PSU Human Resources

PSU Compensation & Classification

The Compensation & Classification Team

The Compensation and Classification Team manages and administers compensation, position titles and descriptions for PSU. They are the primary consultants for university departments and units ensuring campus-wide equitable position placement and pay practices, accurate and efficient compensation strategies, and advice on advancement pathways through either direct upward or parallel opportunities in individual units. This is accomplished in part by development of compensation and classification best practices and policies, utilization of wage and salary surveys, salary market analysis, and position description expertise. The Compensation Team works to coordinate multiple  classification systems in place through the collective bargaining process. The team administers multiple compensation programs including but not limited to stipends, overloads, special salary increases, position placements and negotiated increases.

  • Serves as the subject matter experts on classification and compensation.
  • Collaborates to resolve classification and compensation issues.
  • Provides guidance through established and best practices.
  • Implements regulatory changes affecting compensation

Position Classification

Position classification is a process through which PSU positions (jobs) are aligned. To facilitate uniformity and equity in the classification process, placement includes reviewing appropriate classification specifications.  Classification specifications include a description of the work performed (duties and responsibilities), minimum qualifications, and other factors to determine placement within relevant PSU classification systems. Visit the Position Classification web page for details.

Compensation & Pay Management

At PSU, compensation practices are governed by Administrative Guidelines, PSU policies/practices, State and Federal wage and hour laws, and Collective Bargaining Agreements (CBAs). It is the University’s goal to compensate fairly within the University budget, applicable CBAs and regulatory and administrative requirements. Visit the Compensation & Pay Management web page for details.

PSU Compensation Overview & Philosophy

Mission Statement (Role of Pay)

Portland State University views compensation as a core element of a highly competitive overall employee package that also includes generous health and retirement benefits, tuition benefits, and a supportive work environment. To this end, the University will: 

  • Provide salary opportunities that are based on job responsibilities, experience, expertise, and performance. Strive to be competitive within the markets in which the University competes for talent, and promote internal equity, with consideration for the financial resources of the University.
  • Ensure understanding of the total compensation program through open, clear, and accessible communication on key components and opportunities of the program.
  • Permit the appropriate level of flexibility to accommodate all PSU staff segments and their requirements.

The compensation structure will reflect the University’s Strategic Initiatives, cost to students including access and affordability, culture of the institution, reflect our commitment to positive relationships with our employees and employee unions, and support PSU’s ability to recruit and retain professional talent in a competitive market as fiscally feasible.

Commitment and Maintenance

Total compensation is defined as the sum of all cash and benefits provided to PSU employees. PSU will strive to be market-competitive in overall total compensation. PSU's goal is to have employee salaries, on average, near the market median of their established comparators’ total compensation amounts. The compensation program may also provide flexibility to adjust market positioning of strategic roles to meet key institutional needs and/or market pressures. A commitment to maintaining the total compensation program, through:

  • Clear and consistent titling practices.
  • Regular updating of position descriptions
  • Periodic review of job structure, families, and levels (2-4 years)
  • The identification of key benchmark jobs used to monitor the market
  • Periodic review of the salary structure with adjustments made as necessary and as financially feasible to maintain market competitiveness
  • Periodic reviews of incumbent salaries relative to one another to ensure internal equity
  • Ongoing communication with appropriate bargaining units and staff

Roles & Responsibilities

Senior Administration

  • Communicate campus wide
  • Endorse program design
  • Set strategic compensation goals
  • Set performance standards
  • Endorse salary structures
  • Provide resources to maintain programs

Human Resources

  • Subject matter experts
  • Design, develop, and maintain compensation programs
  • Provide strategic and operational advice to leadership
  • Provide tools and resources to managers
  • Maintain market data
  • Monitor effectiveness of programs
  • Communicate salary programs

Supervisors

  • Work within established compensation guidelines based upon HR guidance
  • Keep position descriptions current
  • Understand needed skills, knowledge, experience, etc.
  • Set performance expectations
  • Conduct annual evaluations
  • Communicate openly with staff