Staff: New Positions and Classification

Every staff position is assigned a classification from the MUS Compensation Plan. Classifications define the duties, responsibilities, and skill level associated with a position and determine the pay range within which an employee can be compensated. The Position Title Index lists all classifications used across the Montana University System, along with the minimum entry rate associated with each. The minimum entry rate is used primarily to determine whether a change from one position to another constitutes a promotion, demotion, or lateral move. It is not intended for budgeting or financial planning purposes.

Before posting or filling a position, contact the HRS Compensation Office to discuss the role. HRS will review the duties and responsibilities of the position and work with you to confirm the appropriate classification under the MUS Compensation Plan. This is a collaborative step and HRS guidance at this stage can prevent misclassification and delays later in the process.

Working with HRS, complete a role description for the position. This document comprehensively describes the duties and responsibilities assigned to the position and is required before any compensation action can move forward. HRS will review the role description as part of confirming the classification. Role descriptions should be reviewed and updated regularly as job duties evolve over time. Commonly used role description templates are available for several classifications in the Resources and Forms section below.

Entry pay for a new hire or rehire is determined in accordance with the MUS Compensation Plan. HRS will advise on the appropriate entry rate based on the confirmed classification and existing salary relationships on campus. A newly hired employee may not be issued a higher entry wage than the base salary being paid to any other employee within the same classification on campus. If you believe a higher entry rate is warranted due to market conditions or exceptional qualifications, discuss this with HRS before extending any offer. HRS will advise on whether a strategic pay adjustment may be appropriate and how to pursue it. Temporary employees working in a position for four months or more are subject to compensation review and must be paid in accordance with the classification assigned to their position.

Hiring Rates are subject to change. Current Hiring Rates are available upon request for the purposes of a recruitment or promotion.

Once the classification is confirmed, the role description is complete, and the entry pay is agreed upon, HRS will finalize the position documentation and provide approval to move forward. Do not extend an offer or finalize a position until HRS has confirmed approval.

The Position Title Index lists all MUS classifications with their associated minimum entry rates. However, determining the right classification requires reviewing the actual duties of the position against the classification definitions. Contact the HRS Compensation Office for assistance before posting a position.

Yes, within the pay range for the classification. However, a new hire may not be paid more than any current employee in the same classification on campus. If market conditions or qualifications justify a higher rate, contact HRS to discuss a strategic pay adjustment.

Role descriptions should be reviewed and updated whenever the duties of a position change significantly. An up-to-date role description is required before any compensation action, including adjustments for existing employees, can be processed.