offer above the market median he or she may request an exception from the unit head.

Reclassifications

A position reclassification request is initiated by the Department (supervisor/hiring manager) with the review and approval of the division Vice President. A reclassification is defined as a change of responsibilities within the employee’s current position. A reclassification request must include all of the following and be forwarded to HR for review.

If Human Resources recommends the reclassification, final funding will be coordinated with the Budget Office so that funds can be reallocated.  Notice of final action will be sent to the department head who will notify the immediate supervisor and the employee.

More information can be found in  APSU Policy: 5:026 (Reclassification of Non-Faculty Personnel/New Position Requests).

 

Position Changes

Promotions

Promotions are an increase in position brought about by means of assuming the duties of a vacant position at a higher level. The recommended employee may not be in a probationary status at the time of the recommended position change. A promotion is not defined as a reclassification, which is a change of responsibilities within the employee’s current position.

More information can be found in APSU Policy 5:036 (Non-Faculty Promotion).

Transfers

An internal transfer occurs when an employee is appointed to a newly created or existing open position. 

When an employee in a non-faculty position voluntarily transfers to a position with a median lower than that of his/her current position, a salary adjustment may occur.  The employee's salary shall normally be adjusted downward to the position median.

More information can be found in APSU Policy 5:026 (Reclassification of Non-Faculty Personnel/New Position Requests).

Educational Increases

Staff Salary Increases for Degree Attainment

To be considered for a salary increase for degree attainment, the staff member must submit a written request to his/her supervisor indicating that he/she has completed the educational degree.  The request must provide justification of how the accomplishment relates to his/her current job duties, the length of study required, and any special requirements associated with the accomplishment.  A copy of the transcript that provides verification of the completion of the degree must also be submitted with the request.  If the request is approved, the increase in salary will be made effective at the beginning of the next pay period following approval.

The amount of the increase for completion of a degree will be dependent on whether there is a direct job relationship to current duties.  This relationship must be documented in the staff member's request and concurred with by the supervisor and division head.  The following chart indicates the percentage increase that is to be awarded: 

Degree Directly Related Unrelated
Associates 4.00% 2.00%
Bachelors 5.00% 3.00%
Masters 5.50% 3.50%
EDS 5.50% 3.50%
Doctorate 6.00% 4.00%

 

More information can be found in APSU Policy 5:027 (Staff Salary Increases for Degree Attainment).


Certified Administrative Professional (CAP) Exam

It is the policy of Austin Peay State University that employees who work in a non-exempt administrative position who pass all parts of the Certified Administrative Professional Examination 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 APSU Policy 5:016 (Certified Administrative Professional Examination).